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| Stand out from the crowd, win your next job interview, get the job, and get paid what you're worth. |
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Okay, now...
Imagine you spend 8-10 hrs a day, 5 days a week, 4 weeks in month, 12 months in a year at your day job!
Imagine you spend 8-10 hrs a day, 5 days a week, 4 weeks in month, 12 months in a year at your day job!
Do you know what that amounts to? It amounts to over 2000 hrs a year!
So, for the 2,880 day-time hrs you’ve in a year, over 2000 hrs, you spend at your day job--working!
Doesn't it make sense, to get paid well for all those hours?
How many hours are those over your career life? 60,000+ hrs…!!!!
If you're going to spend more days at work, for your entire career life, not getting the best out of it, not making it work for you, not using it to transform your life, is a disservice to yourself.
If you're in your 30’s, you've 20+ years ahead of you. Are they going to be like the past 10 years.
If you're in your 20’s, you've 30+ years ahead of you! Are you going to waste them away, doing jobs you don't like, and wishing things could be different?
The hours you spend in your day job, is one of the most useful hours in your life. You're providing value, why not get the most out of it?
You wake up there everyday, 5 days a week, ...at times on weekends too...why not get paid well for it?
But how do you make these hours count? How do you get paid well for the 2000+ hours you spend in a year, at your day job?
Well, one of the ways to make this happen, is being able to land amazing jobs, in which you're paid what you're worth.
And to land these amazing jobs, you need to be able to interview 99% better than your competing job candidates, stand out in a job interview and demonstrate--to hiring managers--you're the right candidate for the position at hand!
This is why, awhile ago, I asked my readers what their biggest challenge were, when it comes to interviewing.
And I gave them these options:
- Challenge # 1: I get too nervous
- Challenge # 2: I forget all the answers to interview questions the moment I set my foot in the door
- Challenge # 3: I find myself giving too long answers until I deviate from the questions asked.
- Challenge # 4: I wish I knew all the questions the interviewer would ask.
- Challenge # 5: [insert your greatest challenge here]
Challenge # 4: I wish I knew all the questions the interviewer would ask.
And ideally, that’s correct.
...Because, in theory, if you can tell the questions to expect--from the hiring manager--in advance, then you can have the correct answers ready. And then, pass the interview!
But the problem with the above ideal-case theory is 2-fold:
- The above wish is impractical: you'll never be able to tell all the questions the hiring manager is going to ask.
- The wish is theoretically correct, but practically wrong: while I totally get it, truth is, even if you knew every single question the interviewer would ask, and armed yourself with the correct answers, you can still fail an interview (Yes, even after giving FACTUALLY CORRECT ANSWERS!)
So, rather than lean on a wish that'll never materialize, (knowing all interview questions to be asked in advance).
Rather than focus on a wish that, even if granted, would never help us pass that job interview--and land jobs…
...why not focus on a practical steps that would work--even if we can't fully tell in advance, the questions the hiring manager might throw at us?
Today, I want to show you a better way. One that--if you implement--can virtually guarantee winning your next job interview.
Today, I want to show you a better way. One that--if you implement--can virtually guarantee winning your next job interview.
I will share with you...
This is going to be part I of a 2-part material. And by the end of part 2, you'll learn:
- How to INSTANTLY RAISE your CREDIBILITY as the right job candidate--during the interview.
- How to communicate--to the hiring manager--that YOU'RE an ACCOMPLISHED candidate, WITHOUT saying it.
- How to build INSTANT RAPPORT with the hiring manager and make them want to hear more from you--with just the first question.
- How to SET YOURSELF UP FOR SUCCESS in that interview room, right from the start.
- How to STAND OUT and BECOME MEMORABLE--even if you don't have enough experience--and make the hiring manager want to work with you!
And you’ll be able to do all the above, even if you don't know--in advance--all the questions the hiring manager might throw at you--in your next job interview.
Before we dive into all this, I'd like to point out 3 costly misconceptions most job candidates have, when it comes to job interviews.
Before we dive into all this, I'd like to point out 3 costly misconceptions most job candidates have, when it comes to job interviews.
These misconceptions have cost them jobs--UNKNOWINGLY. And will cost you too, if you cling to them.
