Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hello friends, welcome to another podcast.
My name is Dr Jason Wiggins andI am the host of your
Motivational Gen Z andMillennial Expert podcast.
First and foremost, it is sogreat to be here.
I know I haven't been on for alittle while and my goal is to
(00:22):
always provide you with thegreatest content whenever
possible.
However, it has been a grindfor the last few weeks now, with
my job and teaching at twouniversities as a regional
operations manager on top of it.
It has been a fun ride of it.
(00:49):
It has been a fun ride, but Ican tell you the content that I
have today will really help youget that one step ahead of
others when it comes to enteringthe job market or advancing
your way in the job market, whenyou are looking for the next
and best, greatest job or movewithin your career.
Today's topic is going to beabout excelling in interviews
(01:12):
and getting your best front footforward.
I have seen so many resumes,I've been through so many
interviews and I am dumbfoundedby what I have seen so far.
Individuals are so ill preparedfor an interview.
(01:36):
We're talking about from thebeginning of getting your resume
ready, to dressing to impress,to having the right
understanding of the questions,asking the right questions at
the end and really understandingwhat the job requirement is and
(01:58):
how you are able to get thenext interview.
Your whole goal is to get tothe next stage in the interview
process, and the individualsthat I have interviewed recently
are simply not prepared.
This podcast is for Gen Z andmillennials, and if you are out
(02:21):
there in the market right nowand you're looking to advance
your career, you're looking tofind a new job.
Maybe the right fit is notcurrently where you're at within
the job market.
Well, I can tell you I'm gonnasave you a lot of headache.
A lot of headache by ensuringthat you are prepared.
(02:43):
By ensuring that you areprepared, first and foremost.
Do not apply for every singlejob on the market.
If you are not qualified forthat job, do not apply.
Why?
Because you will be jumped overby finding somebody else's
(03:07):
qualified.
All you're doing is wastingtime and the potential
employer's time with your resumethat has nothing to do with the
scope of the job they're hiringfor.
For example, in the last coupleweeks, I posted a job on Indeed.
I received over 300 responsesfor this one job.
(03:29):
Now, this was a mid-levelmanagement position that paid a
mid-level salary and I had over300 responses.
Out of those 300 responses, Ionly contacted 15.
Out of the 15 I contacted, Iinterviewed seven.
(03:53):
Out of the seven that Iinterviewed, two advanced to the
final round, and then wefinally initially hired and
extended an offer and hired theone individual.
So, the point being, duringthat whole interview process,
what did I see?
(04:14):
Well, first of all, if you'renot sure how to dress for an
interview, for an interview, itis best, and always best to
dress to impress, overdress.
You cannot go wrong byover-dressing.
However, you can go wrong byunder-dressing.
(04:38):
So first, we talked aboutmaking sure you have the right
resume.
Second, remember not to applyfor every job.
Spend your time applying forjobs that are in your wheelhouse
, meaning it's something you'vedone.
Your resume states that you'vedone it.
You've had either theexperience or the education to
(05:01):
back up your credentials.
So ensure that you are focusingon looking at the jobs that
really fit your need.
So then you apply for thosepositions and then even follow
up with a nice little Indeedmessage or LinkedIn message or
wherever you are responding tothe job ad and say just let them
(05:25):
know the hiring manager that Iapplied for this position and my
background is such I lookforward to potentially hearing
from you.
Then, guess what?
The hiring manager sees thisand goes and looks at the resume
and nothing is worse than ifthat resume has nothing to do
with the scope of job you'rehiring for.
(05:47):
But if it does, then there's agood chance the hiring manager
will respond and try to set upan initial interview, and that's
what I did.
So, for example, we recentlyhired for this position and the
(06:08):
gentleman actually evencontacted me on Indeed and when
he contacted me on Indeed itrefreshed my memory of that
individual and then we ended upcommunicating and we ended up
hiring them, as I mentioned.
But the key is is when youinterview, interview for the
(06:28):
jobs that are specific,specifically catered to what you
do.
Third is dress appropriately.
I cannot tell you how many poloshirts or I had one individual
show up.
