Different employers are looking for different traits in a prospective employee. Some look for skills and abilities, some look for motivation, some look for people who are dedicated and committed.
 
 

The interviewer has a hidden agenda, which you need to address in a positive manner to build psychological leverage. Some of their unspoken questions are:

• Does the applicant have the ability to do the job?
• Can this person manage / relate to people?

• What kind of person is this?

• What strengths does this applicant possess that we need?

• In what areas are they weak? How will this affect the company?

• Does he/she have growth potential?

• How is the chemistry between us?

• Should this person get an offer?

• Are their skills and abilities what we are looking for?

• Are they motivated and committed?

Employers are hiring people with one thing in mind, "Will they produce good work for us?" Whether it be a non-profit or a for-profit company, the work the employee does will determine their employability. Employers have a number of fears about potential employees and will search long and hard to find the right employee. Some of the major fears of employers are:

• That you won't be able to do the job (lack the necessary skills or experience)
• That if hired, you won't put in a full working day

• That if hired, you'll be frequently "sick", or otherwise absent

• That if hired, you'll only stay around for a few weeks or months

• That it will take too long to master the job, thus a longer time before you're profitable to the organization

• That you won't get along with other workers there, or that you will develop a personality conflict with the boss

• That you will do only the minimum that you can get away with, rather than the maximum you are capable of

• That you lack self-direction and initiative

• That you will have a work-disrupting flaw and turn own to be: dishonest, a spreader of dissention, lazy, an embezzler, a gossip, totally irresponsible and untrustworthy, a liar, incompetent, etc.