Career management and job search TROUBLESHOOTING 301/401---The interview, advancing in the interview process, and more successfully getting to offer(s).

Career management and job
search TROUBLESHOOTING
301/401---The interview,
advancing in the interview
process, and more
successfully getting to offer.
Greg David
Laka & Company

The Job Search Process Has
Changed.

In the old model, job
seekers were MOTHS
flocking toward a light
or flame (jobs).
That process no longer
works well---except
through luck.

Luck is NO WAY to
responsibly manage a
successful job search.
They key is to LEARN
the NEW MODEL, and
APPLY it RAPIDLY.

So What PROCESS Has Changed?
DIRECTION!

 The OLD MODEL was doing a UNI-DIRECTIONAL
search.
 Info flowed outward. PUSH APPROACH.
 Throw resumes at openings.
 Same resume for each opening.
 No focus on branding or SME.
DIRECTION:

 The NEW MODEL uses a BI-DIRECTIONAL process.
 This emphasis is on a PULL APPROACH.
 Focus is on RELATIONSHIP and SME
Building and BRANDING.
DIRECTION:

 The NEW MODEL also focuses on getting jobs to
come to you---without you applying.
 You are findable which most job seekers
are not today.
 You are findable to people in and out of your
network.
 People take action to contact you before others.
DIRECTION:

So What Do I Focus on First?
ATTITUDE!

 You do NOT interview when you are not doing a job search.
 That is dated thinking—and the BAD HABIT CORNERSTONE
of the “Old Model” of job search.
 Professionals who understand the “New Model” well
understand that true career management is to be proactive.
 They understand you have to take control of your growth,
learning, future, and success.
 Being more loyal to your employer than to yourself and
family is not admirable. It is foolish and irresponsible.
ATTITUDE!

 If you find yourself in a job search, that is a sign you need
to adjust your career management strategies and tactical plans.
 Smart professionals who get the “New Model” understand the
importance of interviewing several times per year.
 They do not think “Happy, don’t look. Unhappy, look.”!
 They do not think in terms of convenience or being too busy.
 They make it a priority and discipline themselves to pursue
potential roles when opportunity knocks.
ATTITUDE!

 They make it happen---even when it hurts.
 Kids and great opportunities don’t generally come at
convenient times.
 They come in the middle of the night and are disruptive.
 They come often at the worst possible times when work is in
chaos, deadlines are near, or vacations are about to begin.
 Top professionals don’t let that get in their way--they know
something most smart people don’t and they cling to it.
ATTITUDE!

 They know the BEST people are generally never hired.
 They know the SMARTEST people often aren’t the ones promoted.
 They know the BEST opportunities often are given to people
who are NOT the MOST QUALIFIED candidate for the job.
 The most successful people generally are the most successful
for one reason.
 Call it right time, right place. They listened and took action
when others wouldn’t.
ATTITUDE!

 They put their loyalty to themselves, their families, and their
futures before all else.
 They understood that all success and stability and growth and
learning comes by having one thing----options.
 The more options you have, the more control and freedom
you have.
 Each year they amass more options, more connections, and
the adjustment to the “New Model” is simple for them.
 They are always tuned in. Always. ALWAYS. A-L-W-A-Y-S!
ATTITUDE!

 As a result, they have more options.
 They have more control and freedom.
 They have more leverage and greater power.
 They have greater stability and security.
 Their network is always active and strong.
 They are well know for their Subject Matter Expertise.
 They are well known for their BRANDING.
 They are findable even by those who do not know them.
 They are always learning.
 They are always growing.
 So if life throws them a curve ball, they still hit home runs.
 They win more and succeed more.
 They don’t experience the pain of a job search, lay off, or unemployment.
ATTITUDE!

So let’s look at
some small things
they do that make
ALL the
DIFFERENCE!

 When they do interview, they understand the goal
is NOT to get a job offer.
 They think more globally.
 They think more clearly.
 They think more strategically.
 They make smarter decisions.
 They focus on completely different things.
ATTITUDE!

 They understand that the LITTLE things matter.
 They understand it is all about the LITTLE things.
 They understand the LITTLE things add up to make
them the one selected, above others.
 They understand how this really is a game of chess---not
checkers.
 They follow a recipe for success---and don’t deviate.
ATTITUDE!

Yeah, yeah yeah.
Just give me the
answer already to
make ALL the
DIFFERENCE!

