April 15, 2021 • 17 mins
In Part Two of Episode 12, we continue our conversation with Mike Manoske, an International Coaching Federation certified career coach. In this episode, we discuss important tips to help the modern job candidate attack the interview process.
We will cover:
- Interview Mindset
- Asking Meaningful Questions
- Creating Conversation
- Identifying Transferable Skills
- Articulating Your Story
- Creating A Brand Statement
For more information, visit www.ThinkBusiness360.com
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Rushab Kamdar (00:03):
Welcome to the Business 360 Podcast where we
will take a 360 degree view ofall things business in under 30
minutes.
I'm Rushab Kamdar, a serialentrepreneur, helping
businesses, startups, workingprofessionals, and business
school students.
I'm just living the dream.
(00:24):
What's going on, BusinessHeroes?
Welcome to part two of episode12.
Last week, we spoke with MikeManoske and Mike laid out the
landscape of what the job marketis today in 2021.
And last week's episode, hetalked about all the available
resources that are out there forjob candidates.
(00:44):
We also talked about jobcandidate mental health, and the
average number of years thatemployees are staying at a
company.
This week is packed with helpfultips for the interview process.
For example, what type ofmindset a job candidate should
have, or the types of questionsa job candidate should ask
(01:05):
during the interview process,also how do job candidates
identify their transferableskills or articulate their
story, and how do they create abrand statement.
Articulating your story andcreating a brand statement is
not only important for theaverage job candidate but it's
also important for theentrepreneur that's looking to
(01:27):
get back into industry.
So definitely stick around andlet's get to it.
So I want to take the, uh, thetopic towards the interview
process because, um, you'recoaching a lot of these, these
candidates.
And there's, again, a stigma ora common belief that the process
(01:51):
of interviewing is broken.
Um, and so what, what is, I justwant, it's more of an opinion
question.
What do you feel about theinterview process?
What do you tell your candidatesand what do you think, and maybe
improve that process?
Mike Manoske (02:02):
So you can't necessarily, if you're a
candidate, it's, it's hard toimprove their process.
It is their process, you know,good, good, bad or indifferent,
however, you can change how youapproach it.
And you know, the idea thatyou're, that an interview is a
piano recital, like, okay, Ihave to walk in and I have to
(02:25):
perform.
And if I hit the wrong note atthe wrong time, I'm failing.
I want to get that out ofpeople's heads that the reason
you're talking to anorganization is they have a
problem.
They have an unfulfilled need.
They have a specific thingthey're not getting to, or
they're growing so fast theycan't get everything done.
You're there to help.
And I really encourage clientsto walk in with the, with the
(02:48):
mindset, be more of a consultantand really focus on what are you
guys trying to do?
How can I help?
Where where's the rub, where'sthe friction.
Um, walking in that way cancompletely, first of all, you
walk in more confident.
More than that, now you'rehaving a conversation and can't
guarantee that the person nameon the side of the desk is going
(03:09):
to fully participate every time,but we've seen great results
with that.
Rushab Kamdar (03:15):
No, that I that's a beautiful way to say it,
right?
Because when I do my workshopswith the business school
students, I have this thing,which I call the Superpower 360
Blueprint, which is essentiallyhow to discover their
superpowers and what they bringto the table, and the entire
angle is understand the company,understand what you know, and
now, because you understood thecompany, you know how to let
(03:37):
that company, you know thatbecause of my experience, this
is how I can help you.
And that viewpoint of, of comingin there as a consultant is, is
a great, great suggestion.
So that's a, that's a good segueto the next question, which is
what are the top three things ajob candidate needs to get
better at in the interviewprocess?
Mike Manoske (03:53):
They need to ask better questions.
And, you know, again, we're soconditioned to tell a story, you
know, and that is that's anotherone we'll get there in a moment,
but the idea that you're, you'restatically, just putting out
information where you should becollecting information.