- Misconception # 1: If I give FACTUALLY CORRECT ANSWERS in the interview room, I would be able to pass the interview: That's not true. Hiring managers are looking for more than just factually correct answers.
- Misconception # 2: If I have or demonstrate the exact TECHNICAL SKILLS required for the job position, I would get the job. Technical Skills are critically important, but that's not the only thing hiring managers are looking for. You could have the perfect technical skills, and still lose the job offer to a less technically competent candidate! (Hint: this happens--oftentimes)
- Misconception # 3: I lost the interview because I didn't have the level of experience required. NOT TRUE! Yes, even if they called you back--after the interview--and told you so. If they'd invited you for the interview, it's because they believed you could be a good fit. If all they were looking for was experience, they wouldn't have listed you for the interview (they'd seen your CV...knew you didn't have the experience they indicated, yet, went ahead to invite you for interview.)
All the above are misleading misconceptions!
Look, you wouldn't win job interview because you gave FACTUALLY CORRECT ANSWERS.
Your technical skills are critically important, but you'd not win job interview because you have the required TECHNICAL SKILLS.
And ironically, you'd not FAIL job interviews, because you lack the level of experience required, or all the technical skills needed.
There's a "secret game" that goes on in job interviews, which no one tells you about.
My intention in this material is to reveal to you, what that “secret game” is, so you can play to win!
Okay, so now we get into it...
3 Steps To Win Your Next Job Interview, Even If You Don't Know What Questions the Interviewer Will Ask
Okay, so there are 3 steps you can take to win your next job interview, even if you don't know what questions the interviewer might throw at you!
Let's be honest. You'll never know--in advance--all the questions the hiring manager will ask in the interview!
But the good news is, YOU DON'T HAVE TO!
But the good news is, YOU DON'T HAVE TO!
The best interviewees--who seem to pass almost every single job interview they go to--don't usually know, in advance, all the questions the hiring manager would throw at them either.
And yet, they seem to almost effortlessly ace job interviews!
So, what is it they do that the average interviewees don't? What's their secret? What game do they play, in the interview room, that most of us don't?
How is their preparation like? What do they focus on? How do they get to truly impress the hiring manager--even when ambushed with unexpected questions--and end up with the job offer?
How is their preparation like? What do they focus on? How do they get to truly impress the hiring manager--even when ambushed with unexpected questions--and end up with the job offer?
You’ll learn the first step that goes into their preparation process, the exact steps they take to guarantee they stand out in the interview room, and interview 99% better than their competitor candidates.
Step # 1: Realize there are only 2 types of interview questions you'll get in any job interview--regardless of the position or company you're interviewing for.
They’ve realized there are only 2 types of interview questions you'll get in a job interview--regardless of the position or company you're interviewing for. And they focus on those.
If you know and narrow down to these 2 types in your preparation--and get good at them, you'll never have to worry about what the hiring manager might ask.
...Because whatever they ask, you'll be able to handle it with confidence.
Understanding this eliminates the guesswork in your interview preparation.
Get this first step right, and prepping for your next job interview would be easier and more question-targeted, than it's ever been in the past.
So, here are the 2 types of interview questions you'll get in any job interview:
- Interview Questions Type # 1: Technical Questions Specific to the field of profession and position.
These questions test whether or not you truly understand your field, tasks associated with it and the position at hand. And whether you posses the exact technical skills and competency needed to deliver in that position.
Here's a specific example.
Here's a specific example.
Let's say you're going to be interviewing for an accounting position--in any company you can think of. What are some of the technical questions specific to this field, would you be asked?
You MUST expect questions around:
Cash flow projections, auditing, using accounting systems like QuickBooks, Budget Preparation....
...dealing with Financial Statements (Trial balances, Balance Sheets, working with ledgers), and books of accounts.
...Preparing Financial Year Reports, Performing Bank Reconciliation, Running or Preparing Payrolls, Stock-taking etc.
Hiring manager will ask you technical questions around these, to test whether you have the specific knowledge, the competency, the deep understanding of your field, and the exact skills to execute these tasks!