 The first GOAL of interviewing is to make each person
you meet fall in LOVE with YOU!
 Each person.
 Fall in LOVE with YOU!
ATTITUDE!

 The CEO is no more important than a custodian, intern,
or temporary administrative person.
 Everyone counts!
 Everyone!
 And EVERYTHING counts!
 Everything!
ATTITUDE!

 The second goal of interviewing is to simply advance to
the next step in the process.
 The goal is to SUCCEED in each INTERVIEW
SEGMENT and LIVE TO PLAY ANOTHER DAY.
 It is a GAME!
ATTITUDE!

 It is a game of CHESS----not CHECKERS!
 Kids play checkers.
 Adults play chess.
 Sometimes each chess move is a game of
chess in and of itself.
ATTITUDE!

 It takes strategy, strategy, strategy!
 It takes skill, skill, skills!
 BOTH require LEARNING!
 CONSISTENT LEARNING!
ATTITUDE!

 The key is to KNOW THE RULES.
 It is a COMPETITIVE game.
 Know how to play OFFENSE and DEFENSE.
ATTITUDE!

 Listen.
 Learn.
 Relationship build.
 Make them fall in LOVE with YOU!
 Make EACH PERSON you meet FALL IN
LOVE WITH YOU!
ATTITUDE!

 When they FALL IN LOVE with you, you increase the
odds:
You’ll advance to the next level.
Be hired for a better role if one exists.
Be hired for a role in the future if not now.
Be someone they create a job for.
Attitude!

ATTITUDE!
If your ATTITUDE
is not working,
GET HELP!

PRE-INTERVIEW!

 Be reachable.
 Being selected for an interview often is
based on TIMING.
 TIMING is everything.
PRE-INTERVIEW!

 LinkedIn URL on resume & everywhere else.
 Twitter URL on resume & everywhere else.
 Resume is downloadable on LinkedIn.
 Phone number and email is on LinkedIn.
 Phone number and email is on Indeed.
 Constant ‘refreshes’ of virtual fingerprints.
 Use a resume distribution tool. Critical!
PRE-INTERVIEW!

 Do NOT use templates of any kind, unless you
create them.
 Do NOT look for examples to use for resumes,
LinkedIn profiles, portfolios or SME documents,
cover letters, interview thank you emails, etc.
 This is evidence of dated thinking.
 It is VERY HARMFUL to use examples or templates.
PRE-INTERVIEW!

 Understand LinkedIn optimization.
 Understand resume optimization.
 Understand optimization is ongoing.
 It never ends.
 Daily, weekly, monthly.
PRE-INTERVIEW!

 Virtual activity has to exist DAILY.
 LinkedIn and Twitter 5-7 times DAILY.
 LinkedIn groups at least 3 times DAILY.
 Automate the process where possible.
 Think BRANDING of your SME!
PRE-INTERVIEW!

 Have ideally 5 target “jobs” at all times.
 Do NOT think in terms of preferences.
 Do NOT think in terms of prioritizing.
 Do NOT think in terms of like/dislike.
 Think GLOBALLY and STRATEGICALLY!
PRE-INTERVIEW!

PRE-INTERVIEW!
If your PRE-
INTERVIEW process
is not working, GET
HELP!

INTERVIEWS!

 90% of job seekers are not relevant and qualified in their interviewing
skills. Coming in #2 pays the same as #222.
 Most phone interviews fail to advance because the job seeker
committed at least 2 interview sins on average—that could
have been avoided if they were only better educated.
 Past success does not guarantee success today.
 1st interviews do not exist for you to learn about them.
Sometimes 2nd interviews do not either. It is not about you
until you get to offer. The focus must stay on them!
Interviews!

 There is a reason this slide
has such little content (HINT)!
 Know what a checklist
question is and how to
respond.
Interviews!

 Don’t stop the interview process too early. It is amazing at
what career making opportunities came to successful people
that were game changing roles that others turned their nose
up at.
 Know your Subject Matter Expertise (SME) and the value
your bring (hard work, dedication, loyalty does not offer
value—these are trite things unskilled people share when
interviewing).
 Know how to “mirror” in interviews properly.
Interviews!

 You MIRROR in:
LinkedIn profile.
Resumes.
Cover letters.
Subject Matter Expertise portfolios.
Application process content.
Elevator speech.
What you are looking for.
Interview answers.
Interview questions.
Thank you.
Post-interview shared content.
LinkedIn group discussion participation.
Interviews!

