“Hitting the Bulls Eye”
Advanced techniques and strategies to
outpace, outsmart, and outperform your
job search competitor...
ONTARGET
THE FOCUS IS NEGATIVE.
ONTARGET
When an organization needs to hire, it does not look for value
in applicants. That would take too much time to in...
ONTARGET
The key to managing a successful job search is producing the
highest amount of activity in the shortest period of...
ONTARGET
THE BEST CANDIDATES ARE RARELY HIRED.
ONTARGET
Firms hire people who perform better in the
interview and interview process:
The most qualified candidates and th...
ONTARGET
In other words, when it comes to interviewing:
ONTARGET
HISTORICAL RECOLLECTION.
ONTARGET
HISTORICAL RECOLLECTION is CRITICAL!
Historical recollection is when you mentally reflect on
work related events ...
ONTARGET
MOST appear ASLEEP!
When qualified candidates are ruled
out during an interview, it is usually
due to:
(1) Lack o...
ONTARGET
It is a FERMENTATION
PROCESS!
ONTARGET
The best way to perform “historical
recollection” is to identify the probable
criteria that the firm will evaluat...
ONTARGET
MIRRORING.
ONTARGET
What is “Mirroring”?
Wikipedia defines mirroring as the behavior
in which one person copies another person
usuall...
ONTARGET
Most people focus on THEMSELVES in an interview rather
than the needs and wants of the hiring manager/firm.
So to...
ONTARGET
The key is to crisply create an attractive reflection.
Work to make yourself appear
to be an exact reflection of
...
ONTARGET
You want to create this:
NOT:
ONTARGET
A word of caution when MIRRORING!
Avoid stating that you see yourself as an exact fit,
perfect fit, or are the be...
ONTARGET
MIRRORING TIPS TO FIND OPENINGS.
ONTARGET
Mirroring tips to find positions to apply to or firms to
apply to:
1) Do a Campaign Based Job Search (see my othe...
ONTARGET
3) Companies on LinkedIn may also have a “group
page”. Expand your searches to include groups.
4) Search the new ...
ONTARGET
All is fair in love and war: LINKEDIN “telegraphing”.
Targeting people with a similar skill set to yours, take
no...
ONTARGET
Use search engines, job boards, group directories to
find resumes, CV’s, employment profiles, or BIO’s.
1) Find o...
ONTARGET
MIRRORING TIPS WHEN APPLYING.
ONTARGET
Inject THEIR WORDS into your email, application,
resume, cover letter, etc.
1) Get THEIR WORDS from their website...
ONTARGET
MIRRORING TIPS FOR THE INTERVIEW.
ONTARGET
Always be your ‘professional self’ and
be honest (but not to a fault).
1) Mirror the handshake/greeting.
2) Mirro...
ONTARGET
Warning about MIRRORING on the
interview:
1) Do NOT mirror negative behavior whether it be verbal
(swearing, nega...
ONTARGET
If you are ‘caught’ mirroring on the
interview--- go to a 4 point position:
(1) Smile pleasantly but not overly.
...
ONTARGET
Mirroring should CHANGE UP!
You should mirror each person differently both in providing
data, and in mirroring ve...
ONTARGET
MIRRORING AFTER THE INTERVIEW.
ONTARGET
Mirroring after the interview: CRITICAL
ALWAYS send a thank you note to each person, but
ALWAYS make it personal ...
ONTARGET
More MIRRORING after the interview:
1) If they are amenable to receiving it, send examples
of work with their lan...
ONTARGET
“Playing poker” during the interview, only
means one thing:
You are outdated. The days of playing hard to get are...
ONTARGET
BEHAVIORAL INTERVIEWING.
ONTARGET
What is behavioral interviewing?
Wikipedia defines behavioral interviewing as a type of
interview based on the no...
ONTARGET
Behavioral interviewing often targets certain areas:
Ability and accomplishment
Adaptability
Ability to influence...
