If people like you they’ll listen to you,
but if they trust you
they’ll do business with you.
- Zig Ziglar
Zig's quote is a fantastic one to keep in mind for interviews. This concept is exactly why it's so important for you to choose and coach great references; and bring a brag book and 30-60-90-Day Plan to your interviews...all these things inspire trust in you as a candidate.
References provide reassurance that you are who you say you are, you can do what you say you can do, and you will be a great person to have on their team. You must have great references. Companies call your references more than you may think--and recruiters always call them.
A brag book serves as another type of reference. This is a historical look at things you have done in the past. It provides physical evidence that backs up your resume. Anyone can put together a brag book, and when you bring one to your interview, you will be surprised at how much it impresses the interviewer. Read this post for how to create and use a brag book in your interview.
A 30-60-90-Day Plan is a forward look at what life will look like with you on the job. It answers the 4 unasked questions of every hiring manager, and makes it clear that they don't have to guess if you'll do a great job. They can see from your plan that you absolutely will. (As a bonus, all your interview answers will be better after you've created a plan.) See how to create and use a 30-60-90-Day Plan in your interview.
Use all 3 pieces to inspire trust--and walk away from your interview with the job offer.
Imagine going into your interview full of confidence, getting the offer, and tripling your salary! See how Mildred did it...
I just could not keep my success to myself; I owe you a huge “thank you.”
After taking two of your webinars I begin to put what I learned into action. Finally, I received “the call” for an interview...on Tuesday...my interview was scheduled for the same week Friday.
The first thing that came to mind was the 30, 60, 90 day plan. I was a bit stressed, only because I was afraid I did not have enough time to put together a good presentation, but guess what? I did it.
The night [before] my interview, I felt like I was "armed and dangerous," all because I took your words, did my homework and prepared myself for the interview.
I aced the interview; the following Monday I got the job offer. It was unanimous--all six people voted hands down for me and my salary tripled.
I thanked God first and then you. The 30,60,90 day plan really works.
I am excited to share Mildred's story with you--what she learned in our free job search webinars helped her get the interview, and the 30-60-90-Day Plan helped her ace it and triple her current salary.
Videos give you something written answers don't: tone, inflection, and other subtleties that make a big difference in the quality of your answer. Not everyone learns the same, so videos may be just what you need to develop perfect interview answers.
99% of the job seekers (more than 270,000) who have experienced these say that they improve their interview answers immediately.
We are accustomed to any number of conventional interview questions, and everyone has their favorites. But many shrewd CEOs and executives are digging a little deeper, looking beyond what they see in a job candidates’ executive profiles, resumes and cover letters. They are asking some very unusual interview questions designed to reveal more of your personality and ensure you are the perfect fit for their company.
“What would you do in the event of a zombie apocalypse?”
— Ashley Morris, Capriotti Sandwich Shop CEO
Of course, there is no right or wrong answer here. It’s simply a fun question Morris likes to ask to see how a candidate will respond under pressure. This gives him a feel for how effectively they react without prior thought or planning, as well as insight into their moral compass and whether they will fit into the company’s culture.
Give a man a fish
and you feed him for a day.
Teach a man to fish
and you feed him for a lifetime.
- Chinese Proverb
If you get a job lead, or a recruiter calls you about possible placement in a job, that's giving you a fish that feeds you for a day.
If you learn how to find those job leads and get those interviews on your own, that is teaching you how to fish and you will be fed for life. You will never be without the means to control your career and give yourself job security. You never worry about layoffs because you know how to quickly get another job. This is what we're about at Career Confidential.
These webinars are free and packed with information, advice, insights and shortcut tips that show you how to find jobs (even when there doesn't seem to be any), get interviews, and crush those interviews so you get a job offer every time.
I recently disagreed strongly with Penelope Trunk's advice for women (Should Women Negotiate Salary?) and I got some fantastic responses from women who donegotiate job offers. I wanted to share 3 of these with you because they teach important lessons for us all:
Edie negotiated for benefits when they wouldn't budge on salary, showing us that salary isn't the only valuable thing on the table:
I negotiated for the paid monthly parking space. I was told they couldn't afford to pay an additional $5000/year for salary [so] I asked if they would pay for the parking fee. They said yes. That was $4200/year. That's why I wanted the $5000 to begin with. It was a win-win situation for both of us, I'm sure.
Women must be assertive and must know what basics they need to include in the salary they are asking for.
Debbie learned the penalties of failing to negotiate a long time ago...
It’s no longer enough to look for a job through traditional methods such as submitting an application and resume through job listings. Social media has become essential to the C-level job search. For this reason, LinkedIn profile development should become an integral part of your job search process.
Even if you are not currently in a job search, you should be aware of who you would use as a reference if necessary. References are not an afterthought--they can play a key role in whether or not you get a job offer.
