People may think it’s an unconventional approach, but you have to stand out. People aren’t getting the job they want because they are not successfully cutting through the competition. You have to ask yourself does the decision for the role really have to do with the state of the economy - or is it simply that people are not breaking through the pool of candidates, whether there are one hundred or three in the hunt for the role.
Think about that - How are you going to differentiate
One of the professionals I mentor was thoroughly disappointed in the decision by the employer not to continue in the process. I asked two simple questions; did you "own" the interview or did you make any mistakes? The second questions was how prepared were you for the role? The answer was obvious to him and to me by the answer.
People are making mistakes on the interview. They’re not preparing. If you have a job, you’re being overlooked for promotions and advancements because you are either an “under the radar player,” doing the minimal or you’re doing great things but no one knows. You must know how to sell yourself and your accomplishments. Experience exposed me to a great volume of different candidates - People show up confused, poorly dressed and unprepared. They obviously didn’t do their research, they knew nothing about me or the goals of the organization. They share their personal problems and speak poorly of their last employer and blame others about their current situation in their interviews.
Coaching the same individual for another prospective leadership role with a smaller organization - the rules are the same and actually heightened due to the entrepreneurial dynamic of the organization. The basics he iterated to me was focusing on three key things he was going demonstrate:
Act hungry
Look great and assimilate to organizations style
Be clear about what he can do
I have a simple approach to any interview and it is based on the traits I value; attitude, agility and aptitude. I know limiting myself to three my drive some people mad, but it helps simplifying things in general.
Attitude - If you are not emitting a positive and proactive mindset, then wow, what transpires when you are not around.
Agility - What percentage of job descriptions actually remain the same? Based on the nature of the economy being in near constant market disruption organizations must be agile enough to adapt quickly to emerging trends impacting the business. That translates to individuals being agile and open to new ways of doing things. The combination of Attitude and agility is one powerful individual.
Aptitude - Are you qualified for the role, not in years of experience but in the ability to influence others and manage the span of control of the role. Additionally this also refers to understanding the organization and the individual they are interviewing - doing your research and knowing your target is crucial in your aptitude for the role. With Google, there is no excuse for lack of preparation.
It is better to be pleasantly surprised rather than unpleasantly unprepared.
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