So, if you're going to attend an interview for such a position, to prepare for technical question, here's 3 specifics you'd need to focus on:
# 1: Get good at Accounting terms around all the above: if you cannot tell between simple accounting terms, or use such terms incorrectly--in the interview room--that tells the hiring manager he's dealing with the wrong candidate.
That’s a total turn-off and a red flag to the interviewer.
# 2: The Practical Application of the above accounting operations: it's one thing to know accounting terms, but it's another thing to tell when and where certain accounting operation would be applied in the company's daily operations.
If you cannot tell which situation would required certain accounting operations, and which specific problem, those opreations would would solve for the company,
...that'd tell the hiring manager you've no idea why you're in the interview room. You just came because they called you!
# 3: The usefulness of the above accounting opetations to the company: what does executing above tasks--perfectly--mean to the company?
How do they translate into saving the company money, time, reputation or enhance it's performance, effective operation etc?
If you cannot tell how, what you'll be doing--if hired--translate into benefits for the company.
....If you cannot tell how your exact accounting skills would positively impact the company, that tells the hiring manager you don't know what you're being hired to do!
Nailing the above 3--in your interview-preparation--is important.
If you're an accountant, and you focus on the above 3 when prepping for your technical interview-questions…
...no matter what happens, you'll be ready to not only show you've deep understanding of your field and position, but also, you're a technically competent for the job.
The GOOD NEWS: The good news about Technical Interview questions are--oftentimes--very straight forward and direct, and you can get good at them if you prepare well. There are no "hidden questions" in these questions.
The GOOD NEWS: The good news about Technical Interview questions are--oftentimes--very straight forward and direct, and you can get good at them if you prepare well. There are no "hidden questions" in these questions.
Now, the second type of interview questions is where most interviewees fail.
You can be great with the first type of questions (you should be if you prepare enough before hand)...but if you don't get this second category right, it's what fails most "Technically Competent" job candidates.
- Interview Questions Type # 2: Behavioural-based Interview Questions
No matter your professional field, or position you're interviewing for, you'll get Behavioural-based Interview Questions.
And these questions are the “golden goose” in your job interview.
You may not be be the most technically competent candidate in the room. You may not be the most highly experienced candidate in the room.
....But if you master handling behavioral questions, you'll be able to beat more technically competent, and highly experienced candidates--than you are!
These questions give you huge score in the interview room, and have more influence over the entire interview, regardless of your experience, technical skills and educational level.
Interviewer will ask these questions to judge whether or not you've the social competency required to be a success in this position. He's testing your "soft skills"
They questions help the interviewer uncover things like:
You may not be be the most technically competent candidate in the room. You may not be the most highly experienced candidate in the room.
....But if you master handling behavioral questions, you'll be able to beat more technically competent, and highly experienced candidates--than you are!
These questions give you huge score in the interview room, and have more influence over the entire interview, regardless of your experience, technical skills and educational level.
Interviewer will ask these questions to judge whether or not you've the social competency required to be a success in this position. He's testing your "soft skills"
They questions help the interviewer uncover things like:
- How you respond to work-related challenges in real life: He want's to know: are you a problem-solver? ...can you handle difficult situations?...can you work under pressure?...are you pro-active? Or do you think in a closed manner, where you only do things outlined for you. Note: if you are the later, no matter how skilled and experienced you are, that's a red flag to the hiring manager.
- Whether or not you can deliver beyond expected standards: Hiring managers want a candidate who can get their job done with not only the least assistance--if any--but also, one who can quickly grow and get more done, beyond the expected standards, in his position.
So they are wondering: are you a quick-learner, self-driven, self-starter, proactive?...and are you enthusiastic and excited about this role, and ready to grow fast in it?
Or do you need to be supervised, baby-sat, and only deliver average results.
If you're the later, they would rather get someone with less skill and experience, but who's enthusiastic and ready to grow and bust the seams of expected results. Someone with great potential, not static.
- Whether you are a team player: Hiring managers know--through experience--that no matter how technically skilled and experienced a candidate is, his social competency matter.
They know that, a candidate with the social skill to fit into a teamwork, influence great results through others. One who can collaborate with others--above him, across him, and below him-- and help them achieve desired results...that candidate is guaranteed to be a success in his role!