And, you know, for example, theyask you a question, like, tell
(04:13):
me, tell me a great, you know,your greatest success.
You tell that story youshouldn't end with just boom
told the story.
Does that help?
Is that what you're looking for?
How does that fit with what youguys are doing?
In other words, bring it to aconversational level.
So asking better questions.
If they say something thatdoesn't sound right, don't just
nod your head.
Go.
(04:34):
Interesting.
I hadn't heard it put that waybefore or, oh, that's a little
different than I had thought.
Can you tell me more?
So engaging through questions Ithink is really important.
The other part is reallyunderstanding that you are going
to be doing some storytelling.
And being able to be concisewith your stories, being able to
(04:55):
read the room while you'retelling it, not go for 10
minutes, you know, uh, you know,one, maybe two minutes asking
them, checking in, um, to say,are they getting it?
Things like that I think arereally important to, to changing
and really controlling theinterview process for a
(05:16):
candidate.
Rushab Kamdar (05:18):
I completely agree with that.
Uh, and, and, you know, the, theasking of the questions that is
in itself so integral that thatshould be in every university,
in every career services, uh,program, a training on that,
right?
Just getting people,conditioned, asking questions.
It's the old sales, uh,strategy, you know, keep asking
(05:40):
questions so that the potentialcustomer or prospect will give
you the answer, what they need,and then you tell them that's
how you solve it.
So.
Mike Manoske (05:49):
And, and, you know, going with what you said,
we also need to, we also need toshrink down the complexity of
interviews.
And, and by that, I mean, um,there's only really, there's
only two things going on here.
There's, you're evaluatingcompetence and you're evaluating
team fit.
That's really it, Rushab.
(06:09):
And the thing that I thinkthat's really important is the
candidates evaluating thoseelements equally.
You know, if this company wantsme to do this certain thing, are
they competent to assist me withthat?
Do they really, is this thingthat they want, or this, this
result they want, are theycapable of providing the support
around me to do that?
And the second part is, can Ihang with these people for 8, 10
(06:32):
hours a day?
You know, I mean, are thesepeople, I, I really feel a vibe
and a connection with, and ifyour answer isn't pretty
positive on both, is that theright next step?
So we need to simplify thisdecision-making too.
Rushab Kamdar (06:48):
So you brought up before, uh, that too many, too
many job candidates areconditioned into going into it,
a job interview and just feelinglike they told their story and
boom, it's done.
And you know, we speak aboutstory and I've also brought up
discovering your superpowers arewhat I like to call transferable
skills.
Uh, so what, what advice do youhave for candidates in
identifying their transferableskills, articulating it and
(07:11):
telling that story?
Their brand story.
Mike Manoske (07:14):
Well, I think it hones around the job
description.
That it's a great questionyou're asking.
Um, and the job description,really, if done well, then I,
again, I'm a recruit a long timerecruiter, so some of them
aren't as strong as others.
But you're really trying to honein on.
Okay.
You've got, usually you haveabout eight bullets and it's
usually the top three, four,maybe five that are the core.
(07:38):
And so, as a candidate, your jobthroughout the process, not just
in the interview, but before,during and after is to go, okay,
how valid are these?
How, how important are these?
How are you guys ranking these?
And let me talk about, okay, sothe top three things are X, Y,
and Z.
I've done X and Y.
(07:59):
And here's how I did them.
Does that match up with whatyour needs are?
Z, I haven't done.
However, here's the process Ifollowed with Z cause I've done
many parts of it.
So, so the idea of really honingin on what is, what is the core
of this and how much of whatI've done either I've done
directly, or I have a well mapprocess to do it.
(08:22):
Does that make sense?
Rushab Kamdar (08:23):
It makes perfect sense.
How can job candidates take thatand then develop their brand,
right?
You know, essentially we seetheir story, but I think you
know, these days, everyone iskind of having some type of, of,
uh, aura around them.
Like what do they, who are they,you know, so what do you, what
do you teach job candidatesaround that, that side?