ONTARGET
Behavioral interviews begin with:
Tell me about a time when you…
Describe a situation when….
Give me an example o...
ONTARGET
In behavioral interviews you need to be:
Specific and detailed in answers.
Data driven in your answers.
Careful t...
ONTARGET
Use the STAR technique in behavioral
interviews:
Describe the Situation or Task.
Describe the Action you took in ...
ONTARGET
Examples of behavioral interview questions:
Describe a time when you set a goal.
Describe a situation when you ha...
ONTARGET
GROUP OR PANEL INTERVIEWS.
ONTARGET
Group or panel interviews are:
1) When a single job candidate is interviewed by a
group of interviewers.
OR
2) Wh...
ONTARGET
Group/panel interviews measure how well you:
1) Perform under stress.
2) Interact with others.
3) Work well in te...
ONTARGET
Tips for group/panel interviewing:
Demonstrate:
1) Problem solving.
2) Leadership.
3) Listening skills.
4) Abilit...
ONTARGET
STRESS INTERVIEWS.
ONTARGET
Stress interviews are conducted to
determine:
How a job candidate:
1) Handles stress and responds under pressure....
ONTARGET
TIPS FOR STRESS INTERVIEWS.
ONTARGET
1) Relax, and remain calm. Smile and stay positive.
2) Practice deep breathing, and smiling.
3) Demonstrate balan...
ONTARGET
CASE INTERVIEWS.
ONTARGET
A case interview is:
When a job candidate is put into a timed (normally 15-30
minutes of time) situation in which...
ONTARGET
TIPS FOR CASE INTERVIEWS.
ONTARGET
Do research (www.vault.com or www.google.com).
Practice before an interview based on case interview examples
you ...
ONTARGET
TECHNICAL INTERVIEWS.
ONTARGET
Tips for technical interviews:
If interview is by phone, avoid using a cell phone.
If you are uncertain as to the...
ONTARGET
TELEPHONE INTERVIEWS.
ONTARGET
Phone interviews put you at a disadvantage:
Over 50% of all phone interviews have a
negative outcome.
You lose th...
ONTARGET
Telephone interview “best practices”:
Use a landline only.
Sit, do not stand or pace.
Have resume in front of you...
ONTARGET
MEAL INTERVIEWS.
ONTARGET
The purpose of a meal interview is to further put you
under the microscope, so…
Avoid the blunder that you are cl...
ONTARGET
Some overlooked meal interview basics:
Sincerely thank the interviewer for lunch.
Do NOT take leftovers with you....
ONTARGET
STRUCTURED VS UNSTRUCTURED INTERVIEWS.
ONTARGET
Structured interviews are more formal interviews
where candidates are asked the same questions, in
the same order...
ONTARGET
NOTE TAKING. ONLY FOR WINNERS.
ONTARGET
Here is what it says about you:
Doesn’t take notes in interview:
Arrogant.
Doesn’t care about the
interviewer or ...
ONTARGET
Note taking is perhaps the single most
IGNORED important action item:
There is a significant correlation between
...
ONTARGET
Asking questions is the 2nd most ignored & fatal action
item:
What do you feel is most important in
the person yo...
ONTARGET
Have 25 written questions prepared prior:
Have 5 questions tailored to the job
description and scope of responsib...
ONTARGET
Have a well prepared, articulate presentation on WHY!
Not that you will give it, but have an
articulate, data dri...
ONTARGET
MAKE THEM FALL IN LOVE WITH YOU.
ONTARGET
Your job in the interview cycle is to do one thing:
It is NOT to get a job offer.
That is too vague, complex, and...
ONTARGET
You make them fall in love with you by being SURGICALLY
STRATEGIC!
Be surgically strategic in how you brand
yours...
ONTARGET
In fact, you might call SURGICALLY STRATEGIC, playing
chess, not checkers!
ONTARGET
BONUS*BONUS*BONUS
ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders have a CLEAR BRAND!
Thought leaders are known for thei...
ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders RADIATE ENERGY and POSITIVE
EMOTION!
