Job Interview Secrets
There are specific practices that a majority of candidates are not following, that can easily make you stand out from the rest of the pack. This post is about the job interview secrets that are keeping most other candidates out of the interview process.
There are three action items a candidate should practice when they apply for a job, and they might seem obvious. But less than 2% of the candidates actually get all of these job interview secrets right.
You might have heard the saying:
“There is cheap, fast, and good. You can have two of the three but you don’t get all three.”
Hiring managers have a similar saying:
“There is the well-positioned candidate, common courtesy, and a personal relationship. You can have two of the three, but you don’t get them all. Managers will want to hire the candidate that’s got all three.”
Apply for the right position
Position yourself as the right candidate by customizing your resume to match the top job bullets of the job description (unsurprisingly, the top three or four bullets are usually by far the most important). You should be using a different resume for every job you apply for. If you are applying for three different bank teller positions with three different banks, you should be using three different resumes. If you are using a single resume, don’t expect quick results. The title of the position may be the same, but don’t kid yourself: the banks are different and the roles are different.
Customizing your resume for each role will increase your chances of landing the job interview exponentially. And we’re not talking about rewriting the entire resume; in fact, it should take you five minutes or less to save your “baseline” resume, and modify it for similar positions.
Most candidates use a single resume to apply for multiple jobs, which few know is going to do them a disservice in the eyes of the recruiter. Hiring managers are going to call the candidates that fit the job description best. Using one resume to apply for five different positions means that you’re taking a shotgun approach. To make quick work of creating a resume from scratch, as well as creating customized versions, check out our free Resume Builder to help you create multiple professional, customized resumes quickly and efficiently.
Send a thank you email after every meeting. If you’ve had three meetings with the same person, you should send three different thank you emails. You’d be surprised how few people still follow the tacit rules of common courtesy. Follow-ups and thank you emails after meeting with a hiring manager or someone in your network is an absolute must. This gesture also shows that you know how to treat potential customers.
But we get it, you’re busy, and even if you have best intentions, sometimes you just forget. We’ve all been there. That’s why we’ve created a Job Application Tracker that reminds you (by sending you a text message) when it’s time to follow up, say thank you, etc. At each step of the way, we’ll send you a quick reminder at the time you choose with a link to the appropriate email template. Then you just fill it in like you would a Mad Libs, and send it off. Each time you do this, you increase your chances of making it to the next level considerably. Why, because people will like you and know you a respectful human. And at the end of the day, what more is it really about?
Treat the interview as you would a personal relationship. Be purposeful about exuding positivity and exhibiting trustworthiness. You do not have to be the manager’s best friend or hang out with them on the weekends. In fact, that’s probably not the best thing in most jobs! On the other hand, if you approach the interview with doubt and suspicion, this will raise flags with the hiring manager. We’re not saying don’t display curiousity and ask good questions. But, managers don’t want suspicious, untrusting employees on their teams. The manager’s job is hard enough without haters and doubters. Candidates that come into the relationship with an open mind, who are open to new ideas and who are supportive will go far. If you were a manager, would you want to hire suspicion or support?
Key Takeaway: Decision makers can be as much as a generation older than the candidates. These managers grew up in a different time. Some grew up and worked in a time where there was no texting or email. Conversations were face-to-face. They built and valued relationships, and did everything they could to ensure they were sincere. Do the same and you will see positive results.
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