 Know the different types of interviews:
Checklist interviews.
Validation interviews.
Profile interviews.
Personality/culture fit interviews.
Soft skill interviews.
Interviews!

 Be prepared for different STRUCTURES of interviews:
Phone.
Skype.
Personality/profile assessment.
Skills/experience assessment.
Face to face.
Meal/social.
Presentation.
Psychological profiling.
Interviews!

 If you have not been through training on how to succeed
in behavioral interviews or diligently read leading books on the
topic, don’t step into the ring with people who are more skilled,
more knowledgeable, and more adept than you.
 A major strategy is to bypass pre-prepared token interview
answers, and catch you off guard to get to the meat of your
real experience.
 It is also a test of your ability to think on your feet, and
quickly share specific data in critical areas you may not have
prepared for dialogue on.
Interviews!

 Make sure you have done homework and preparation for each round
of interviews.
 Know the history of the firm, current issues with the
organization, what the role is (and what it is not), what the
profile is that the firm is measuring you against.
 Know what the firm wants, and doesn’t want when it hires.
 Do research on each person you will meet.
 Make sure you know how to do “historical recollection” in
preparation for the interview. It is the most important task to perform.
Interviews!

 Know how to successfully handle critical questions like:
“What is your greatest weakness?”.
 “I tend to take on too much responsibility” or “I often
overcommit” or “I have a hard time saying ‘no to others” are
not acceptable answers.
 Other equally dated and bad responses include: “I tend to
work too much” or “I am loyal to a fault” or “I am a workaholic”
or “Sometimes I am too honest”, and other such fluff.
 You need to be able to show true weakness, what you have done to work
at improving it, and be real. Not being real will cause red flags.
Interviews!

 Make sure you know what each person’s “personal
agenda” and priority of skills hired is.
 Each person often has their own view of the
role and what is most important to them.
 You must interview differently with each
person based on that unique data.
Interviews!

 Know the interview cycle, the firms process,
and the targeted timeline.
 Don’t expect them to come close to the
targeted timeline and don’t be a mosquito in
the tent with follow up.
 Don’t try to hold them accountable to their
commitments.
Interviews!

 You have no leverage until point of offer.
 Don’t try to put a gun to their head.
 They will only take it away and shoot you.
Interviews!

 In a cycle of 4 interviews, the leader after the 1st
round is not the leader at the end of the 2nd round.
 The leader at the 3rd round is different still.
 The person who receives the offer was not the
lead previously.
 They committed the fewest sins and played the
best chess game.
Interviews!

 When you feel anxiety about your candidacy for a
particular role avoid letting that anxiety cause
you to take action to reach out or follow up.
 This is very harmful and dated job search
behavior.
 Turn that anxiety into energy to creating
activity elsewhere.
Interviews!

 You cannot follow up to move them towards
offer. All you can do is push them away.
Interviews!

Interviews!
If your interview
success is not
working, GET HELP!

POST INTERVIEW!

 Have pre-written THANK YOU emails ready to
send.
 They just need to be tweaked.
 They are different to each person.
 You can do a group email if multiple steps
are expected, but 1-on-1 emails are better.
POST-INTERVIEW!

 A good POST-INTERVIEW thank you has
5 components:
1) Sincerity.
2) Shows specific interest in organization.
3) Shows specific interest in industry.
4) Shows specific interest in role.
5) Mirrors what they are looking for.
POST-INTERVIEW!

POST INTERVIEW!
If your POST
INTERVIEW process
is not working, GET
HELP!

The Key to Succeeding is
LEARNING!

The Key is LEARNING…..DAILY!

The Key is APPLYING…..DAILY!

Knowing and
not using……
…..is like
never knowing
at all.
Remember This!

Even He Needed to Focus on ATTITUDE!

Even He Needed to KNOW THE RULES!

Even He Had to CHANGE & ADAPT!

Greg David Greg.David@Laka.com
Laka & Company www.linkedin.com/in/gregdavid
www.twitter.com/gregdavidlaka
And even
Michael
needed
one.

Career management and job search TROUBLESHOOTING 301/401---The interview, advancing in the interview process, and more successfully getting to offer(s).

Career management and job search TROUBLESHOOTING 301/401---The interview, advancing in the interview process, and more successfully getting to offer(s).

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Career management and job search TROUBLESHOOTING 301/401---The interview, advancing in the interview process, and more successfully getting to offer(s).