Thought leaders E...
ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders EVANGELIZE on LinkedIn.
Thought leaders EVANGELIZE in ...
ONTARGET
In the NEW MODEL, YOU MUST=THOUGHT LEADER!
Thought leaders EVANGELIZE on LinkedIn by:
Sharing.
Liking.
Commenting...
ONTARGET
Thought leaders also EVANGELIZE on:
Twitter.
Facebook.
Pinterest.
Google+.
Instagram.
Guru.
Freelancer.
Angellist...
ONTARGET
So…..it is all about:
ONTARGET
So…..it is all about:
ONTARGET
So…..it is all about:
ONTARGET
So…..it is all about:
ONTARGET
So…..it is all about:
ONTARGET
So…..it is all about:
ONTARGET
So…..it is all about:
Greg David/President
Laka & Company
Greg.David@Laka.com
Office: 312-528-9107
23 years of PERFORMANCE,
adding VALUE, & help...
Upcoming SlideShare
Loading in …5
×

Hitting The Bullseye in a Job Search: How to land more quickly and with less frustration by Greg David of Gregory Laka and Company

4,434 views

Published on

Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?

Published in: Career, Business
2 Comments
6 Likes
Statistics
Notes
No Downloads
Views
Total views
4,434
On SlideShare
0
From Embeds
0
Number of Embeds
813
Actions
Shares
0
Downloads
0
Comments
2
Likes
6
Embeds 0
No embeds

No notes for slide

Hitting The Bullseye in a Job Search: How to land more quickly and with less frustration by Greg David of Gregory Laka and Company

  1. 1. “Hitting the Bulls Eye” Advanced techniques and strategies to outpace, outsmart, and outperform your job search competitors. Greg David, President Laka & Company
  2. 2. ONTARGET THE FOCUS IS NEGATIVE.
  3. 3. ONTARGET When an organization needs to hire, it does not look for value in applicants. That would take too much time to interview each and every applicant. The time and cost to hire would make hiring cost and resource prohibitive. Instead, organizations use a “funnel approach” much the same way responses to RFP’s or RFI’s are evaluated. By applying critical data points to quickly reduce the number of applicants to a manageable talent pool, an organization can manage its resources and expenses more responsibly. This occurs in screening resumes, in interviews, and in comparing candidates throughout the interview process. Firms focus on ruling people out, not looking for value. It is a productivity and process issue, and it is not personal.
  4. 4. ONTARGET The key to managing a successful job search is producing the highest amount of activity in the shortest period of time, with as many of the administrative and “low return” tasks being automated. Low return tasks are searching for jobs to apply to, and sending resumes to recruiting firms and corporations (tips on how to automate this and generate much higher job search activity is covered in my other presentations). However, even with high activity, many job seekers continue to come in a bridesmaid, never a bride. Coming in number two is the same as coming in number 200. There still is no job offer, and close doesn’t count. Today you will learn how to use advanced techniques that improve your chances of coming in number one, and getting that job offer!
  5. 5. ONTARGET THE BEST CANDIDATES ARE RARELY HIRED.
  6. 6. ONTARGET Firms hire people who perform better in the interview and interview process: The most qualified candidates and the candidates getting the offer are usually not the same person. The key to success is two-fold: 1) Avoid committing interview suicide. 2) Perform more interview ‘best practices’ than the other candidates.
  7. 7. ONTARGET In other words, when it comes to interviewing:
  8. 8. ONTARGET HISTORICAL RECOLLECTION.
  9. 9. ONTARGET HISTORICAL RECOLLECTION is CRITICAL! Historical recollection is when you mentally reflect on work related events and experiences that you may use as examples in the course of interviewing. Not doing historical recollection prior to an interview significantly lowers the probability you will be selected to pass on to the next layer of interviewing. Not doing historical recollection is the equivalent of flying by the seat of your pants. It is crucial to do for phone and face to face interviews alike.