Look like he just came straightfrom the clubbing of the 1990s
(06:49):
when I used to club, and that'snot appropriate dress.
Appropriate dress is maybe anice collared shirt tucked in
jacket pants.
If you don't have the jacket,wear the tie.
You don't necessarily have towear jacket tie, collared shirt
(07:12):
and nice slacks, but you shouldhave a combination of jacket,
pants, collared shirt orcollared shirt, tie, pants, good
shoes.
That is a good segue to showthat I spent the time.
I dressed appropriately.
(07:32):
Number four bring a resume withyou.
Yes, I understand the hiringmanager has a resume, but have a
portfolio.
Have a resume ready, even ifthe hiring manager has one.
Why?
Because it looks like you'reprepared and then, when you go
through the interview process,don't ask those key questions
(07:53):
what is my salary?
What are my benefits?
Don't ask those questions onthe first interview, because
then it looks like you areworried about what you're going
to get versus what's the companyis going to be able to expect
out of you At the end.
It is all about finding a goodfit, a fit for the organization
(08:19):
and a fit for the potentialemployee.
But by you asking the salarywhat are the expectations that I
can receive?
All you're showing is that I amhere because it's all about me,
the potential employee.
This is a two way street.
We are talking to each other tosee if we can form a
(08:42):
relationship that is going to befruitful for both parties at
the end of the interview processand and if it is, then an offer
will be extended andpotentially accepted or counter
offered.
That is why, when you're goingthrough the interview process,
(09:02):
ensure that you answer all thequestions.
You have the right questionsfor the hiring manager.
This is your time to ask aboutkey points that you would like
to know about the job.
You know what the expectationsare, what will you be doing,
what kind of candidate are youlooking for, and those type of
(09:22):
questions.
But please don't have a list ofquestions and sit there and
read off the questions.
Why?
Because it looks like you can'tthink while you're going.
It means you have practice,you've looked at your questions
and you don't have the abilityto think off the cuff.
(09:45):
Hiring managers want to knowthat you can think off the cuff,
besides regurgitating questionsthat you found off LinkedIn or
Google.
They want to know that you cango.
Okay, it's like an interviewer.
An interviewer is not going totypically sit there with a list
(10:06):
of questions and ask you oneafter another after another,
unless it's corporate and theyhave a strict regimen.
But again, a hiring managershould be able to ask questions
based on the responses of theinterviewee in order to
determine what the next questionwill be, because if you're
(10:28):
getting a good feeling about thecandidate, you want to know
more, and it's going to be morethan regurgitated questions that
are being asked.
So what have we talked abouttoday?
We talked about making surethat you have a good resume, and
I'll tell you, I've seenhorrific resumes.
(10:51):
One was one of the worstresumes I have ever seen and I'm
being very generous and nicethis was from somebody that was
looking to be an operationsmanager, but it looked like they
were trying to over marketthemselves by.
I can't even explain in wordshow much effort they put in to
(11:13):
making this resume, but howawful it was.
I would much rather see, as ahiring manager, an awful resume
that maybe they just started onthe job search and it doesn't
look very good, versus spendinga lot of time on something that
just is awful and it looked likethey spent a lot of time.
(11:34):
So of course, I had no interestin moving forward with that
potential candidate.
But, more importantly, if youcan't put together a good resume
, buy a software, use anapplication you know on the
internet, use a resume maker,find somebody that you know
locally that can put together aresume and then you can kind of
(11:56):
put it together to to make itmore you per per job.
Again.
You want to concentrate on theparticular job that you want and
curtail that resume to fit thescope of that job.
Don't apply for any and everyjob.
I understand, maybe you were acaretaker, you babysitted, you
(12:21):
did some stuff in nutrition.
It has nothing to do withoperations.
So therefore, as a hiringmanager, when I have 300 plus
resumes, am I going to consideryou?
No, that's why, the Gen Z andMillennials, you have to put
your foot forward.
You have to put your best footforward to make sure that you
(12:46):
set yourself apart from theother candidates.
How do you do that?
Simple, put together a goodresume.
Apply for jobs that are in yourwheelhouse.
It's like a batter that'sgetting ready to take a pitch
from the pitcher.