So, the hiring manager is wondering: can you work well with others to beat deadlines?...are you organized with great communication skills?
...Do you ask for assistance and collaborate well with others to drive results? ...are you likable (easy to relate with) and supportive?...do you offer others your ideas for overall success?
Because no matter how good you are--technically and experience wise--if you lack the above "Soft skills", chances of you being successful in any given role are very minimal!
And it matters to the hiring managers!
The way hiring manager get to the bottom of all the above, is to ask you "behavioural-based" interview questions!
How you respond to these questions demonstrate your social competency.
And crafting the perfect responses to these questions has a dramatic positive impact on your overall performance in your interview.
How you respond to these questions demonstrate your social competency.
And crafting the perfect responses to these questions has a dramatic positive impact on your overall performance in your interview.
These questions give you the biggest opportunity to build INSTANT RAPPORT with the hiring manager.
The chance to give more ENGAGING answers, BECOME LIKABLE, and INSTANTLY RAISE your CREDIBILITY as the right candidate for the job-- right from the start!
Hint: being LIKABLE to the hiring manager is critically important. Why?
The chance to give more ENGAGING answers, BECOME LIKABLE, and INSTANTLY RAISE your CREDIBILITY as the right candidate for the job-- right from the start!
Hint: being LIKABLE to the hiring manager is critically important. Why?
...Because, hiring managers and interviewers are human beings. And as human beings, we love working with people we LIKE.
That matters because it means, we not only TRUST THEM, but are also EASY TO WORK WITH, which MAKES OUR DAILY INTERACTION--with them--and WORK EXECUTION SMOOTHER, and LESS STRESSING!
Every hiring manager or human resource manager is looking for such candidate!
Behavioural-based interview questions give you the chance to "TELL STORIES" to demonstare your competency...and turn questions into engaging conversation with the interviewer rather metely amswer the question asked!
(Hint: TELLING ENGAGING STORIES is one of the most powerful techniques to not only engage the interviewer and make lasting impression, but also how you decommoditize yourself--as a candidate)
Like I mentioned earlier, behavioral-based interview questions are the "golden goose" in the interview!
Interestingly, while most of us can get good at responding to technical questions, most job candidates have no idea, how to perfectly respond to behavioural-based interview questions.
Even more importantly, they've no idea what the interviewer is looking for in these questions, what the questions are, and why they matter!
Which is why ‘technically competent” and experienced job candidates fail job interviews.
It's the reason why a less skilled, less experienced and less technically competent candidates get jobs--leaving the more experienced candidates wondering what exactly happened!
And it's for the same reason you can beat more experienced and technically competent job candidates--in the interview!
Top job-candidates know this.
Remember the 3 costly misconceptions we covered earlier? Top job candidates play a different game--during the interview.
Interviewing is more than giving factually correct answers. It's deeper than that!
It's the reason why a less skilled, less experienced and less technically competent candidates get jobs--leaving the more experienced candidates wondering what exactly happened!
And it's for the same reason you can beat more experienced and technically competent job candidates--in the interview!
Top job-candidates know this.
Remember the 3 costly misconceptions we covered earlier? Top job candidates play a different game--during the interview.
Interviewing is more than giving factually correct answers. It's deeper than that!
Now that I've shown you step # 1: realizing the 2 types of interview questions and what they reveal about you... what's the next step?
Step # 2: Focus on Big-Win Questions and Understand the Question-behind-the-Question
If your goal is to know every question the hiring manager will ask in your next job interview, you've already lost the game.
That's not practical!
There's a principle called The 80/20 Rule.
Simply put, this principle basically means: focusing on a few things ( 20% ) that generate 80% of the results you're looking for, and doing only those!
Simply put, this principle basically means: focusing on a few things ( 20% ) that generate 80% of the results you're looking for, and doing only those!
(Never heard of 80/20 Rule? Click here for in-depth understanding of THE 80/20 RULE, and how it can dramatcally change your life--forever.)
Top job candidates use THE 80/20 RULE to win job interviews.
Simply put, they don't focus on everything, instead, they focus on a few interviews questions that matter--the BIG-WIN QUESTIONS.
These are the 20% of the overall questions which generate 80% of the results.