  10. 10. ONTARGET MOST appear ASLEEP! When qualified candidates are ruled out during an interview, it is usually due to: (1) Lack of preparation prior to the interview. (2) Lack of “historical recollection” in anticipation of the interview.
  11. 11. ONTARGET It is a FERMENTATION PROCESS!
  12. 12. ONTARGET The best way to perform “historical recollection” is to identify the probable criteria that the firm will evaluate you against (see later slides on behavioral interviewing for examples). At the top of each page of a legal pad, list a single criteria that you feel you’ll be measured against. Under each criteria, ‘brainstorm’ about useful examples to cite during the interview. This ‘fermentation process” is essential for you to be able to compete and win during the interview.
  13. 13. ONTARGET MIRRORING.
  14. 14. ONTARGET What is “Mirroring”? Wikipedia defines mirroring as the behavior in which one person copies another person usually while in social interaction with them.
  15. 15. ONTARGET Most people focus on THEMSELVES in an interview rather than the needs and wants of the hiring manager/firm. So to the hiring manager/team, they appear like this when it comes to mirroring: DISTORTED!
  16. 16. ONTARGET The key is to crisply create an attractive reflection. Work to make yourself appear to be an exact reflection of what they want. FOCUS ON MIRRORING when you apply, tailor your resume, cover letter, complete application, email, and interview. This will radically enhance the odds you keep “making the cut” at each turn of the interview process.
  17. 17. ONTARGET You want to create this: NOT:
  18. 18. ONTARGET A word of caution when MIRRORING! Avoid stating that you see yourself as an exact fit, perfect fit, or are the best available candidate for the role. This type of behavior alienates your audience and causes you to miss a critical opportunity to demonstrate humility. In addition, since not all requirements are shared with the job seeker, you also will protect yourself from looking foolish.
  19. 19. ONTARGET MIRRORING TIPS TO FIND OPENINGS.
  20. 20. ONTARGET Mirroring tips to find positions to apply to or firms to apply to: 1) Do a Campaign Based Job Search (see my other presentation on this connected to my LinkedIn profile). 2) Search LinkedIn for firms you have worked at. Examine the returns for: a) Other firms that past employees have gone to work at. b) Common schools of employees—then search on what firms like to hire from those schools.
  21. 21. ONTARGET 3) Companies on LinkedIn may also have a “group page”. Expand your searches to include groups. 4) Search the new hires for an organization to see where they are coming from (industry and name of company). Can you mirror them? 5) LinkedIn will also provide links to recent new articles on firms you do research on. 6) Recent activity (click on all activity) will tell you where people have recently gone to from that firm.
  22. 22. ONTARGET All is fair in love and war: LINKEDIN “telegraphing”. Targeting people with a similar skill set to yours, take note when these LinkedIn users begin following a particular entity. This is called “telegraphing”. Often, they follow the firm due to an opening that exists. You can learn of jobs that are viable for you, by “telegraphing”, or watching what organizations these people follow. ****You should exercise care if you follow others. Who is telegraphing you?
  23. 23. ONTARGET Use search engines, job boards, group directories to find resumes, CV’s, employment profiles, or BIO’s. 1) Find out where past peers have worked, or gone to work so you can target those firms/industries. 2) You can also use alumni, association, user group, and SIG (Special Interest Group) directories. 3) Also search volunteer groups, faith based groups, and social groups to find people like you and where they work.
  24. 24. ONTARGET MIRRORING TIPS WHEN APPLYING.
  25. 25. ONTARGET Inject THEIR WORDS into your email, application, resume, cover letter, etc. 1) Get THEIR WORDS from their website, annual report, articles written about the firm, press releases, webinars, brochures, or letters from the CEO or executive team. Search the Internet to learn how they describe themselves, their culture, their employees, their mission statement, etc. a) Mirror them by using THEIR words to create synergy, parallels, and alignment. B) Rewrite your resume whenever possible using their lingo, keywords, and hot buttons.
