Not making eye contact
Playing with something on the table
Crossing your arms
Not sitting up straight
Using too many hand gestures
Many of us who have chosen to navigate the constantly variable — and often unpredictable — waters of human resources are familiar with the common components of the resume. Most applications ask for them, many demand them.
With all of the resources available for candidates to search and reference for resume preparation, there is really no excuse for the submission of a sub-standard presentation of their career snapshot. The action verbs that are trending, examples of job descriptions, requirements and templates galore are literally at the fingertips of those who sit in front of a search engine. Knowing that all of these tools are at the disposal of the applicant should imply that the resume quality would be somewhat less variable among the candidate pool. So, should we even spend time on the details of what was once the only passport to the next round of the process? In short, absolutely.
The candidate who leverages the components of the application process to tailor their resume to your posting should migrate toward the top of the pile, simply because they’ll waste less of your time. To help decipher those detail-oriented applicants, here are five ways to cut through the fancy verbiage and get to predictive results, section by section:
1. Objective: “To obtain a position in…” This section can provide insight to the candidate’s maturity in the job market — it should be obvious that they’re seeking a position, so restating that concept is a waste of space that could be used further outlining their qualifications. Assessment: Skip it.
2. Education: It’s always perplexed me when I see this section toward the top, as if the candidate believes that promoting the formal aspects of their training is worth making note of first. The degree displays the candidate’s ability to learn and demonstrate proficiency in a controlled environment. Where they went to school outlines their professional network and perhaps the “culture” of learning they experienced. If the position requires a bachelor’s degree, we shouldn’t see high school graduation information as it just takes up space. And, unless specifically called for within the posting or they’re applying for a scholarship, GPA isn’t as relevant as applicants would like it to be. Assessment: Skim it.
3. Experience: Review for merely a restating of the job description, but hope for a collection of results achieved. Working backward from their most recent position, candidates should describe their experiences in terms of what they actually accomplished, not what they were responsible for. For instance, seeing the bulleted phrase “Responsible for leading a team of 15 employees to success in plastics production,” sounds important. But, were they actually successful? If the candidate has the necessary experience but fails to make their results clear, either place them in limbo until all have been reviewed or advance and target results in the behavioral interview. Assessment: Review for results.
4. References: Candidates should be selecting references specifically pertaining to the job for which they are applying, and if your hiring process requires personal and professional references, they should be included the application. The removal of required references from the resume allows the candidate more space to describe their qualifications as opposed to someone else’s contact information. The astute candidate will avoid this repetition and optimize their space. Assessment: Skip it.
5. Skills and certifications: Given the increasingly standard requirement of the bachelor’s degree, this section will often generate the most relevant substance for candidate evaluation. Unfortunately, applicants will often focus most of their efforts into a robust description of experiences and minimize the skills categorization. A candidate’s ability to demonstrate enough self-awareness to define what tools are in their toolbox will provide the hiring manager with an insight into how they may align with the responsibilities of the position, regardless of their experiences.
The increasingly popular preferences for certifications such as the PHR, PMP, SHRM-CSP, display the higher emphasis on specialization and proven skills acquisition — all accompanied by a third-party validation. This is where candidates can draw on their previous organizational experience to promote the skills obtained as well as the formal and professional experience. For example, if I see a candidate list the “Texas FFA Association” anywhere on their resume, I should expect a skills section including advanced record keeping, public speaking and communication, efficient conduct of meetings, emotionally-intelligent leadership, etc. The intuitive candidate will highlight this degree of proficiency through maximizing the skills they bring to the table as they relate to the position. Assessment: Of crucial importance — read it.
The resume’s relevance can be determined by the organization’s desire to seek insight into the candidate’s attention to detail, coupled with the hiring managers’ understanding of the relationship between skill sets and results. Experience in one position of the same name doesn’t guarantee success in another, as the cultural aspect of an organization may be enough to force a new hire to draw a little deeper into their arsenal of resources. Their resume should describe those resources in enough detail to provide a baseline for the behavioral interview, at which point you will have enough to dig a little deeper into how they’ve applied the skills to achieve results.
Two minutes spent on the resume can lead to hours saved in unfulfilling interviews and disappointing hires. Skills coupled with past results are a definite predictor of future success, and the prepared candidates will make this understanding abundantly clear.
Clearing the HR interview requires dexterity in handling technical and non-technical questions with the same finesse. it is widely believed that 90 % of the new hires fail due to behavioral skills, and the companies are putting a lot of emphasis on finding the right cultural fit, here are five HR interview questions that can throw you off the guard and reduce your chances of securing the job.