And then, they perfect their answers to these questions!
This is the "secret principle" top-job candidates apply when preparing for interviews.
Simply put, they don't focus on everything, instead, they focus on a few interviews questions that matter--the BIG-WIN QUESTIONS.
These are the 20% of the overall questions which generate 80% of the results.
And then, they perfect their answers to these questions!
This is the "secret principle" top-job candidates apply when preparing for interviews.
Rather that try to figure out all the questions the interviewer might ask--once they've taken step # 1--they focus on the BIG-WIN QUESTIONS.
And one of the BIG-WIN QUESTIONS is behavioural-based interview question.
...Because, UNLIKE technical questions which are direct, "behavioural-based interview questions" are not!
These questions require you to respond thoughtfully because they've nothing to do with your credentials, or something you learnt academically.
This is where the real game is, and the interviewer can tell about your level of competency within the first 1 or 2 questions.
This is where most job candidates fail the interview--even when they're technically competent. Even when they've the experience required!
Ironically, this is where top-job candidates beat candidates with 5 years' more experience, and who are more technically competent.
This is where the real game is, and the interviewer can tell about your level of competency within the first 1 or 2 questions.
This is where most job candidates fail the interview--even when they're technically competent. Even when they've the experience required!
Ironically, this is where top-job candidates beat candidates with 5 years' more experience, and who are more technically competent.
Here are some "behavioural-based interview questions:
- "Tell us a time you went over and beyond the call of duty?" (Another version of this: "Tell us about a time you performed beyond the expected standards?"
- "Tell us about your greatest weekness?"
- "Why do you want to work here?"
Hiring managers know anyone with accounting background can explain the application areas and use of bank reconciliations and why it matters to a company (the technical questions).
Until they are ask about a time they "performed beyond expected standards"...and they'll look at him and say:
Until they are ask about a time they "performed beyond expected standards"...and they'll look at him and say:
"Well, you know, I......."....and then, the candidate realizes they've no idea!
By the way, you cannot "FAKE" answers to these questions. AND THAT'S THE POINT.
The response you give (what you say, and how you say it) will INSTANTLY tell the hiring manager...
...whether you're a top candidate who's motivated, result-oriented, socially competent, ambitious, self-driven, problem-solver, or just another candidate looking for a paycheck.
The problem we face is, no one teaches us how to respond to these questions. No one even tells us that there are specific questions that matter in the interview.
They don't teach this in college. Yet, "they" expect is to know!
They tell us to get good grades, so we can get great jobs. I wish that gospel was true!
Turns out it's not.
Even worse, most interview advice we get is superficial, and horrible!
They tell us:
"Arrive at the job interview 15 minutes early"
..."Give the interviewer(s) a firm handshake" ... "Show confidence!"
You show up 15 minutes early and then what? What happens after the firm handshake?
...You're still going to have to interview, and respond to interview questions...or would that "firmhandshake" translate to a job offer?
I mean, how are you even supposed to show confidence? What do you do to show that confidence?
It's no wonder it's been hard for most job candidates--who ate competent and have the bright skills-- to land jobs!
But don't worry. Because my goal is to show you how to stand-out--in that interview room--pass the interview, get the job, and get to paid what you're worth.
What's the first step to crafting the perfect answer to these questions? Answers that would help you to INSTANTLY raise your CREDIBILITY, separate yourself from the masses of competing candidates, and get the job?
Here's the first step...
Uncover the Question-behind-the-Question
Interviewing is no about answering the direct questions asked with facts. It's more than that!
It's about understanding what's going on in the head of the hiring manager, and responding to deep concerns he has.
It's about understanding what's going on in the head of the hiring manager, and responding to deep concerns he has.
And the worst mistake you can make is answer the direct question the interviewer's asked. Do that, and you've already lost the game!
Why? Because that's what every other candidates does, and the best way to present yourself as a commodity!
To craft perfect answer to BIG-WIN QUESTIONS, your step # 1 is to uncover the "hidden questions" behind the question.
I call these "hidden questions" the Question-behind-the-Question.
Then, respond to those deep-surface questions.
Yet, one that most job candidates not only fail, but give a response that mar their entire interview, destroy their credibility, and any possible chance they'd to turn their interview into a job offer!