Mike Manoske (08:42):
Almost the first thing we do as a brand
statement.
And, you know, you honing in onthis is really important.
Uh, and you know this from yourwork that the ability to explain
who you are, whether it's in aformal job interview, whether
it's in an email to somebody orjust a casual conversation, uh,
is critical.
And you know, your brandstatement is, is going to be
(09:05):
based a little bit on what, youknow, the market needs are.
What do you want to do withthose and what are you good at?
Um, so it's just it, it's,you're going to do a little bit
of research and learning toreally build your brand
statement.
But the idea is I don't want, asa recruiter, a brand statement
say, I have 18 years of this.
Then I did this.
Then I did this.
I can read that.
(09:25):
I want to understand what arethe underlying skills you have,
the wins you've had and thestuff that you want to do that's
going to help my organization.
Does that, does that answer yourquestion?
Does that.
Rushab Kamdar (09:36):
Absolutely.
Yeah, it does.
Uh, you know, I, I think there'salso, sometimes I've heard this
before and maybe you can speakreal quickly on this, but
sometimes people feel they haveto get very personal in their
story to, to relate and connecton the human to human side of a,
um, interviewer.
What do you feel about that?
Do you think it's more read theroom or do you feel that that
(09:58):
should always be part of astory?
Mike Manoske (10:01):
I think.
It's a, it's a, it's a greatquestion.
So there is read the room, youknow, are, are, are you feeling
a connection that you want to?
I would add elements of yourpersonal life that reinforce
your core message.
I wouldn't just go and I do thisbecause it may not tie into
everything else that I, um, whatI'm interested in when I talk to
(10:25):
somebody as a recruiter is Iwant to understand those key
inflection points in yourcareer.
Why did you go from this tothis?
That's a really interestingstep.
Tell me about that.
That's the stuff I want to findout about.
Now, you're not going to coverall this in a single brand
statement, but you know, if, iffor example, you're emphasizing,
you know, what, I love tryingnew things.
(10:46):
And I, I've, I've made someinteresting pivots in my career
because I saw growth andpotential.
And it's funny, you know what, Ifind that, um, that's how I got
involved in, you know, inplaying the sport.
It was new to me and I went outand I really enjoyed it.
That's a great addition but ifyou just simply plopped it in
the middle of his story, withoutany connection and structure, it
(11:09):
it's TMI.
Too much information.
Rushab Kamdar (11:13):
Thank you for that.
Um, so I'm going to leave youoff of this question, Mike.
A lot of, a lot of the peoplethat I target are, are
entrepreneurs as well.
And many entrepreneurs who have,whether they've successfully
exited their company, orunfortunately their company went
under are potentially returningback to the job market.
And because of that gap orhiatus, uh, from prior,
(11:36):
previously working intoCorporate America or industry, I
would say.
They find difficulty in findinga job.
So, what advice do you have forthose specific types of job
candidates?
You know, the ones that havebeen away from industry and are
trying to make their way back.
Mike Manoske (11:53):
I've done it, you know, directly.
You know, I ran a company.
I left after five years andreentered and I, I understand
the nervousness, um.
What I would say is you, anybodywho has run a business, no
matter what the outcome of thatbusiness, you have learned
tremendous things.
That knowledge you've gained istransferable.
(12:14):
Particularly if you can talkabout, okay, this is what I've
learned.
These are the processes I setup.
Do these processes help theorganization going?
And these are the knowledgeareas that I become really good
at.
Can I help in those places?
You know, is what I learnedaround marketing helpful?
Is what I've learned aroundoperations helpful?
Finance.
Whatever the case you have, therange of what you've done as an
(12:37):
entrepreneur does translate backinto an organization.
The problem is we try to, we tryto shoehorn ourselves.
When, if you walk in with a moreof a consultative approach
going, hey, what are the biggerproblems you guys are facing
that you're not walking goinglet me just apply for jobs and
cross my fingers.