Have you ever failed in an assignment, done a poor job? Tell me about it
We don’t like talking about failures, more so during a job interview when a stranger is evaluating your candidature. However, your ability to discuss failure in a mature way goes a long way in showcasing your truthfulness and ability to learn from your mistakes. This question is one of the ways the interviewer wants to see if you can take calculated risks and learn from your mistakes. You should speak about a failure that doesn’t reveal any serious mistakes or unprofessional behavior that could potentially raise red flags about your job fitment. It best to pick a project or initiative that failed due to multiple factors and not just because of you. The best answers are the ones, which subtly showcase some of your strengths like grit, patience, persistence or tenacity.
Why do you believe that you would be good at this job?
This question is a bit confrontational, and the interviewer may be trying to test your patience. The best way to handle this question is by staying calm and confidently explains why you think you have what it takes to succeed if hired for the job. This question is a great opportunity for you to reiterate the key reasons as to why you’re an excellent candidate.
Oh you know there are many candidates for this job, why should we hire you?
One thing for sure, the interviewer isn’t demonstrating warmth or friendliness. The best way to answer this question is rephrase your key strengths or experience. The interviewer will be watching out for your confidence level while you are answering this question. They are trying to evaluate your ability to handle tough questions and situations, especially those with high stakes.
How is our industry evolving, what are the key trends?
Through this question, the interviewer is trying to test your knowledge of the industry and your wider ability to understand the macro trends. In case you are moving industries; it’s recommended that you study the latest updates; key trends and know the significant challenges the industry faces. It’s best to use google to research this question and lastly remember that the interviewer is evaluating your keenness in the job by asking this question.
Have you ever been criticised? How did you handle it?
The ability to take feedback positively is one of the biggest predictors of job success, through this question the interviewer wants to understand how you handle criticism and feedback. From your experience identify a situation in which your colleagues or manager gave you constructive feedback, and it helped you become better at the job. It’s best to stay away from highly negative feedback, or the one that highlights your weakness glaringly. The interviewer is looking for the ability to handle criticism constructively and your willingness to learn from it
In this job market, you’ll have to do things differently if you want to avoid sifting through a huge stack of poor-fit resumes — or if you want to reach your dream candidates who already have a job elsewhere.
That’s why many companies are embracing creative recruiting.
From adding interactive group interviews to the recruiting process to actively looking for talent in unusual places, we’ve created a list of ways companies are innovating the hiring process.
These methods can make your business stand out from the crowd and put you in touch with your ideal hires.
Use self-selection to find out who’s really interested:
Arrange for group interaction:
Interacting with potential candidates in a group setting is an excellent way to see their character, level of interest, working knowledge, and communication skills. It also lets you see if they’re a good fit with your corporate culture.
Interactive interviews can be conducted in different ways, but the fundamental feature is inviting select candidates in for a group session, where you and current employees can engage with them.
Handpick dream candidates and show them you want them:
Passive candidates (those who are already employed and not actively jobhunting) are most likely to be your dream hires, but you’ll never attract them without letting them know how much you want them.
Reaching out in a really personal manner demonstrates that you’re willing to go out of your way to get their attention.
Look for talent in unlikely places:
The Director of Talent Acquisition at Quicken Loans tells the New York Times how his company (which is regularly listed in Fortune’s “100 best places to work”) hires fast while maintaining its corporate culture standards: by looking for great people in unexpected places.
For example, the company once conducted a “blitz” of local retail stores and restaurants, sending employees out to interact with workers and offer interviews to those who really stood out.
“Too many companies focus on industry experience when they recruit… We can teach people about finance. We can’t teach passion, urgency and a willingness to go the extra mile,” Quicken tells the NYT.
Attend events that are NOT job fairs:
Job fairs often turn out to be somewhat useless, since the best candidates probably already have a job. So you should try looking great talent at other events that aren’t traditionally recruiting-related.
Search forums such as Meetup for group events that are likely to be attended by people qualified for your open position.
For example, if you needed a graphic designer in New York City, you could attend a graphic design-focused meetup in the area and look for potential candidates. You’ll already know they’re passionate about what they do, and you’ll be able to get a feel for what they’re like in person.
Make yourself stand out with non-traditional media:
A written job description on a jobsearch site won’t necessarily make you stand out. A video or podcast, however, will do just that.