They're salivating on thatpitch because they think that
(13:07):
pitcher is going to throw them afastball right down the middle.
And guess what If that hitteris sitting on that fastball?
That hitter readies it up andhits that ball as hard as they
can.
And guess what?
They hit a home run.
That is what it's like when youput together your resume.
(13:28):
And you put it together for aspecific job, for a specific
company, you show interest andyou show that you're investing
time and energy, but not justsending it to every single one.
You send out 500 resumes.
You get two responses.
They're the problem.
The problem is, out of thosetwo responses you got, that's
(13:50):
what your resume indicated thatyou might be good at.
But if you had focused yourresume to the particular jobs,
for what they're looking for andthe keywords, you might have
got five responses out of 25resumes that you focused your
focus on.
So again, it's all aboutfinding the right fit.
(14:14):
So let's say you've got a greatresume, you've focused your job
.
Now you got the interview.
Okay, please, please.
If you're less than fiveminutes early to the interview,
you are late, trust me.
(14:36):
The interviewer is looking attheir watch, looking at their
phone, looking at their computer.
They received a calendarreminder 15 minutes before that.
They are expecting an interview.
Before that they are expectingan interview and all of a sudden
you show up in front.
It's less than five minutesbefore your interview.
(14:57):
You are late.
What does it look like?
It looks like you weren't ableto get on time.
It looks like that you wereprepared.
So I always say if you're laterthan five minutes, then you are
late.
Is that old school?
Yes, maybe some management youknow, wouldn't consider that an
(15:20):
issue, but if you want to beprepared to be successful in the
job market as a Gen Zmillennial, it is very, very
important that you find a resume.
Make sure it's good for the jobthat you're focusing on.
Make sure you apply for theright jobs.
Show up more than five minutesearly for an interview.
(15:45):
Dress to impress.
You cannot go wrong byoverdressing, but you can go
wrong by underdressing and thenask questions during the
interview and don't sit thereand tell the interviewer that
your life story that doesn'tpertain to the job.
We want to hear a little bitabout you.
(16:06):
We want to hear about yourexperience and how it's going to
.
You know, help us with thatposition, because we're hiring
usually because we want toimprove that position and we
believe that you might have someof the intangibles that will
help us continue to grow ouroperation.
So focus on how it's relevantto the job.
(16:29):
After, after the interview,make sure you know, after you've
asked your good questions, yousend a thank you note to the
hiring manager.
So that means get theirinformation.
You know if it's an Indeed youapplied at, then send them a
thank you on Indeed.
Find them on LinkedIn.
Send them a note If you can gettheir email address.
(16:51):
Those are the things you wantto do to make sure that they
hold relevancy within your mindas the hiring manager.
Hiring managers are busy.
They're interviewing many, manypeople.
They're looking at many, manyresumes.
So you have to stand yourself.
You have to be able to setyourself apart from your
competition.
To stand yourself, you have tobe able to set yourself apart
(17:13):
from your competition.
So what we've talked about isreally getting in front and
moving forward by beating thoseindividuals behind you that want
that same job.
For example, as I mentioned,300 people applied for this
latest job that I posted andvery few did we actually contact
(17:34):
, very few did we interview andwe ended up hiring one.
So one in 300 got jobs.
So when I hear peoplecomplaining I can't get a job, I
haven't had a job for a year, Iget it, but if you haven't had
a job for a year, then you haveto do something different.
If you've been applying forevery job under the moon, it's
(17:58):
time to stop applying for everyjob.
When you look at these jobs,look at your credentials, look
at your experience, youreducation and determine would I
be a good fit If you are amid-level manager, you should
not be applying for vicepresident or CEO positions.
(18:18):
It's a waste of their time.
It's a waste of your time Ifyou have to answer questions and
all of that and it doesn'tpertain to the job.
All you're going to be doing isgetting skipped as they go and
X out your application process.
So if you really, really reallywant the job, then do some
homework on your organizationand make sure that you are able
(18:42):
to get to the hiring manager andlet them know that these are my
credentials.
This is my experience.
I'm really excited about theopportunity of working for you
and I would love to set up atime to discuss Then great, you
might have a shot.