Start talking to people even ifthe organizations you're
interested in don't even have arole.
(12:59):
I, countless stories of peopledoing that because you've solved
so many different problems as anentrepreneur.
You can help organizations in alot of ways.
Go find their problems.
Don't find a role.
Does that make sense?
Rushab Kamdar (13:13):
It does.
Completely does make sense.
Uh, you know, and one thing Iwant to leave off also with is
that, you know, during thisentire interview we talked
specifically about jobcandidates that have made it to
the interview process, right, tothe interview rounds.
And we're, we're giving, you'regiving advice on how they can be
better candidates during that,that process.
(13:34):
But there is also another stepbefore that, which is to get to
the interview.
We don't have to talk about ittoday, but you know, I'm just
curious.
Do you also teach these studentshow to network?
Mike Manoske (13:45):
Absolutely.
Rushab Kamdar (13:45):
Because we know that the application process,
um, is, uh, not the, the idealway most people get jobs, right?
It's not the best way.
Most people get jobs throughnetworking or talking to other
people.
So, you know, do you do that aswell?
Do you teach anybody who's everinterested in working with you?
Mike Manoske (14:00):
It's a massive part of my role.
It's a massive part of my workand it's, um, really explaining
to people that there's threeoutreach methods.
You know, there's check inpeople, you know, well, and how
you check in with them.
There's exploration.
There may not be even, even be ajob, but what the person, the
other person has done isinteresting, their journey or
(14:21):
the, the company they're in, oreven the industry.
And then there's a job specificreach out.
They're all similar.
But there's, there's nuances toeach one.
And our, our goal in JSAG and,and in our book and in my
coaching has really been aroundhow do you do this effectively?
And that's one of the key thingsis people who have done this
(14:41):
effectively start to find outthey don't have to do as many
applications as before.
Because the, and you sustainthis network, the network
sustains your career.
I mean, there's a, there's a,and you've seen this, I know
you've seen this.
Um, there's such a correlationbetween dialogue to opportunity
that it's such an, it's such anopportunity that people, many
(15:05):
people don't dive into.
Rushab Kamdar (15:08):
Absolutely.
No, I appreciate that.
And, um, you know, I I've, I'vebeen in those shoes too.
When I, when I was graduating inmy MBA program, um, I, when I
left an exec, I left anentrepreneur endeavor, went into
my MBA program and I wasthinking to go back into
industry I was.
But in order for me to get in, Ihad to network because I was an
(15:28):
entrepreneur.
I had a, essentially not alinear career progression
resume, right?
I had a very entrepreneurialresume.
So I had to, I had to, uh,connect with people, speak the
language of business, relatewith them for them to basically
say, hey, we're going to putyour resume in.
So I agree with you on, onspecifically how people should
go about it.
And I liked those threecategories that you were talking
about.
(15:49):
Those are very important skillsets for people to develop.
So I appreciate you saying that.
Mike Manoske (15:53):
Well, and they, they take what you've done.
I'll just, I don't mean to cutyou off, but you take the
ability to speak the language ofbusiness with a structure like
this, that's powerful.
So I think that, yeah, that'swhere, where you're at is
significant in all this.
Rushab Kamdar (16:09):
Well, thank you, Mike.
You have a podcast, correct?
Mike Manoske (16:12):
We are, we are building one.
It, you know, it's a matter oftime.
I, I, and, and when we do get itup, you're getting an email.
We'd love to have you on.
Rushab Kamdar (16:22):
Oh, no, I appreciate that.
Appreciate it.
So with that, I want to reallysincerely, thank you, Mike, for
being a guest on the Business360 Podcast.
Mike Manoske (16:29):
Oh, thank you, Rushab.
Great to be here.
I love your mission.
Um, and anytime,
Rushab Kamdar (16:37):
Thank you for joining us on the Business 360
Podcast.
