7 Ways To Ask For The Job At Interviews End

7 Ways To Ask For The Job At Interviews End7 Ways To Ask For The Job At Interviews EndWhat to do at theend of an einstellungsgesprch?Everyone tells you to ask for the job, but how does one ask for a job?Many job seekers take a passive approach they dont ask for the job. The passive approach does not workwell and is often interpreted in a lack of interest in the job.Interviewers and hiring managers assume that if a candidate doesnt ask for the job, they just arent interested. From the candidates point of view, asking for the job may makemany uncomfortable, and it opens them up for rejection this is especially common among candidates who have had long term frustrations with job search. Others feel that asking for the job is, too pushy.I give this general career advice to all candidates Take a risk and ask because you miss 100% of the shots you never take. So far, this isnt earth shattering news.Today, well goover some strategies that work and contrast them with a few that dont. In add ition, Ill help you translate the interviewers response to better understand if youll move forward in the hiring process.7 ways to ask for the job at interviews endCommon Approaches1.Direct ApproachId really like to work for your company the job sounds perfect for meWhile the most popular approach, this method is riddled with problems. Its centered around what the candidate wants, not what the company wants. If delivered with the wrong tone, in the wrong situation, or to the wrong person, it can be perceived as desperate or pushy. This approach doesnt ask the interviewer for their opinion of the candidate, which could even appear insulting. Where this can work for a high pressure, transactional sales position, this demonstrates an ability to go for the close. At an employer that values relationships and taking the time to build trust, this approach can ruin an otherwise great interview.2.Feedback ApproachSo how did I do?This approach asks the interviewer for feedback, and puts the interviewer on the spot. If you are one of the leading candidates, and the interviewer definitely has you on the callback list, youll probably get a strong answer. The problem with this approach is if you are on the bubble for callback, youll rarely have an interviewer tell you this (interviewers dont want confrontation, or to make a discussion uncomfortable plus they probably have to move on to the next candidate). If youre on the bubble, youll probably get a non answer telling you that they will review all candidates and make callbacks in the next week or two basically Dont call us, well call you.Closing Approaches3.Next Steps ApproachWhats our next step?While a favorite among salespeople, this approach can have drawbacks also. This approach uses a technique common in the sales world, assuming theres a next step and that the interview process will move forward. If youre a leading candidate, youll likely get the response you want, otherwise youre likely to hear that the company is still reviewing candidates and . Itsnot you, its us.4.Objections ApproachDo you have any remaining concerns about how well I could do the job?This is another approach that might work more effectively for a sales position than for others. For a transactional sales position, it demonstrates closing techniques. For non-sales positions, you risk that you havent asked the right question. The interviewer may answer no, which can still leave the candidate in confusion The interviewer may have decided that you are not a good fit, so they have no remaining concerns the interviewers decision has already been made.Leveraged Feedback Approach (What you should be doing)5.Ranking ApproachIn comparison to other candidates for this position, how do I rank?This is a higher level approach, which can give the candidate insight as to chances of getting the job. Higher quality feedback is one of the advantages to this approach. You open the interviewer to give some great feedback, allowing a compar ison of how strong of a fit the interviewer perceives vs your own perception of how the interview went. If the response that doesnt translate into youre one of the top candidates move to the next opportunity, because this ones not happening.6.Fit ApproachHow do you see me fitting in with your company?This approach can uncover unmentioned objections in an interview and can give feedback to understand how well you read the interview (do your perceptions of fit match the interviewers perceptions). This can be effective especially when a key criteria is sensitivity to others. If the response isnt excited and glowing, if the word fine or something similar is used, or if the interviewer is waiting to review all the candidates, you arent a top choice. Again, move on and dont wait by the phone.7.1 to 10 ApproachOn a 1 to 10 scale (10 being best), how do you think Id do in the position?For most situations, I like this approach best, other than for highly transactional sales positions. This approach treats your desire to get feedback as an employee review, showing that you truly seek constructive criticism. Its also a process that HR personnel, recruiters, and hiring managers are very familiar with, increasing your chances of getting an honest response. To get additional feedback, you can ask a secondary question What could I do to make that a 10? This approach gives you a very clear idea of where you stand and your best shot at understanding any objections in the interviewers mind maybe even a chance to clear up any misunderstandings. If you get anything but a 9 or a 10, move on.Employers and Recruiters What are some of the best approaches are youve seen for a candidate to ask for a job at the close of the interview?Phil Rosenbergis an active blogger about social media and career change, Phils articles have been republished by several of the leading job, career and recruiting sites. Connect with Phil on TwitterphilreCareered.