  26. 26. ONTARGET MIRRORING TIPS FOR THE INTERVIEW.
  27. 27. ONTARGET Always be your ‘professional self’ and be honest (but not to a fault). 1) Mirror the handshake/greeting. 2) Mirror their speech (volume, rate of speed). 3) Mirror their body language (make it subtle and slow). 4) Mirror their formality (but don’t get too informal). 5) Mirror their message (use their lingo). 6) Mirror their energy. 7) Only mirror relaxed dress if you are told to do so and it is not a test (ask your recruiter or do some homework).
  28. 28. ONTARGET Warning about MIRRORING on the interview: 1) Do NOT mirror negative behavior whether it be verbal (swearing, negativity, speaking ill of past employers, etc.), or physical (crossing arms, not smiling, hands under the table, etc.). 2) Don’t mirror their every move, nor mirror right away. Always vary the adjustment time (anywhere from 5-15 seconds), but be careful not to do it too much.
  29. 29. ONTARGET If you are ‘caught’ mirroring on the interview--- go to a 4 point position: (1) Smile pleasantly but not overly. (2) Hands and arms open in lap, on table, or taking notes. (3) Face the other person directly. (4) Sitting straight with both feet on the ground.
  30. 30. ONTARGET Mirroring should CHANGE UP! You should mirror each person differently both in providing data, and in mirroring verbal, non-verbal physical attributes. Ask each person you meet: (1) What are the most important qualities in the person you hire from your perspective? (2) What is the biggest challenge you see for someone new coming in, in this capacity? (3) What are you most concerned with in filling this role?
  31. 31. ONTARGET MIRRORING AFTER THE INTERVIEW.
  32. 32. ONTARGET Mirroring after the interview: CRITICAL ALWAYS send a thank you note to each person, but ALWAYS make it personal and unique. 1) Inject data that you gleaned from the interview and use their lingo. 2) Directly tie how you are a solution to their pain. 3) Show direct interest and enthusiasm for the role.
  33. 33. ONTARGET More MIRRORING after the interview: 1) If they are amenable to receiving it, send examples of work with their language and culture added where possible. 2) If it will be well received, send articles relevant to the role, issues with the role, upcoming initiatives, and layer into the email, their language, information gathered in the interview, and anything that can “tie” you to their culture. ***Be careful not to come off as over the top, or stalking.
  34. 34. ONTARGET “Playing poker” during the interview, only means one thing: You are outdated. The days of playing hard to get are over. People who do this are ruled out for lack of enthusiasm, passion, and interest.
  35. 35. ONTARGET BEHAVIORAL INTERVIEWING.
  36. 36. ONTARGET What is behavioral interviewing? Wikipedia defines behavioral interviewing as a type of interview based on the notion that a job candidate’s previous behaviors are the best indicators of future performance. It is also known as competency-based interviewing.
  37. 37. ONTARGET Behavioral interviewing often targets certain areas: Ability and accomplishment Adaptability Ability to influence, persuade, or lead Ability to deal with change, stress, or conflict Critical thinking Decision making Flexibility Focus on others (i.e. clients, stake holders, peers, partners, end users) Listening skills Problem solving Professionalism Results orientation Self confidence Teamwork
  38. 38. ONTARGET Behavioral interviews begin with: Tell me about a time when you… Describe a situation when…. Give me an example of…. What are…. When did you…. How do you normally/typically/usually…
  39. 39. ONTARGET In behavioral interviews you need to be: Specific and detailed in answers. Data driven in your answers. Careful to avoid tangents. Prompt in answering the question. Careful to share information that can be verified. A smooth, inviting ‘story teller” that engages the listener.
  40. 40. ONTARGET Use the STAR technique in behavioral interviews: Describe the Situation or Task. Describe the Action you took in response (be careful to include what you did, not others). Describe the Results (the outcome and what you may have learned as result).