Using non-traditional recruiting media is also a chance for you to convey something about your corporate culture to jobseekers.
Whether it’s through a fun video on YouTube showing how awesome it is to be an employee at your business, or a recorded podcast describing the position and your company.
this strategy will differentiate you from all the other recruiters out there — and hopefully make you more appealing to the cream of the crop hires.
Actively search profiles and social networking sites:
Rather than sifting through the hundreds of bad-fit resumes you might get in response to your job post, take the search into your own hands. That way, you’ll only see candidates who have the criteria that you want for the position.
Several websites allow candidates to create profiles that include their resumes and other details that can give recruiters a better understanding of their knowledge and talents.
Visual CV is another reputable place to look through candidate profiles.
You’ll not only be able to screen for the perfect resume, but you’ll also have a chance to learn a little more about that person pre-interview.
Advertise in places frequented by your ideal candidate:
Consider past candidates:
Former rejections could make great hires now.
In the past, you may passed over a good candidate for some reason or another — perhaps their salary requirements were too high, or they weren’t an ideal for that other position.
Whatever the reason, if you think they would be good for this opportunity, it can’t hurt to get in touch with them now and see if they’re interested.
Publicize referral incentives:
Referrals are excellent sources for great hires. You just have to let people know that you’re looking, and maybe offer an incentive to send someone your way.
A financial reward for the referrer is standard if you end up hiring their referral; if the referrer is an employee, non-monetary perks can work, too (i.e. a premiere parking spot for the year, extra vacation days, etc.).
To publicize outside the company, a great way to to spread the word is to include a note in your e-mail signature indicating that you’re hiring and what you’re looking for.
Use LinkedIn for recruiting:
LinkedIn doesn’t have the buzz or the customer base of Facebook or a Twitter, but it has quietly changed the way many jobs get filled. While you are unlikely to land your next job as a car mechanic using the professional social network, LinkedIn has become ubiquitous in the business world.
Big corporations and professional recruiters pay through the nose for premium LinkedIn features, but even the basic service can be a powerful recruiting tool if you know how to use it. Here’s how to get the most out of LinkedIn without breaking the bank.
The terms “recruitment” and “talent acquisition” are often used interchangeably and thought to mean the same thing — a lexicon used to describe the multitude of processes involved in the finding and hiring of candidates. Yet, recruitment and talent acquisition are not the same thing. Understanding the differences between them and adapting your hiring process accordingly can help you hire top talent better.
Let’s begin by defining the two terms.
A linear process that involves searching for a specific candidate to fill a specific position. Recruitment is reactive: a position is vacated or created and a new person must be found to fill it. The core function of recruiting is to find candidates for existing jobs that are currently available.
Instead of a linear process, talent acquisition is a cyclical approach that’s geared towards building relationships, anticipating future hiring needs, and creating a sustainable pool of candidates. It’s a more strategic approach that develops and nurtures a talent pipeline with a long-term view.
Now that we have defined the terms, here are the elements that differentiate talent acquisition from recruitment.
- Planning and Strategy
Establishing a solid talent acquisition strategy needs a lot of planning. Unlike recruitment, talent acquisition requires a deeper look at the nature of your business and an understanding of future workplace needs.It’s a forward-thinking approach, looking through a wider lens, that takes into consideration the local and global labor markets. Since talent acquisition doesn’t happen in a vacuum, the process involves more planning and strategist.
- Workforce Segmentation
Talent acquisition depends on understanding the different work segments within a company, as well as the different positions within those segments.Not only do you need a thorough understanding of your company’s inner workings, you must also know the skills, experiences, and competencies that each position requires for success.
- Employer Branding
More than ever before, brands are going beyond attracting consumers to attracting talent. Ensuring that your company’s brand is clear and attractive is a main element in talent acquisition.This involves fostering a positive image and company culture, and establishing a good reputation based on quality products and services. A solid brand attracts top candidates while giving them a look inside at what it’s like to work for your company.
- Talent Scoping and Management
Top talent comes from many different places. Through talent acquisition, you’re researching and recognizing the different places where you can source candidates.Once you’ve established contact with potential candidates, you have to maintain and build those relationships. All of this is done with the understanding that most of these candidates will not fill positions right away but rather down the line.
- Metrics and Analytics
Finally, no talent acquisition strategy is complete without using key metrics to conduct proper tracking and analysis.By collecting and analyzing pertinent information, you can continuously improve your recruiting process and make better hiring decisions, ultimately improving your quality of hire.