To learn more about our guests,go to ThinkBusiness360.com.
In life, I follow two thingsthat keep me grounded.
Number one, if you only listento someone's successes and not
their failures, you've onlyheard half this.
And number two, compete withyourself and help everyone else.
Stay classy, Business Heroes.
Welcome to the Business 360 Podcast where we
will take a 360 degree view ofall things business in under 30
minutes.
I'm Rushab Kamdar, a serialentrepreneur, helping
businesses, startups, workingprofessionals, and business
school students.
I'm just living the dream.
(00:24):
What's going on, BusinessHeroes?
Welcome to part two of episode12.
Last week, we spoke with MikeManoske and Mike laid out the
landscape of what the job marketis today in 2021.
And last week's episode, hetalked about all the available
resources that are out there forjob candidates.
(00:44):
We also talked about jobcandidate mental health, and the
average number of years thatemployees are staying at a
company.
This week is packed with helpfultips for the interview process.
For example, what type ofmindset a job candidate should
have, or the types of questionsa job candidate should ask
(01:05):
during the interview process,also how do job candidates
identify their transferableskills or articulate their
story, and how do they create abrand statement.
Articulating your story andcreating a brand statement is
not only important for theaverage job candidate but it's
also important for theentrepreneur that's looking to
(01:27):
get back into industry.
So definitely stick around andlet's get to it.
So I want to take the, uh, thetopic towards the interview
process because, um, you'recoaching a lot of these, these
candidates.
And there's, again, a stigma ora common belief that the process
(01:51):
of interviewing is broken.
Um, and so what, what is, I justwant, it's more of an opinion
question.
What do you feel about theinterview process?
What do you tell your candidatesand what do you think, and maybe
improve that process?
Mike Manoske (02:02):
So you can't necessarily, if you're a
candidate, it's, it's hard toimprove their process.
It is their process, you know,good, good, bad or indifferent,
however, you can change how youapproach it.
And you know, the idea thatyou're, that an interview is a
piano recital, like, okay, Ihave to walk in and I have to
(02:25):
perform.
And if I hit the wrong note atthe wrong time, I'm failing.
I want to get that out ofpeople's heads that the reason
you're talking to anorganization is they have a
problem.
They have an unfulfilled need.
They have a specific thingthey're not getting to, or
they're growing so fast theycan't get everything done.
You're there to help.
And I really encourage clientsto walk in with the, with the
(02:48):
mindset, be more of a consultantand really focus on what are you
guys trying to do?
How can I help?
Where where's the rub, where'sthe friction.
Um, walking in that way cancompletely, first of all, you
walk in more confident.
More than that, now you'rehaving a conversation and can't
guarantee that the person nameon the side of the desk is going
(03:09):
to fully participate every time,but we've seen great results
with that.
Rushab Kamdar (03:15):
No, that I that's a beautiful way to say it,
right?
Because when I do my workshopswith the business school
students, I have this thing,which I call the Superpower 360
Blueprint, which is essentiallyhow to discover their
superpowers and what they bringto the table, and the entire
angle is understand the company,understand what you know, and
now, because you understood thecompany, you know how to let
(03:37):
that company, you know thatbecause of my experience, this
is how I can help you.
And that viewpoint of, of comingin there as a consultant is, is
a great, great suggestion.
So that's a, that's a good segueto the next question, which is
what are the top three things ajob candidate needs to get
better at in the interviewprocess?
Mike Manoske (03:53):
They need to ask better questions.
And, you know, again, we're soconditioned to tell a story, you
know, and that is that's anotherone we'll get there in a moment,
but the idea that you're, you'restatically, just putting out
information where you should becollecting information.
And, you know, for example, theyask you a question, like, tell
(04:13):
me, tell me a great, you know,your greatest success.
You tell that story youshouldn't end with just boom
told the story.
Does that help?
Is that what you're looking for?
How does that fit with what youguys are doing?
In other words, bring it to aconversational level.
