Tired of going on interview after interview, getting the proverbial thanks but no thanks correspondence?

You know the email or letter saying, in so many words, “You lost. The other candidate is a superstar.  We hired them instead.”

To experience different results you must implement different strategies and tactics to get the job. I’ll show you how.

I’ve been on hundreds of interviews if not thousands.

I’ve been interviewed by:

  • Employers
  • Prospective coaching clients
  • ERP Software prospects
  • First dates with women (Yup, it’s an interview! 🙂

For the sake of this essay, I’d like to focus on the one interview skill you must master to land the offer letter.

Before you go on an interview, make sure it’s a job you’re super-duper jazzed about. You must have a conviction about the gig.

That’s a place where you know, deep in your bones, you will not be denied. Getting to this place is a journey. I can take you there.

OK, let’s assume you have the conviction and the mindset you will not be denied this job. Here’s the biggest concern the interviewer has about you and each and every candidate:

What will this person look like working for me?

I know you must be asking, Steve, how do I do that?

Well, to answer this question, you have to ask lots of great questions during the interview:

  • What’s the biggest challenge of the organization?
  • How long have they been struggling with this dilemma?
  • What keeps the interviewer up at night regarding this challenge?
  • What are the gaps between where they are today and where they want to go?
  • What are the behaviors, values, motivators, and competencies of the ideal person in this job?
  • What will crushing this challenge do for the organization?
  • What are the qualitiative and quantitative measurements? ROI?
  • What will reaching this goal do for the interviewer? What’s in it for them?

As the interviewee, you want the interviewer to reveal as much information as possible about the job, organization, industry, and themselves. Once you have all the pieces to the puzzle, your next step is to:

Paint a vision of your first 90 days on the job.

 You want to articulate:

  • What you’ll be doing the first week on the job.
  • Who will you be working with?
  • What are your goals the first month, second, etc?
  • What will be your deliverables in 90 days?
  • What will success look like?
  • What will be different about the organization after you’ve been there three months?

Why is this important?

Let’s face it. Employers roll the dice with each new hire. Yes they’ve done their due diligence and checked references. Quite frankly, it’s not enough.

It’s your job to make the hiring manager’s decision uber easy. A piece of cake. A slam dunk regarding which person they choose to hire. That being you. Assuming you want the gig.

Painting the vision to your future employer of your first 90 days on the job is a skill that anyone can learn and perfect. But it takes practice.

Do you have a friend, family member, or colleague who can use a partner to help them reach a place of conviction about what they want from their professional career? A partner who can help them master the skills required to get the dream gig?

Have them contact me for a no strings consultation.

Thank you.




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