Experts share their wealth of experience

“Why should we hire you?” — What are some compelling responses that hiring managers want to hear?

It’s about an attitude of actually wanting to work. Consider the difference between “I have to work so I’m going to find a job and just do what I have to do,” versus “I really want to work. I enjoy structure, I enjoy people, I enjoy giving of myself and contributing my value and making a difference.”

—Faigy Ort, Director of Job Placement, Agudath Israel Professional Career Services

When interviewing an entry-level employee, I find that how knowledgeable they are doesn’t necessarily translate into their being a good fit. Personally, I look for someone with a positive attitude, a willingness to help, and an eagerness to learn.

If a candidate comes to an entry-level interview and starts discussing how things should be done or what changes they would implement, it’s often a sign they may not be suited for the role. At our firm, we prioritize team development and collaboration. A bad attitude or a “know-it-all” mentality can create a toxic environment, which is the opposite of the culture we strive for.

—Zevie Adler, audit supervisor, Roth & Co.

I’ll be that person picking up the garbage from the floor while handling your most challenging clients.

—Michael Greenfield, CEO, Prime Source Expense Experts 

You should hire me for my skills and for my ability to be a team player and an asset to your company. For my desire to grow and learn. For my pleasant demeanor and positive approach to the job.

—Aviva Barrish, Director of Job Development, Agudath Israel Professional Career Services

Share something unique about yourself that is relevant to the company and position. A unique experience, skill, or interest that separates you from others. Make it relevant.

—Barry Ackerman, Supportive HR

The answer to why we should hire you should be on your résumé, even before the interview.

This will help you a) catch their attention so they’ll give you an interview and b) give you great talking points at the interview itself, preventing you from fumbling for answers and enabling you to sound confident with the value you have to offer.

—Chayala Fasten, professional resume writer, Resume Pros

Strong candidates highlight their past successes with measurable achievements and specific skills that match what the company needs. Employers also like to see enthusiasm, a willingness to adapt, and teamwork.

Managers also want to see that candidates can be flexible, which is important in today’s fast-moving workplaces. They look for examples of how you’ve handled shifting priorities, learned new skills, or taken on tasks outside your usual role to help your team. Sharing examples of how you adjusted to changes shows that you can handle challenges, grow with the company, and be a valuable team member in any situation.

Hiring managers also want to see that candidates genuinely care about their work and the tasks they’ll take on. They want to know that you’re not just looking for a paycheck, but that you’re passionate about contributing to the company’s goals and making a difference through your work.

—David Singer, managing director, Northmarq

Some tips I’ve implemented to work smarter, not harder

First up: automation. It’s a lifesaver for streamlining common processes across the team. I rely on Asana to keep both my business and personal life organized — it’s like a digital brain dump that ensures nothing slips through the cracks.

Second, I’m mastering the art of a boundary-driven calendar. Certain days and time blocks are reserved exclusively for strategic business planning (no client appointments) or personal time. Whether that’s hitting the gym, enjoying family time, or recharging solo, these boundaries keep me balanced and focused. Work smarter, not harder, isn’t just a motto — it’s a system!

—Simi Mandelbaum, founder and CEO, PROSPR Financial Wellness LLC

AI. AI. AI.

The most important tool we have recently implemented is Trainual. It cuts employees’ training time in half and makes it more efficient by providing prepared Q&As, video presentations, and more.

—Michael Greenfield, CEO, Prime Source Expense Experts

We’ve streamlined the client onboarding process, enabling us to begin the design phase without delays. We use Asana, a software that manages our daily tasks and a timeline for the overall project. Onboarding our clients’ information to Asana takes minutes because of the templates we’ve set up. This approach increases productivity and helps us avoid costly mistakes and delays.

—Dini Weinstock, lead designer, Dini Weinstock Interior Design

I use templates for proposals and other common emails.

—Barry Ackerman, Supportive HR

(Originally featured in Mishpacha, Issue 1051)