Whether we mean to or not, we make fairly quick initial judgments about new people. With regard to candidates, we know that the average resume gets about seven seconds of viewing, a cover letter sometimes even less. When it comes to the interview, while it certainly takes longer than mere seconds, you’re really asking the candidate to essentially give an elevator pitch to get themselves hired. So what should you, as an employer, try to learn about the candidate as you listen? In other words, when you say, “Tell me about yourself,” what are you really trying to find out?

  • Whom did it focus on? Did the pitch focus on the candidate’s goals or the needs of the company and the employer? The candidate who understands that the position is about what they can do for the company, rather than the other way around, is the one you want – they understand that they have to pitch to their audience, rather than focusing on themselves and their aspirations. It’s about what they can bring to the table.
  • Did experience connect with the position itself? Did the candidate clearly and succinctly speak about specific requirements of the position and how their background can fulfill them successfully? Or did they speak in broad terms not entirely related to the position, giving extraneous information? Basically, did they make it clear to you that their experience would best fit this particular job?
  • How was the delivery? Did the candidate stay on point and sound confident, or did they sound hesitant/rambling/over-rehearsed? Did they seem truly enthusiastic about the position or give the impression that they simply needed a job and figured they would give it a shot?
  • Do you feel you know who this person is? Once the interview has finished, do you feel that all three points above have been met and that you have a true sense of whether this candidate would be the right one for the job? Do you feel bringing them in would benefit the company more than any other candidate? Have they given you clear evidence of measurable skills and achievements?

At the end of the interview, the candidate should have obviously and concisely demonstrated in their pitch why they’re the best choice. For help with any and all staffing needs, reach out to the expert staffing team at PrideStaff Thousand Oaks.

2 Responses to “What to Listen for in an Elevator Pitch”

  1. diseño web Madrid

    Estaba buscando esa informacion hace tiempo, te lo agradezco, estoy de convenio con tu punto de vista
    y forraje igual. Despues de buscar mucho por Internet encontre lo que buscaba.
    Genial!!! muchas gracias


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