It's human nature to want recommendations / comments / thoughts from others before you make a big move (I bet it hasn't been that long since you looked at TripAdvisor, Yelp, or Amazon reviews). Hiring you is a very big deal for companies. They don't want to make a mistake, and they call your references more than you may have known about before now.
So...how do you maintain a good pool of references to draw on when you need them?
Keywords in a resume? Who needs them? If you’re trying to land a c-level position, you need them! More than three quarters of employers rely on keywords to narrow their vast pool of applicants to choose the most promising and bring them to the interview stage.
Why Keywords Are Important in a Resume
Recruiters looking for the winning c-level resume for a specific position rely on automated resume databases to cull through hundreds and often thousands of online resume submissions collected by a firm. When a recruiter places an ad for a position opening, he or she usually includes a punch list of must-have criteria for the successful applicant.
Success consists of going from
failure to failure
without loss of enthusiasm.
- Winston Churchill
This is a perfect job search quote. Why? Because in every job search, there is rejection. It's built into the process.
What I want you to remember is this: For every 'no' you get, you are one step closer to a yes.
Think of your job search as picking through a bucket full of rocks, looking for a diamond. You will pick one up and it won’t be the one, so just toss it behind you and pick up the next one. Don’t think another thing about it. That rock didn’t reject you…it just wasn’t the one you needed. With every rock you pick up and toss behind you, you’re that much closer to the diamond you want.
Don't lose your enthusiasm while you're picking through the rocks.
Still, it's a very nice thing to speed up the process and get to your diamond faster. To do this, you must actively and aggressively contact hiring managers (the people who would be your boss or your boss's boss at companies you'd like to work for).
If you don't know how to speed up the process by contacting hiring managers, watch this video.
Executive jobs are few and far between, and the competition is intense. Imagine what it would be like to get an offer for a director-level job 90 minutes after the interview? This is what Randy did. He went from getting interviews but no offers, to getting an executive job offer within an hour and a half of the interview. What a turnaround. Please read his story below to find out how he accomplished this, so you can do it, too.
Hello Peggy (and staff),
I'm a veteran of job searches (not by plan) over the last 10 years. Lately I had been getting the interviews, but no offers. I came across your site and what struck me most was the 30-60-90 day plan.
I recognized the need to re-energize my campaign, do something different, so I signed on for many of your programs. What a difference it made in landing this job.
The hiring manager (COO) said he brought in 6 candidates for the director-level job, and [the team] each interviewed 6 people. He said I was first on 5 ballots, and second on the other, and was clearly the best-prepared candidate.
I spent a lot of time crafting the 30-60-90 day plan, made sure to review it with him (he spent an extra hour with me), used your techniques to close on the job, and was able to answer more than several of the 101 toughest interview questions with your help. I nailed the interview; he called me with an offer 90 minutes after I left.
Thank you so much for your advice and assistance. Definitely the best money I've ever spent (outside of my engagement ring).
This is what a difference a 30-60-90-Day Plan makes...it elevates your interview so much that they are incredibly impressed with you and offer you the job.
If you’re seeking an executive-level position and you’re not on social media, you need to be. A growing number of employers peruse top candidates’ social media accounts as part of the hiring process. The key to making social media sites work in your favor is to use them strategically.
How Do Employers Use Social Media?
According to one survey of more than 2,300 HR professionals, nearly 40 percent log on to social media to screen applicants. What are they looking for? Employers use social media to learn about the personality and character of potential employees. By the time they log on to do their research, they already know much about your qualifications, education and professional experience, thanks to your resume and cover letter. They check out sites like LinkedIn, Facebook and even Twitter to learn more about who you are as a person.
Do you have a file folder somewhere with your past performance reviews in it? How about the award letter you received--or the note from your boss complimenting you on a job well done? During a job interview, have you ever thought, "I wish I could show an example of my work on my resume"?
These kinds of things should all be collected together in one spot--a brag book.
Brag books (aka kudos folders, success files, professional portfolios, etc.) are fairly well-known in sales rep circles, but they are such amazing tools for job interviews that if you don't have one, you are missing out. In a job interview, brag books provide such compelling evidence of your success, they can absolutely help you get the job offer.
First impressions are lasting impressions. Unless potential employers are considering internal candidates, their first impressions of job candidates come from resumes and cover letters. Make a good first impression and improve your odds of moving to the next level in the hiring process. Fail to impress (or worse, succeed in making a bad impression) and you can say goodbye to a lucrative job opportunity that really would have been perfect for you.
The top mistake job seekers make is failing to even include cover letters for resumes. No recruiter wants to waste time on an applicant who can’t be bothered to complete this simple step. Read on to learn about the other common mistakes job seekers make on their resumes and cover letters.