But if you just keep sendingresumes through the resume space
(19:03):
and you don't receiveinterviews, two things your
resume could be awful, which islikely the number one reason,
but the number two reason isthere's no relevancy to your
credentials for the job and,ultimately, wasting your time.
So I want you to be successfulin the job market.
(19:24):
I know you're talented, I knowyou have the credentials, but
it's up to you to determine howyou see yourself in the job
market with the credentials youhave.
Success in the job market isthrough the process.
You have to work the process.
It's about working smarter, notharder, and that's basically
(19:48):
the same when it goes to findinga job.
So today, you've learned thelessons about making sure that
you have a good resume, you'redressed and doing press, you're
showing up on time, or evenearly, for the interview, you
have a resume on hand to give tothe interviewee excuse me, the
interviewer you have all of thetools to be successful, you
(20:11):
follow up with a thank youletter and you find ways to
continue being relevant withinthat application process.
So, again, it is great to behere.
I wish I could have been herepreviously.
Our goal is always to do apodcast each and every week, but
(20:32):
sometimes, due to the demand ofthe job, it doesn't always work
out like that.
But trust me, I am here for you.
My focus is on Gen Z andmillennials.
This is our 160th podcast, soplease feel free to listen to
the other podcast, as we're onYouTube, we're on all the
(20:53):
different podcast platforms and,ultimately, I am here to serve
the audience.
So I want to thank all thelisteners and your continued
listenership, and I look forwardto talking to you soon on the
next episode.
So, thank you, take care, and Ilook forward to talking to you
soon.
Bye, bye.
Hello friends, welcome to another podcast.
My name is Dr Jason Wiggins andI am the host of your
Motivational Gen Z andMillennial Expert podcast.
First and foremost, it is sogreat to be here.
I know I haven't been on for alittle while and my goal is to
(00:22):
always provide you with thegreatest content whenever
possible.
However, it has been a grindfor the last few weeks now, with
my job and teaching at twouniversities as a regional
operations manager on top of it.
It has been a fun ride of it.
(00:49):
It has been a fun ride, but Ican tell you the content that I
have today will really help youget that one step ahead of
others when it comes to enteringthe job market or advancing
your way in the job market, whenyou are looking for the next
and best, greatest job or movewithin your career.
Today's topic is going to beabout excelling in interviews
(01:12):
and getting your best front footforward.
I have seen so many resumes,I've been through so many
interviews and I am dumbfoundedby what I have seen so far.
Individuals are so ill preparedfor an interview.
(01:36):
We're talking about from thebeginning of getting your resume
ready, to dressing to impress,to having the right
understanding of the questions,asking the right questions at
the end and really understandingwhat the job requirement is and
(01:58):
how you are able to get thenext interview.
Your whole goal is to get tothe next stage in the interview
process, and the individualsthat I have interviewed recently
are simply not prepared.
This podcast is for Gen Z andmillennials, and if you are out
(02:21):
there in the market right nowand you're looking to advance
your career, you're looking tofind a new job.
Maybe the right fit is notcurrently where you're at within
the job market.
Well, I can tell you I'm gonnasave you a lot of headache.
A lot of headache by ensuringthat you are prepared.
(02:43):
By ensuring that you areprepared, first and foremost.
Do not apply for every singlejob on the market.
If you are not qualified forthat job, do not apply.
Why?
Because you will be jumped overby finding somebody else's
(03:07):
qualified.
All you're doing is wastingtime and the potential
employer's time with your resumethat has nothing to do with the
scope of the job they're hiringfor.
For example, in the last coupleweeks, I posted a job on Indeed.
I received over 300 responsesfor this one job.
(03:29):
Now, this was a mid-levelmanagement position that paid a
mid-level salary and I had over300 responses.
Out of those 300 responses, Ionly contacted 15.
Out of the 15 I contacted, Iinterviewed seven.
(03:53):
Out of the seven that Iinterviewed, two advanced to the
final round, and then wefinally initially hired and
extended an offer and hired theone individual.
So, the point being, duringthat whole interview process,
what did I see?
(04:14):
Well, first of all, if you'renot sure how to dress for an
interview, for an interview, itis best, and always best to
dress to impress, overdress.
