By Jeff Altman, Big Game Hunter
If you’re looking for a job and your inbox is staying quiet, it might be time to change your perspective. Instead of just focusing on what you need from a job, start thinking about what the employer really needs from you. While it’s easy to wish employers could experience the uncertainty and frustration job seekers endure today—from ghosting to algorithmic screening—the most strategic move is to step in their First is the shoes.
Understanding how your employer thinks is about efficiency, not empathy. In a complex labor market, employers are under increasing pressure to recruit the right employees, minimize turnover and maintain team morale. The more you can show that you understand their challenges, the more likely you are to stand out as a solution rather than just an applicant.
What keeps hiring managers up at night
1. Protect team culture
Every leader today knows that a disengaged or disruptive employee can destroy productivity and morale. Hybrid work arrangements, digital collaboration and rapid organizational change make it easier for negative attitudes to spread. Hiring managers worry about bringing in someone who doesn’t fit the team’s values. They want employees who can adapt, communicate and enhance balance – especially in diverse or remote teams.
2. Reputation and Responsibility
Recruiting is more than just a business function; It reflects the manager’s judgment. Many recruiting leaders base their evaluations on retention and performance metrics. Poor hiring decisions can damage their credibility, slow down the team’s delivery, and create friction with HR or senior leadership. They must trust that the person they choose can deliver results without micromanaging.
3. Customer and brand impact
Employees represent the company’s brand both onsite and online. Negative social media posts, unprofessional customer interactions or missed promises can quickly cause ripple effects in today’s digital world. Employers are increasingly focusing on professionalism, emotional intelligence and authenticity when evaluating candidates.
How to build employer confidence before the interview
Research like a consultant
Ordinary preparations no longer cut it. Go beyond your company’s “About” page. Review:
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Press releases, LinkedIn updates and annual reports.
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Competitors and market changes.
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Employee reviews that reveal cultural themes and leadership styles.
Then use what you learn to tailor your application materials. When you respond to your employer’s current priorities, such as sustainability, digital transformation, presence, or customer experience, you demonstrate not only research skills but also curiosity and consistency.
Upgrade your digital resume and presence
Your resume, LinkedIn profile, and career footprint are often evaluated by humans and algorithms. Make sure they talk directly about the three things hiring managers crave: results, reliability, and fit.
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Demonstrate measurable results: “Customer retention increased by 12%”, “Implemented automation and saved 10 hours per week.”
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Emphasis on collaboration: Emphasis on cross-functional working and adaptability.
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Keep the design professional and ATS friendly. In 2025, simplicity and clarity will win.
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Make sure your LinkedIn activity aligns with your career goals – your comments and posts reflect your reputation.
Bring a positive, growth-oriented mindset
Negativity kills trust. Hiring managers may feel frustrated or hopeless. Instead, view challenges as lessons learned and emphasize continued development. If you’re upskilling through online courses, certifications, or volunteer work, mention it—it signals initiative and resilience.
How to build employer confidence during an interview
Lead with curiosity
Ask thoughtful questions that reveal how you view value, not just salary. One of the most effective questions remains: “Think of the most successful people in this position, what made them stand out?” This shows respect for the employer’s perspective and gives you a roadmap for tying your own experience directly to their needs.
Answer directly – then expand
Avoid avoidance. Nothing destroys trust faster than avoiding an issue. Listen carefully, address the issues raised, and then add context where appropriate. If you’re unsure or don’t have direct experience, think honestly about how you would approach a similar challenge.
Show genuine interest and ownership
Many candidates don’t clearly express enthusiasm at the end of the interview. Finally, express your interest with confidence: “Ms. Rodriguez, I am truly excited about this opportunity and believe my experience matches the goals you have described. What are your next steps?” This small gesture demonstrates accountability and confidence—two traits that hiring managers highly value.
How to build employer confidence after the interview
Send a personalized thank you message
Within 24 hours, send a customized note to each interviewer (email available in 2025). Quote something specific from the conversation—an upcoming project, shared values, or organizational goals—and tie it to your strengths. If there is concern during the interview, acknowledge it in a professional manner and strengthen your ability to rise to the challenge.
Interested in following up
A follow-up time is agreed during the interview – usually 7-10 days. When that time comes, send a concise, polite message that reiterates your interest and summarizes the key points of your discussion. Consistent, professional follow-up demonstrates persistence without appearing pushy.
Mindset Shift: From Applicant to Asset
When you step into the employer’s world, you stop viewing the process as an audition and start viewing it as a collaboration. Employers are not looking for perfection but are looking for problem solvers who can help their teams succeed.
Think of every touchpoint in the job search process—your resume, your digital presence, your interview responses—as an opportunity to answer the employer’s silent questions: “Can I trust this person to make my job easier?”
I know some of you will say: “Okay, Boomer, I do this before every interview but to no avail! ” Great! I’ve confirmed you are doing the right thing. Other things you did were wrong but didn’t produce any results, or the job market wasn’t buying what you were selling. “
However, putting yourself in your employer’s shoes is a more effective strategy than complaining. When you understand what drives their decisions, you improve your own. This shift from applicant to partner turns a job search into a career opportunity.
Ⓒ Big Game Hunters, Asheville, NC 2025
An important key to success