All because they're answering the direct question, without uncovering the "hidden questions"
And then, I'll show you the Questions-behind-the-Question.
Here's the question: "Tell us about your greatest weekness?"
When asked this question, most candidates use tired lines like:
"My weakness is that I'm a perfectionist"
Or
..."My weakness is that I try too hard"
Guess what? The hiring manager has heard those tired lines way too often. (Hint: that's what every other candidate says.)
Apart from the fact that the above answers are an insult to the hiring manager's intelligence, and will totally ruin your entire interview (I'll tell you why ahead--keep reading) , I would like to point out just 2 mistakes with these answers.
- Mistake # 1: The candidate is responding to the direct question asked. (They've no idea of the " hidden questions"-- the hiring manager is asking). They've already FAILED!
- Mistake # 2: The answer is "FAKE" and "PHONY". They're picking a strength and presetting it as a weekness. Hiring managers are looking for HONEST candidates, not a PHONY! And that simple demonstration of DISHONESTY, will mar the the rest of their interview. The interviewer cannot trust anything else they said before, or after that!
By the way, why do we make mistake # 2? (most good job candidate will make that mistake).
I'll tell you why: we read online articles, blogs and books that tell us: "When, the interviewer ask you this question, 'just pick a strength and turn it into a weaknesss'"...
If you've been following that career advice and doing that, STOP IT!
...But if you don't want to, and if your strategy is to lie through the job interview, good luck with that!
As for the rest of us, you don't have to lie through the job interview to win. I'll show you how to win, without selling your soul to the devil!
Instead, of answering the surface-level question this candidate is supposed to uncover and address the Q-B-Q (the Question-behind-the-Question)
Now, let me show you the deep-sitted multiple question behind this simple question. The real questions the interviewer is asking, and the ones you MUST address in your answer.
When the hiring manager ask: "Tell us about your greatest weekness?"
...what they're really asking is:
- Do you know yourself? (aka: are you self-aware?)
Why that matters to hiring manager: top job candidates know their areas of weakness. That's how they get to improve and become top-job candidates.
If you've never really taken time to uncover your own weakness, that tells the interviewer a lot, about your lack of desire and drive to be good at what you do.
- What have you done about your weekness?
Hiring managers know that you have weakness, and are not perfect. And that's okay.
Everybody has weekness (which is why, the worst answer you can give; is to you tell the interviewer you've no weakness.That shows you're either totally inexperienced, or you're a dishonest candidate. Both of which will work against you)
Why this matters to the hiring manager: you past behavior is the best predictor of your future behaviour. If you've done nothing in the past to improve yourself, you're never going to do anything about it, even when we hire you!
And that means you end up being a liability to the company.
- Are you ambitious, proactive, and improving yourself continually, or are we making a mistake of hiring someone with ZERO DRIVE?
Why that matters to the hiring manager: if you're not ambitious, proactive, taking necessary actions to improve yourself, that means you'll not be able to take up more responsibility-- if such a need arises.
It means you're not a top-performing or potential top-performer candidate. And so, you wouldn't fit in. You're just an average candidate, who's looking for a salary!
- Are you honest about your abilities? And can I trust you to take responsibility over your work?
Why this matters to hiring managers: truth is, people who don't take responsibility over their own growth and improvement, will almost always never take responsibility of anything you give them to do.
If something fails they find an external cause to blame.
Top performers aren't like that. They take responsibility, find solutions, and fix things, ...rather than blame external causes and whine about how they cannot fix it. And those are the candidates hiring managers are looking for!
See all those unsaid concerns?
Your job--in your answer--is to eliminate the above fears and doubts, by addressing those key concerns and hidden questions.
The above are the deep hidden questions the interviewer is asking.
Notice how, by answering the surface-level question, and saying: "My weekness is I'm X"... is never answering the real questions being asked.
By uncovering the Question-behind-the-Question, you can easily take the hiring manager through a journey, that addresses his real concerns--in your answer.
Top job candidates know this. And it's what they do--in the interview room, and build instant credibility, trust, and demonstrate themselves--to the hiring manager--as the the right candidate for the job.