So asking better questions.
If they say something thatdoesn't sound right, don't just
nod your head.
Go.
(04:34):
Interesting.
I hadn't heard it put that waybefore or, oh, that's a little
different than I had thought.
Can you tell me more?
So engaging through questions Ithink is really important.
The other part is reallyunderstanding that you are going
to be doing some storytelling.
And being able to be concisewith your stories, being able to
(04:55):
read the room while you'retelling it, not go for 10
minutes, you know, uh, you know,one, maybe two minutes asking
them, checking in, um, to say,are they getting it?
Things like that I think arereally important to, to changing
and really controlling theinterview process for a
(05:16):
candidate.
Rushab Kamdar (05:18):
I completely agree with that.
Uh, and, and, you know, the, theasking of the questions that is
in itself so integral that thatshould be in every university,
in every career services, uh,program, a training on that,
right?
Just getting people,conditioned, asking questions.
It's the old sales, uh,strategy, you know, keep asking
(05:40):
questions so that the potentialcustomer or prospect will give
you the answer, what they need,and then you tell them that's
how you solve it.
So.
Mike Manoske (05:49):
And, and, you know, going with what you said,
we also need to, we also need toshrink down the complexity of
interviews.
And, and by that, I mean, um,there's only really, there's
only two things going on here.
There's, you're evaluatingcompetence and you're evaluating
team fit.
That's really it, Rushab.
(06:09):
And the thing that I thinkthat's really important is the
candidates evaluating thoseelements equally.
You know, if this company wantsme to do this certain thing, are
they competent to assist me withthat?
Do they really, is this thingthat they want, or this, this
result they want, are theycapable of providing the support
around me to do that?
And the second part is, can Ihang with these people for 8, 10
(06:32):
hours a day?
You know, I mean, are thesepeople, I, I really feel a vibe
and a connection with, and ifyour answer isn't pretty
positive on both, is that theright next step?
So we need to simplify thisdecision-making too.
Rushab Kamdar (06:48):
So you brought up before, uh, that too many, too
many job candidates areconditioned into going into it,
a job interview and just feelinglike they told their story and
boom, it's done.
And you know, we speak aboutstory and I've also brought up
discovering your superpowers arewhat I like to call transferable
skills.
Uh, so what, what advice do youhave for candidates in
identifying their transferableskills, articulating it and
(07:11):
telling that story?
Their brand story.
Mike Manoske (07:14):
Well, I think it hones around the job
description.
That it's a great questionyou're asking.
Um, and the job description,really, if done well, then I,
again, I'm a recruit a long timerecruiter, so some of them
aren't as strong as others.
But you're really trying to honein on.
Okay.
You've got, usually you haveabout eight bullets and it's
usually the top three, four,maybe five that are the core.
(07:38):
And so, as a candidate, your jobthroughout the process, not just
in the interview, but before,during and after is to go, okay,
how valid are these?
How, how important are these?
How are you guys ranking these?
And let me talk about, okay, sothe top three things are X, Y,
and Z.
I've done X and Y.
(07:59):
And here's how I did them.
Does that match up with whatyour needs are?
Z, I haven't done.
However, here's the process Ifollowed with Z cause I've done
many parts of it.
So, so the idea of really honingin on what is, what is the core
of this and how much of whatI've done either I've done
directly, or I have a well mapprocess to do it.
(08:22):
Does that make sense?
Rushab Kamdar (08:23):
It makes perfect sense.
How can job candidates take thatand then develop their brand,
right?
You know, essentially we seetheir story, but I think you
know, these days, everyone iskind of having some type of, of,
uh, aura around them.
Like what do they, who are they,you know, so what do you, what
do you teach job candidatesaround that, that side?
Mike Manoske (08:42):
Almost the first thing we do as a brand
statement.
And, you know, you honing in onthis is really important.
