Some professionals own a considerable amount of skill sets, while others spend nearly a lifetime defining their strengths. Asked in an interview years ago, “Which skills pay the bills?” . It was the toughest question I was ever asked.

Why would an employer hire you? Many job experts write articles emphasize branding and its importance in discovering what a personal brand represents. I believe that a job seeker must dig deeper.

Many settle for being the default hire.

The more skills a person owns does not result in job offers every time; however it provides more options.

Hidden strengths?

Every job seeker has strengths, but many do not know how show them. Some consider bragging a shortcoming and a character flaw, and therefore, do not like talking about themselves. The truth is that interviews are the place to display and unveil the map of the job seekers’ performance. What was the process used to arrive at this level skill? What training transpired? What plans to receive more training?

Several candidates may have the same skill, but can they do it with accuracy and at times quicker than everyone else.

Oh yes, the tough questions…

Last week I talked about how to respond to tough questions. Defining and verbalizing which skills contain the most value may differ from interview to interview, and job to job. Dialing into your value, resume, cover letter, interview, and networking strategies will differ.

How to answer tough questions will come from research and conversations conducted. Without it, you will fail. Employers expect you to know about the company. The tough question, “Which of your skills pay the bills?” can be answered by clarifying to yourself how you keep the skill, and how you get the results.

Does this apply to any skill?

After spending some time studying Multiple Intelligence for my M.Ed. program, I realize that everyone is smart, and have several “smarts” such as being “word smart”, “reasoning smart”, “people smart”, and several others. Defining which that applies to the person may take the help of each individual’s personal community.

This knowledge helps the career changer. By identifying whether a job seeker’s “smarts” are “kinetic” or “picture”, the focus on related transferable skills will sell and market the individual.  

If your skill is project management, but your ability to organize, coordinate, and market cultivates your abilities (which takes word and reasoning smarts). Even if someone is enabled to make something from nothing, finding out what makes that work will need the help of the individual’s personal community.

The Epilogue

Everyone has strengths but not everyone is able to show them. Yes, being skillful with a scapula is a plus, but what drives you. Many job seekers can't explain what they do and find difficulty discerning the innate abilities that drive the talents given to them. There is motivation for everything, even if its help people. How deep it is in the person, will exploit how well the job gets done. That is what answers the tough questions.

Displaying clearly why people hire you will impact your interviews. Dig deeper, if this is your challenge.