  41. 41. ONTARGET Examples of behavioral interview questions: Describe a time when you set a goal. Describe a situation when you had to resolve conflict. Describe when you had to enforce a policy you did not agree with. Tell of a time when you were given conflicting direction. Give an example of when you were faced with making an unpopular decision. Share when you were able to persuade someone. Tell of a time when you failed. .
  42. 42. ONTARGET GROUP OR PANEL INTERVIEWS.
  43. 43. ONTARGET Group or panel interviews are: 1) When a single job candidate is interviewed by a group of interviewers. OR 2) When multiple job candidates are interviewed at the same time, in the same room, by the same interviewer(s).
  44. 44. ONTARGET Group/panel interviews measure how well you: 1) Perform under stress. 2) Interact with others. 3) Work well in teams. 4) How logically you reach conclusions. 5) Listen to others. 6) Persuade, influence, and lead others. 7) Communicate. 8) Deal with change. 9) Demonstrate maturity.
  45. 45. ONTARGET Tips for group/panel interviewing: Demonstrate: 1) Problem solving. 2) Leadership. 3) Listening skills. 4) Ability to analyze and gather critical information. 5) Decision making. 6) Negotiation and persuasion skills. 7) Communication and presentation skills. 8) Ability to handle stress. 9) Creativity. 10) Humor, if appropriate. 11) A positive mental attitude. 12) Respect, courtesy, and friendliness.
  46. 46. ONTARGET STRESS INTERVIEWS.
  47. 47. ONTARGET Stress interviews are conducted to determine: How a job candidate: 1) Handles stress and responds under pressure. 2) Thinks quickly. 3) Listens. 4) Deals with change. 5) Maintains a sense of balance. 6) Gets along with others in tense situations. 7) Resists knee jerking.
  48. 48. ONTARGET TIPS FOR STRESS INTERVIEWS.
  49. 49. ONTARGET 1) Relax, and remain calm. Smile and stay positive. 2) Practice deep breathing, and smiling. 3) Demonstrate balance and confidence but not arrogance. 4) Listen carefully to the questions. 5) Pause if necessary to think, or ask them to rephrase the question. 6) Do not react to negative responses. They may intentionally try to see if you argue or get defensive. 7) Psych yourself up to “enjoy” the experience. 8) See it as a challenge you can learn from, or a game you enjoy winning.
  50. 50. ONTARGET CASE INTERVIEWS.
  51. 51. ONTARGET A case interview is: When a job candidate is put into a timed (normally 15-30 minutes of time) situation in which to work through a business problem. They are used to demonstrate how well a job candidate may assess a situation, analyze data, quickly make decisions, determine multiple positive solutions, move towards a logical “best solution” outcome, and resolve the issue or situation.
  52. 52. ONTARGET TIPS FOR CASE INTERVIEWS.
  53. 53. ONTARGET Do research (www.vault.com or www.google.com). Practice before an interview based on case interview examples you can learn of online or in interview preparation books. Listen carefully to the question, and ask for clarification if necessary. Pause to think through your answer and select your answer carefully. Never begin answering immediately. There is usually no single “right” answer. They want to see how you think, process a situation, arrive at a sound solution, work under stress, and communicate.
  54. 54. ONTARGET TECHNICAL INTERVIEWS.
  55. 55. ONTARGET Tips for technical interviews: If interview is by phone, avoid using a cell phone. If you are uncertain as to the correct answer, don’t guess. Be forthright with the person doing the interview. Have pen and paper available so you can take notes. Relax and take your time when answering. Be prepared. Know the requirements and duties of the role prior to the interview.
  56. 56. ONTARGET TELEPHONE INTERVIEWS.
  57. 57. ONTARGET Phone interviews put you at a disadvantage: Over 50% of all phone interviews have a negative outcome. You lose the ability to “read” the person interviewing you. Most people are not skilled in how to do phone interviews.
