Job searching seems to be a national past time. With hordes of the
unemployed roaming around the Internet much like cows in a pasture, unsure of
exactly where to go, but roaming at large, the statistical chances of landing a
job are decreasing.
Think about it. We live in an ever increasing job candidate pool with the
number of available jobs drying up faster than wet paint. And on top of that,
DESIRABLE jobs seem the most elusive.
Regardless of the number of jobs available, all employers are seeking the
same thing: the best candidate. The difference is in the perception of
who exactly is indeed, the best choice for the job at hand.
Many high tech interviewers are using a strategy few seem aware of:
psychological profiling woven into the interview process. This poses a problem
for the job seeker who is unaware of these tactics.
It is a disadvantage because a candidate's flexibility, mindset, team
playing ability, attitude, and even their personality is being measured
without them even knowing it. Of course, every job field uses a different
measuring methodology and scrutiny. How can a job seeker even begin to crack
the newest obstacle in their path?
This was one question I pondered on during my research before I launched Charlie McGillicuddy LLC. The entire focal point
of my coaching work is centered on helping job seekers to learn how to
interview to beat the interviewers at their own game. The coaching process
follows the following steps.
While most interviewing questions seem relatively the same, there is
variation depending on the employment field and even the company environment
and location. The client first identifies his or her job field: engineering,
law, corporate business: CEO, CTO, CFO, or small company management, education,
medical, or other. If business, the actual industry is evaluated:
entertainment, financial, product development, medical product, and so on.
Last, the geographical and possibly target companies one plans to apply at are
identified.
Then the magic happens. Charlie McGillicuddy
LLC uses research and network resources to calculate the most crucial
data for job placement in the given field. This research includes the most
commonly asked questions asked in that sector. And then
we get to work. Through contact hours via SKYPE or in person if one happens to
live in North Carolina, the candidate is mock interviewed with these specific
questions and coached on how to answer truthfully from their experience but in
the most desirable way that puts them in the most positive light.
The whole process also includes a personality profile, resume and background
assessment, and related services to guarantee the most successful coaching
experience possible.
Why does job interviewing coaching matter? It does not matter what a person
knows if they can't communicate effectively. How can a person know if they need
interview coaching? If a person has done five interviews with no call
backs or even acknowledgement, it's time for a change. Why wait until
there has been fifty failed interviews or even a hundred? Time is money and
money is time. And every minute a job seeker spends seeking, that is a minute
he or she is not getting paid. It is about HOW one answers the question, not
just the facts conveyed. Job interviewing coaching fixes the root problem.
Job coaching and/or interview coaching is an investment. While buying a
book or attending a seminar can impart knowledge, it can't develop the person's
individual needs. Job interviewing is a strategy that must be PERSONALLY
developed. Think of it as "evolving toward employment".
Getting hired isn't about luck but it is about strategy. Job
interviewing strategy is about getting the best job in the fastest way possible.
And in this competitive market, job interviewing coaching is going to become a
crucial tool to stay ahead of the ever changing, increasingly complicated world
of job interviewing.
If you need job interviewing practice and strategy, or general job
coaching, call me at (919) 247-6717 or email me at junenarber@icloud.com. Let's
get you hired!