Uh, and you know this from yourwork that the ability to explain
who you are, whether it's in aformal job interview, whether
it's in an email to somebody orjust a casual conversation, uh,
is critical.
And you know, your brandstatement is, is going to be
(09:05):
based a little bit on what, youknow, the market needs are.
What do you want to do withthose and what are you good at?
Um, so it's just it, it's,you're going to do a little bit
of research and learning toreally build your brand
statement.
But the idea is I don't want, asa recruiter, a brand statement
say, I have 18 years of this.
Then I did this.
Then I did this.
I can read that.
(09:25):
I want to understand what arethe underlying skills you have,
the wins you've had and thestuff that you want to do that's
going to help my organization.
Does that, does that answer yourquestion?
Does that.
Rushab Kamdar (09:36):
Absolutely.
Yeah, it does.
Uh, you know, I, I think there'salso, sometimes I've heard this
before and maybe you can speakreal quickly on this, but
sometimes people feel they haveto get very personal in their
story to, to relate and connecton the human to human side of a,
um, interviewer.
What do you feel about that?
Do you think it's more read theroom or do you feel that that
(09:58):
should always be part of astory?
Mike Manoske (10:01):
I think.
It's a, it's a, it's a greatquestion.
So there is read the room, youknow, are, are, are you feeling
a connection that you want to?
I would add elements of yourpersonal life that reinforce
your core message.
I wouldn't just go and I do thisbecause it may not tie into
everything else that I, um, whatI'm interested in when I talk to
(10:25):
somebody as a recruiter is Iwant to understand those key
inflection points in yourcareer.
Why did you go from this tothis?
That's a really interestingstep.
Tell me about that.
That's the stuff I want to findout about.
Now, you're not going to coverall this in a single brand
statement, but you know, if, iffor example, you're emphasizing,
you know, what, I love tryingnew things.
(10:46):
And I, I've, I've made someinteresting pivots in my career
because I saw growth andpotential.
And it's funny, you know what, Ifind that, um, that's how I got
involved in, you know, inplaying the sport.
It was new to me and I went outand I really enjoyed it.
That's a great addition but ifyou just simply plopped it in
the middle of his story, withoutany connection and structure, it
(11:09):
it's TMI.
Too much information.
Rushab Kamdar (11:13):
Thank you for that.
Um, so I'm going to leave youoff of this question, Mike.
A lot of, a lot of the peoplethat I target are, are
entrepreneurs as well.
And many entrepreneurs who have,whether they've successfully
exited their company, orunfortunately their company went
under are potentially returningback to the job market.
And because of that gap orhiatus, uh, from prior,
(11:36):
previously working intoCorporate America or industry, I
would say.
They find difficulty in findinga job.
So, what advice do you have forthose specific types of job
candidates?
You know, the ones that havebeen away from industry and are
trying to make their way back.
Mike Manoske (11:53):
I've done it, you know, directly.
You know, I ran a company.
I left after five years andreentered and I, I understand
the nervousness, um.
What I would say is you, anybodywho has run a business, no
matter what the outcome of thatbusiness, you have learned
tremendous things.
That knowledge you've gained istransferable.
(12:14):
Particularly if you can talkabout, okay, this is what I've
learned.
These are the processes I setup.
Do these processes help theorganization going?
And these are the knowledgeareas that I become really good
at.
Can I help in those places?
You know, is what I learnedaround marketing helpful?
Is what I've learned aroundoperations helpful?
Finance.
Whatever the case you have, therange of what you've done as an
(12:37):
entrepreneur does translate backinto an organization.
The problem is we try to, we tryto shoehorn ourselves.
When, if you walk in with a moreof a consultative approach
going, hey, what are the biggerproblems you guys are facing
that you're not walking goinglet me just apply for jobs and
cross my fingers.
Start talking to people even ifthe organizations you're
interested in don't even have arole.
(12:59):
I, countless stories of peopledoing that because you've solved
so many different problems as anentrepreneur.
You can help organizations in alot of ways.