One thing to note is that recruitment is a part of talent acquisition. However, to only engage in recruitment is a bit like putting the cart before the horse. All of the elements listed above are necessary in order to implement a strategy that will allow companies to attract, recruit, and maintain top talent.
During the tough times of an economic downturn, when unemployment numbers skyrocket, job seekers need all the support and guidance they can get. Unfortunately, it is a fertile period for bad recruitment agencies to ply their unethical tricks. However, there are some indicators of bad recruiting practice which, when known, will help you spot and avoid unscrupulous recruitment agencies with poor performance standards.
Is There A Fee Involved?
If your recruitment agency attempts to charge you a fee for their recruiting services warning bells should sound immediately. Recruitment agency fees are paid by the company that hires you. You should never sign a contract in which you agree to pay the recruitment agency for something your new employer should be paying for, no matter how great their spiel about a “grand scale can’t fail personalized recruitment campaign” sounds.
Is Your Consultant Less Than Well Informed?
Then why are they a recruitment consultant? Recruitment is a high pressure sector in which competition is fierce. If consultants don’t appear to be knowledgeable about a job sector or specific position they’re not doing their job properly, which can indicate that the recruitment agency has substandard training programmers or just plain poor standards when it comes to performance. If they’re not doing their best, you’re not getting the best opportunity to find employment.
Are They Easy With “Being Liberal with the Truth”?
Then what else will they be easy with? There are many stories on the internet and questions asked in forums about recruitment consultants who say it is fine to lie during an interview or on your CV about your personal or professional history. This basically makes you as unethical as the consultant. Stick to the truth and leave the consultant to come unstuck one day.
Have Your References Become Their New Business Leads?
This can be tricky to find out, but it is a good sign that a recruiter is more interested in generating large volumes of business leads than focussing on getting you into your desired job. Contact your referees after your recruitment agent has called them and ask if they put forth any other business propositions to them. If they did, think about getting a consultant with a little more focus on your requirements.
Are They Embarrassingly Overconfident?
The brash, in-your-face antics of some recruitment consultants can drive you mad. Being overconfident to the point that they guarantee you the job is a sure sign that much of their business approach is hot air. Nobody but the company making the hiring decisions can guarantee you the job. Again, look for consultants who are honest from the start. After all, they are your initial representation to what could be your next employer.
Does Your Consultant Apply Too Much Pressure Toward Certain Jobs?
The role of the recruitment consultant is to find you a position that meets as many of your career aspirations as possible. It is not the role of the recruitment consultant to steer you away from your career interests and toward open positions from which they know they will earn more commission. You should always feel that you share a solid relationship with your consultant and that they are working in your best interest at all times.
Have You Been Asked Too Many Information Gathering Questions?
It is important to be wary of consultants who ask you too many questions which provides them with detailed information about your past employers or companies you have approached regarding employment. This is simply thinly disguised lead generation your consultant will use for other candidates.
Believe it or not, some unscrupulous consultants will ask you to name the companies you have sent your CV to, so that they can avoid sending it again, which they claim may damage your chances. The consultant now has a list of companies currently recruiting, which they can send other candidates to, increasing your competition.
Remember That It’s Not All Bad Out There
If you follow the simple guidelines above and look out for the highlighted indicators of bad practice there is no reason why you won’t find a good and ethical recruitment agency, which in turn will help you to find the employment you seek. As a last point, always remember to ask around about a recruitment agency’s reputation, as they are often built on candidate experiences and word of mouth.
Are you tired of feeling dragged down by your work and have you wanted to make a change but haven’t done anything about it? As years progress, career progression plateaus. You will need to keep improvising and constantly innovating your career strategy to keep growing.
Everyone deserves to have a job that makes them want to jump out of bed in the morning. It takes time and commitment to make this happen, but it is possible.
Your career graph has to keep constantly moving forward, to keep pace with the changing times around you. If you are in the same position, role, or even the city for a really long time, chances are you will be reductant over time. Either technology or someone young and smarter, will do your job for half the pay.
All of us need career makeovers at each of these infection points. This makeover will kick-start the trajectory at your next goal. The time of these makeovers and the infection points could be different for each one of us. However the makeover is something we all have to go through, to be ahead of the game.
Here are 6 steps for a career makeover:
1) Decide on the next stage:
The first step is to decide on what is next. This sets the next destination, and all the time frame for reaching the goal. Make sure thisgoal is the next important thing for you.