By addressing the "hidden questions", they decommoditize themselves, separate themselves from the rest of the interviewees, and get the job!
And you can do that too!
And, we've just covered the first 2 StepsTo Win Your Next Job Interview, Even If You Don't Know What Questions the Interviewer Will Ask
And, we've just covered the first 2 StepsTo Win Your Next Job Interview, Even If You Don't Know What Questions the Interviewer Will Ask
In step # 3, you'll learn:
- The Exact Framework to use to craft COMPELLING ANSWERS to TOUGH INTERVIEW QUESTIONS.
- How to INSTANTLY RAISE your CREDIBILITY as the right job candidate--during the interview.
- How to communicate--to the hiring manager--that YOU'RE an ACCOMPLISHED candidate, WITHOUT saying it.
- How to build INSTANT RAPPORT with the hiring manager and make them want to hear more from you--with just the first question.
- How to SET YOURSELF UP FOR SUCCESS in that interview room, right from the start.
- How to STAND OUT and BECOME MEMORABLE--even if you don't have enough experience--and make the hiring manager want to work with you!
- Exact Word-for-word script answer to tough interview questions that will make you stand out
- Plus much more
By the end of this step 3 material you shall be able confidently walk into the interview room, knowing that no matter what the hiring manager throws at you, you can handle it.
Note, I'll give you a link to step # 3 of this material at the bottom of this material!
Note, I'll give you a link to step # 3 of this material at the bottom of this material!
And using everything you'll have learnt in these 3 steps, you'll be able to win virtually any job interview; get the job offer, and get paid what you're worth.
That's it for today,
But before you go, I've got something cool for you. In fact, 2 cool things for you.
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It's a TOOL that'd help you start generating job interviews almost effortlessly.It's called, The INTERVIEW-GERERATING TOOL.
I'll give an Access Link a few lines below so you can access your FREE GIFT.
Here's your FREE GIFT...!!!
YES, SEND ME THE INTERVIEW GENERATING TOOL, SO I CAN STAND LANDING JOB INTERVIEWS & JOB OFFERS! |
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Hang tight, there's Exclusive Access Link below where I give you Access to your FREE GIFT!
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Thing # 2: I'd like to send you more valuable material to not only help you land your Dream-job Interviews, but interview like the best, and land your Dream-job.
(Hint: those more valuable materials includes step # 3 of this material)
Now to get all these 2 cool things for yourself, all you need to do one thing.
Click the green Exclusive Access Link below...and I'll do all the 2 things above for you,
But before you grab it, here's...
Thing # 2: I'd like to send you more valuable material to not only help you land your Dream-job Interviews, but interview like the best, and land your Dream-job.
(Hint: those more valuable materials includes step # 3 of this material)
Now to get all these 2 cool things for yourself, all you need to do one thing.
Click the green Exclusive Access Link below...and I'll do all the 2 things above for you,
Finally, if you're a NEW READER to my site, it's great to have you here, keep your eye on this blog, because...
I share valuable materials with my readers (material you'll almost never get anywhere else) on how to:
- Construct a CV that land you Dream-job Interviews (you can start with this material here and then, this one here. I also show you why sending more and more CVs to land job interviews doesn't work anymore, and what to do instead. We cover that in this material here --click the link and I'll show the solution)
- How to turn those interviews into a Dream-job offer! (Including the # 1 Interview Question that affect your entire interview and how to handle it. Click this link here and I'll show you how; we even dive deep into how to handle the most toughest interview questions like, "What's your greatest weakness?", <
And so, you're in the right place.
Even more juicier, when you click the above Access Link, and join my Inner Circle of Readers,
I share with you valuable advice (which you'll never get from any recruiter, Professional CV-Writers...and career 'experts'), that will help you land your Dream-job Interviews faster than you thought possible...and turn those interviews into Dream-job offers!
Click the above Access Link, get your FREE GIFT, and I'll see you on the inside...where I'll share with you more valuable stuff which I never put on this blog!
And when you're done with that, here's the link to access step # 3 of this material.
And when you're done with that, here's the link to access step # 3 of this material.
Do me one favour: when you've finished reading step # 3 of this material here implement what you'll learn, and turn you job interviews into job offers!
-Eric.
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