Go find their problems.
Don't find a role.
Does that make sense?
Rushab Kamdar (13:13):
It does.
Completely does make sense.
Uh, you know, and one thing Iwant to leave off also with is
that, you know, during thisentire interview we talked
specifically about jobcandidates that have made it to
the interview process, right, tothe interview rounds.
And we're, we're giving, you'regiving advice on how they can be
better candidates during that,that process.
(13:34):
But there is also another stepbefore that, which is to get to
the interview.
We don't have to talk about ittoday, but you know, I'm just
curious.
Do you also teach these studentshow to network?
Mike Manoske (13:45):
Absolutely.
Rushab Kamdar (13:45):
Because we know that the application process,
um, is, uh, not the, the idealway most people get jobs, right?
It's not the best way.
Most people get jobs throughnetworking or talking to other
people.
So, you know, do you do that aswell?
Do you teach anybody who's everinterested in working with you?
Mike Manoske (14:00):
It's a massive part of my role.
It's a massive part of my workand it's, um, really explaining
to people that there's threeoutreach methods.
You know, there's check inpeople, you know, well, and how
you check in with them.
There's exploration.
There may not be even, even be ajob, but what the person, the
other person has done isinteresting, their journey or
(14:21):
the, the company they're in, oreven the industry.
And then there's a job specificreach out.
They're all similar.
But there's, there's nuances toeach one.
And our, our goal in JSAG and,and in our book and in my
coaching has really been aroundhow do you do this effectively?
And that's one of the key thingsis people who have done this
(14:41):
effectively start to find outthey don't have to do as many
applications as before.
Because the, and you sustainthis network, the network
sustains your career.
I mean, there's a, there's a,and you've seen this, I know
you've seen this.
Um, there's such a correlationbetween dialogue to opportunity
that it's such an, it's such anopportunity that people, many
(15:05):
people don't dive into.
Rushab Kamdar (15:08):
Absolutely.
No, I appreciate that.
And, um, you know, I I've, I'vebeen in those shoes too.
When I, when I was graduating inmy MBA program, um, I, when I
left an exec, I left anentrepreneur endeavor, went into
my MBA program and I wasthinking to go back into
industry I was.
But in order for me to get in, Ihad to network because I was an
(15:28):
entrepreneur.
I had a, essentially not alinear career progression
resume, right?
I had a very entrepreneurialresume.
So I had to, I had to, uh,connect with people, speak the
language of business, relatewith them for them to basically
say, hey, we're going to putyour resume in.
So I agree with you on, onspecifically how people should
go about it.
And I liked those threecategories that you were talking
about.
(15:49):
Those are very important skillsets for people to develop.
So I appreciate you saying that.
Mike Manoske (15:53):
Well, and they, they take what you've done.
I'll just, I don't mean to cutyou off, but you take the
ability to speak the language ofbusiness with a structure like
this, that's powerful.
So I think that, yeah, that'swhere, where you're at is
significant in all this.
Rushab Kamdar (16:09):
Well, thank you, Mike.
You have a podcast, correct?
Mike Manoske (16:12):
We are, we are building one.
It, you know, it's a matter oftime.
I, I, and, and when we do get itup, you're getting an email.
We'd love to have you on.
Rushab Kamdar (16:22):
Oh, no, I appreciate that.
Appreciate it.
So with that, I want to reallysincerely, thank you, Mike, for
being a guest on the Business360 Podcast.
Mike Manoske (16:29):
Oh, thank you, Rushab.
Great to be here.
I love your mission.
Um, and anytime,
Rushab Kamdar (16:37):
Thank you for joining us on the Business 360
Podcast.
To learn more about our guests,go to ThinkBusiness360.com.
In life, I follow two thingsthat keep me grounded.
Number one, if you only listento someone's successes and not
their failures, you've onlyheard half this.
And number two, compete withyourself and help everyone else.
Stay classy, Business Heroes.
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