2) Schedule and follow Schedule:
Almost all successful people in the world have a schedule. They have the schedule like white on rice. It is not list of “To do”, or a bucket list. Successful people are sticklers of a plan and schedule. Everything in their day has a time pre-booked. Make time for the things that will help reach your next IT, and do it in your most productive hours.
3) Invest in yourself:
Learn. Constant learning is the key to your success. Whatever you decide to do, keep learning. Get certified, work as an intern to gain experience. What it takes, Learn. The minute you feel you know a thing or two about something, learn the next big thing.
4) Meet people in your group:
In today’s connected world, it is a sin not to network. Connecting with like-minded people, will open up a world of possibilities. With a large network of people you can reach out for help. You will be able to get to your goals faster.
However, networking is NOT about asking the other person for help. It also means you will need to add value to the relationship and be willing to help. When you reach out to someone, make sure you find common ground and hold out the offer to help.
5) Talk about your plans:
Be willing to talk to every relevant person,seek feedback, and face rejections. These conversations will expand your horizon about your idea.
6) Overcome your fear, Visualize your future:
Finally, at the end of the day, when you are ready and convinced about your ideas or plans, be ready to overcome your fear of failure. Visualize how the future will be, and where you see the next step heading. Sometimes this is driven by data and at times, it is a leap of faith. Which is your path, take the plunge!
Writing a cover letter isn’t an easy task for many job seekers. There’s a lot of pressure because, sometimes, the cover letter is the only piece the recruiter will read. Therefore, your cover letter must be a piece of writing that describes your achievements and how you will help the company succeed.
Additionally, you want your cover letter to illustrate how you are the best fit for the company and for the reader to believe you have the qualifications they seek. If you want to land an interview with your cover letter, you don’t want to sound vague or wishy-washy. Your cover letter should illustrate why you are the best fit and how you will help the company or organization reach success.
However, when writing the closing paragraph of your cover letter, it’s easy to have a passive voice because you don’t want to appear overconfident. For example, if you say, “I look forward to hearing from you,” that’s great — but that alone doesn’t seal the deal. The closing paragraph of your cover letter must be one of the strongest elements because it is the last impression you leave in the reader’s mind.
Here are five phrases to include in the final paragraph of your cover letter that will help you seal the deal for your next interview:
1. “I am very excited to learn more about this opportunity and share how I will be a great fit for XYZ Corporation.” Strong cover letter closings are enthusiastic and confident. You want the reader to have the impression you are truly passionate about the position and working for their company. This statement will also illustrate your ability to fit into the company culture and how your personality and work ethic is exactly what they’re looking for.
2. “I believe this is a position where my passion for this industry will grow because of the XYZ opportunities you provide for your employees.” It’s always a good idea to explain what you find attractive about working for the company and how you want to bring your passions to the table. By doing this, you can illustrate how much thought you dedicated to applying for the position and how much you care about becoming a part of the company.
3. “If I am offered this position, I will be ready to hit the ground running and help XYZ Company exceed its own expectations for success.” By adding this piece to your conclusion, you will be able to add some flare and excitement to your cover letter. The reader will become intrigued by your enthusiasm to “hit the ground running.” Employers look for candidates who are prepared for the position and are easy to train. Therefore, this phrase will definitely raise some curiosity and the reader will want to discover what you have to offer for their company.
4. “I would appreciate the opportunity to meet with you to discuss how my qualifications will be beneficial to your organization’s success.” Remember, you want to make it clear in your cover letter how the employer will benefit from your experience and qualifications. You want to also express how your goal is to help the organization succeed, not how the position will contribute to your personal success.
5. “I will call you next Tuesday to follow up on my application and arrange for an interview.” The most essential part of your closing is your “call to action” statement. Remember, the purpose of your cover letter is to land an interview. Don’t end your cover letter saying you’ll hope to get in touch. Explain to the reader the exact day and how you will be contacting them. When you state you will be following up with the employer, make sure you do it!
Remember, the closing of your cover letter is the most important element that will help you land your next interview. By crafting a strong, confident, and enthusiastic closing paragraph, you will leave the reader feeling like you could be the best candidate for the position.
Everyone sort of prepares for their interviews the same way. They research the company they’re applying for and brush up on long-forgotten academic material. While this is a great start, it’s important to realize that recruiters and hiring managers have a vastly different set of criteria for what makes the perfect entry-level candidate than for what makes the ultimate executive. After all, the average day in the life of a second-year financial assistant is going to be far different from that of a CFO.