  58. 58. ONTARGET Telephone interview “best practices”: Use a landline only. Sit, do not stand or pace. Have resume in front of you. Force yourself to take notes, and have several pens available. Have a copy of the job description if possible. Have a mirror available to measure how often you smile. Smile throughout the entire phone interview. Sit up straight and breathe calmly. Have prepared questions to ask if given the opportunity. Avoid use of jargon, slang, or verbal crutches (i.e. um, uh, ah, etc.). Be formal in your speech (yes, not yeah or uh huh, etc.).
  59. 59. ONTARGET MEAL INTERVIEWS.
  60. 60. ONTARGET The purpose of a meal interview is to further put you under the microscope, so… Avoid the blunder that you are close to an offer. You are equally as close to a rejection. If you do not have terrific table manners, learn some quickly. Order an item that is easy to eat, and still allows you to interview. Avoid foods with a strong odor, or that are pricey. Follow the lead of the interviewer in all choices.
  61. 61. ONTARGET Some overlooked meal interview basics: Sincerely thank the interviewer for lunch. Do NOT take leftovers with you. Do NOT season your food prior to tasting it. Be polite (please, thank you, etc.) to EVERYONE—wait staff included. Silverware: start at the outside and work your way in if there is a full silverware setting. Watch your elbows, body language, speaking while eating, etc.).
  62. 62. ONTARGET STRUCTURED VS UNSTRUCTURED INTERVIEWS.
  63. 63. ONTARGET Structured interviews are more formal interviews where candidates are asked the same questions, in the same order. Unstructured interviews are more free-form allowing for greater flexibility and less restriction. These can be dangerous for an unskilled or “gabby” interviewee since there is much opportunity to speak in error, without careful reflection, or to go off on a tangent (the kiss of death in interviews).
  64. 64. ONTARGET NOTE TAKING. ONLY FOR WINNERS.
  65. 65. ONTARGET Here is what it says about you: Doesn’t take notes in interview: Arrogant. Doesn’t care about the interviewer or their thoughts. Isn’t interested in the role. Doesn’t respect their time nor the time of the firm. Makes decisions carelessly. Reactionary in decision making. Lacks intelligence. Unskilled. Low performer. Irresponsible. Takes notes in interview: Respectful. Courteous. Interested in role. Careful with their time, resource, organization. Makes data driven decisions. Carefully makes decisions. Intelligent. Skilled. Achievement focused. Goal oriented. Responsible.
  66. 66. ONTARGET Note taking is perhaps the single most IGNORED important action item: There is a significant correlation between taking notes, and advancing through the interview process. Firms rule out people who don’t take notes. People who take notes, have a much greater chance of getting a job offer, and a HIGHER offer!
  67. 67. ONTARGET Asking questions is the 2nd most ignored & fatal action item: What do you feel is most important in the person you hire? What else? What else? How do I compare to others performing this duty? How do I compare to others you are interviewing? How am I stronger? How am I not as strong? What do you feel are my strengths for this role? What do you feel are my challenges for this role? How do I compare to your ideal or “dream” candidate? What can I do to strengthen my candidacy? What concerns do you have about my background? What do you like most about my experience? What can I provide you (i.e. examples of work) to help you evaluate my candidacy?
  68. 68. ONTARGET Have 25 written questions prepared prior: Have 5 questions tailored to the job description and scope of responsibility. Have 5 questions tailored to the organization and issues in the organization. Have 5 questions tailored to the industry and issues in the industry. Have 5 questions targeted at the immediate challenges of the role. Have 5 questions specific for the interviewer. 5 good foundational questions: 1) What do you enjoy most about working here? 2) What is the best advice you can give to someone who will be working here? 3) What skills are most important in someone to be hired for this role? 4) What qualities are most important in someone to be hired for this role? 5) What do you wish you can alter, modify, or change about the firm or industry?