For Entry-Level Employees
1. Don’t be afraid to be afraid
Recruiters aren’t demonic perfection seekers. They understand that entry-level job applicants will most likely be pretty new to this whole interviewing thing. If you’re young and just starting off on your professional career, don’t be too worried about showing some anxiety or a few jitters. In fact, during my career as a recruiter, many job applicants have outright professed to me at the start of their interviews that they were totally nervous. And you know what? I was totally fine with that, and other recruiters will be too.
2. Be prepared to talk about your college experience and your goals
At this point, you don’t have too much work experience to talk about with your interviewers. Interviews can last as long as an entire day, so you can bet that your college experience and career goals will come up at some point. Failing to plan can often mean that you plan to fail, so go into the interview with a strong idea of what you want to say. It would be difficult to come up with a good response right on the spot to nebulous questions such as “Where do you see yourself in 10 years?” or “What about your college experience has prepared you the most for this job?”
3. Befriend the interviewer by showing your likable side
I hate to say it, but interviewers often care more about the likability of entry-level candidates than whether or not they’re actually qualified for the job. This is because the person interviewing you will often also be your future boss and mentor, so it makes perfect sense that they would want to hire someone whom they personally like and want to work with. A strong interview performance means establishing a strong connection with your interviewer. Try to show off your personality instead of just answering questions robotically. You can even get a bit personal if you’d like to.
4. Show that you are committed
According to Julia Scott, a founding partner at Mock Interview, companies oftentimes lose money by hiring you – at least early on. They have to train you, and this requires time and effort from more senior employees who could be doing something else to benefit the company. On top of that, they need to pay you a yearly salary. So what companies are really hoping for is that you’re committed to sticking around. That way, their efforts will be rewarded down the road once you’ve become a true asset to the company as opposed to a liability. This is why it’s super duper important to show interviewers that you are in it for the long haul.
For Mid-Level Employees
1. Emphasize your achievements at past jobs
You’re no longer a wildcard. You’ve been working for a number of years now so recruiters are going to be expecting you to tell them what you’ve managed to achieve over the course of your previous jobs. Conveying to your interviewer that you were an effective employee in the past is perhaps the most important message to get across, because this is one tell-tail sign that you’ll be an effective employee in the future as well.
2. Present your unique value proposition
Your past work experience should have molded you into an employee with a unique set of skills and capabilities that set you apart from other candidates.Now it’s up to you to bundle all of these valuable traits together and present them as your sales pitch on why you should be hired. Unlike the case with entry-level employees, interviewers are expecting mid-level employees to be able to start generating the company profits immediately upon arrival.
3. Showcase your hard skills and technical expertise
Mid-level job interviews de-emphasize soft skills and focus on what you can actually do as an employee. Those who show a superior technical proficiency will be the ones who edge out a win here. Even though your hard skills may already be listed on your resume and cover letter, you should be actively seeking opportunities during your interview to advertise the arsenal of skills you’ve acquired over the years.
It’s not enough to simply say that you know how to program in C++. You’ve got to provide evidence that your C++ prowess is better than that of the next guy waiting in line to be interviewed. Try your best to bring up examples of the most impressive projects that you’ve completed in the past.
For Executive-Level Employees
1. Flaunt your leadership and management abilities
A senior-level employee is likely to be the manager of an entire team. While it’s still, of course, important to know the technical side the job, interviewers will test your hard skills far less than they will for job applicants at other levels of experience. In fact, with all your years of work experience, hiring managers often make the assumption that you already have complete mastery over the technical aspects of the job. Now the emphasis is placed on your ability to lead and coordinate others in doing the work you once did in the past.
2. Explain your vision
It’s all about the big picture. Often times, companies want to bring on a seasoned executive who has the vision necessary to steer them in a new and better direction. The person sitting across from you is going to want to know what that new direction is and where it will take the company. Not only do you need to clearly explain to the interviewer your vision and overall game plan, you may also need to give reasons for why your approach is superior to alternatives that other job candidates may propose.
3. Show how you can increase the company’s bottom line today
This should be one of your main selling points. How are you going to improve the company’s bottom line once hired? While describing your vision and goals is one thing, it’s another to present numerical data and facts that support the notion that you’ll be able to ultimately increase the company’s net income. Many candidates can seem quite wishy-washy when explaining their ideas, so always be sure to bring things back to dollar terms.