  69. 69. ONTARGET Have a well prepared, articulate presentation on WHY! Not that you will give it, but have an articulate, data driven, prepared presentation on why you want to work: 1) For this company. 2) In this industry. 3) For this hiring manager. 4) With this team. 5) In this role or capacity. 6) On this initiative. Be able to deliver it impromptu! You will want to WOW them in addressing these points with: 1) Data and research(deep and wide). 2) Enthusiasm and passion. 3) Sincere interest. 4) Genuine warmth. 5) Mature desire. 6) Your opinion that this would be fun, and more like a hobby than a job. 7) Positive energy. 8) Friendliness. 9) Evidence of responsibility, maturity, and global vision. 10) Alignment with your goals.
  70. 70. ONTARGET MAKE THEM FALL IN LOVE WITH YOU.
  71. 71. ONTARGET Your job in the interview cycle is to do one thing: It is NOT to get a job offer. That is too vague, complex, and hard to control. Getting a job offer is the result of LUCK, or successfully (sometimes accidentally), getting them to fall in love with you. MAKE THEM FALL IN LOVE WITH YOU!!!
  72. 72. ONTARGET You make them fall in love with you by being SURGICALLY STRATEGIC! Be surgically strategic in how you brand yourself versus the requirements of the role. Be surgically strategic in how you tweak your emails, cover letters, resumes, examples of work. Be surgically strategic in the data you provide in interviews, and in articles you send later. Be surgically strategic in citing examples during interviews. Be surgically strategic in mirroring the values, culture, personality, etc. of the organization, hiring team, hiring manager. Be surgically strategic in adding their words to your “interview speak” so that you mirror their private and public hiring requirements. Essentially, at every step, you are drawing them closer and closer to you, and creating more distance between you and your competition. Remember, people essentially want to hire nice people, who have good values, are trustworthy, achievement oriented, and will make their lives/jobs easier.
  73. 73. ONTARGET In fact, you might call SURGICALLY STRATEGIC, playing chess, not checkers!
  74. 74. ONTARGET BONUS*BONUS*BONUS
  75. 75. ONTARGET In the NEW MODEL, YOU MUST=THOUGHT LEADER! Thought leaders have a CLEAR BRAND! Thought leaders are known for their Subject Matter Expertise! Thought leaders are PASSIONATE about their SME! Thought leaders RADIATE ENERGY and POSITIVE EMOTION! Thought leaders EVANGELIZE! Thought leaders are ACTIVE on SOCIAL MEDIA!
  76. 76. ONTARGET In the NEW MODEL, YOU MUST=THOUGHT LEADER! Thought leaders RADIATE ENERGY and POSITIVE EMOTION! Thought leaders EVANGELIZE! Thought leaders are ACTIVE on SOCIAL MEDIA!
  77. 77. ONTARGET In the NEW MODEL, YOU MUST=THOUGHT LEADER! Thought leaders EVANGELIZE on LinkedIn. Thought leaders EVANGELIZE in LI groups. Thought leaders EVANGELIZE on LI with profile content attachments. Thought leaders EVANGELIZE on LI with articles they share, and articles they author.
  78. 78. ONTARGET In the NEW MODEL, YOU MUST=THOUGHT LEADER! Thought leaders EVANGELIZE on LinkedIn by: Sharing. Liking. Commenting/Replying. Re-sharing. Skill endorsements. Recommendations. Complimenting. Educating. ***It is called engaging & participating.
  79. 79. ONTARGET Thought leaders also EVANGELIZE on: Twitter. Facebook. Pinterest. Google+. Instagram. Guru. Freelancer. Angellist.com
  80. 80. ONTARGET So…..it is all about:
  81. 81. ONTARGET So…..it is all about:
  82. 82. ONTARGET So…..it is all about:
  83. 83. ONTARGET So…..it is all about:
  84. 84. ONTARGET So…..it is all about:
  85. 85. ONTARGET So…..it is all about:
  86. 86. ONTARGET So…..it is all about:
  87. 87. Greg David/President Laka & Company Greg.David@Laka.com Office: 312-528-9107 23 years of PERFORMANCE, adding VALUE, & helping individuals & organizations achieve something SPECIAL. To find me on social media click on any of the social media icons on this page. You will learn of open roles and best practices of job search and career management.

×