You cannot go wrong byover-dressing.
However, you can go wrong byunder-dressing.
(04:38):
So first, we talked aboutmaking sure you have the right
resume.
Second, remember not to applyfor every job.
Spend your time applying forjobs that are in your wheelhouse
, meaning it's something you'vedone.
Your resume states that you'vedone it.
You've had either theexperience or the education to
(05:01):
back up your credentials.
So ensure that you are focusingon looking at the jobs that
really fit your need.
So then you apply for thosepositions and then even follow
up with a nice little Indeedmessage or LinkedIn message or
wherever you are responding tothe job ad and say just let them
(05:25):
know the hiring manager that Iapplied for this position and my
background is such I lookforward to potentially hearing
from you.
Then, guess what?
The hiring manager sees thisand goes and looks at the resume
and nothing is worse than ifthat resume has nothing to do
with the scope of job you'rehiring for.
(05:47):
But if it does, then there's agood chance the hiring manager
will respond and try to set upan initial interview, and that's
what I did.
So, for example, we recentlyhired for this position and the
(06:08):
gentleman actually evencontacted me on Indeed and when
he contacted me on Indeed itrefreshed my memory of that
individual and then we ended upcommunicating and we ended up
hiring them, as I mentioned.
But the key is is when youinterview, interview for the
(06:28):
jobs that are specific,specifically catered to what you
do.
Third is dress appropriately.
I cannot tell you how many poloshirts or I had one individual
show up.
Look like he just came straightfrom the clubbing of the 1990s
(06:49):
when I used to club, and that'snot appropriate dress.
Appropriate dress is maybe anice collared shirt tucked in
jacket pants.
If you don't have the jacket,wear the tie.
You don't necessarily have towear jacket tie, collared shirt
(07:12):
and nice slacks, but you shouldhave a combination of jacket,
pants, collared shirt orcollared shirt, tie, pants, good
shoes.
That is a good segue to showthat I spent the time.
I dressed appropriately.
(07:32):
Number four bring a resume withyou.
Yes, I understand the hiringmanager has a resume, but have a
portfolio.
Have a resume ready, even ifthe hiring manager has one.
Why?
Because it looks like you'reprepared and then, when you go
through the interview process,don't ask those key questions
(07:53):
what is my salary?
What are my benefits?
Don't ask those questions onthe first interview, because
then it looks like you areworried about what you're going
to get versus what's the companyis going to be able to expect
out of you At the end.
It is all about finding a goodfit, a fit for the organization
(08:19):
and a fit for the potentialemployee.
But by you asking the salarywhat are the expectations that I
can receive?
All you're showing is that I amhere because it's all about me,
the potential employee.
This is a two way street.
We are talking to each other tosee if we can form a
(08:42):
relationship that is going to befruitful for both parties at
the end of the interview processand and if it is, then an offer
will be extended andpotentially accepted or counter
offered.
That is why, when you're goingthrough the interview process,
(09:02):
ensure that you answer all thequestions.
You have the right questionsfor the hiring manager.
This is your time to ask aboutkey points that you would like
to know about the job.
You know what the expectationsare, what will you be doing,
what kind of candidate are youlooking for, and those type of
(09:22):
questions.
But please don't have a list ofquestions and sit there and
read off the questions.
Why?
Because it looks like you can'tthink while you're going.
It means you have practice,you've looked at your questions
and you don't have the abilityto think off the cuff.
(09:45):
Hiring managers want to knowthat you can think off the cuff,
besides regurgitating questionsthat you found off LinkedIn or
Google.
They want to know that you cango.
Okay, it's like an interviewer.
An interviewer is not going totypically sit there with a list
(10:06):
of questions and ask you oneafter another after another,
unless it's corporate and theyhave a strict regimen.
But again, a hiring managershould be able to ask questions
based on the responses of theinterviewee in order to
determine what the next questionwill be, because if you're
(10:28):
getting a good feeling about thecandidate, you want to know
more, and it's going to be morethan regurgitated questions that
are being asked.
So what have we talked abouttoday?
We talked about making surethat you have a good resume, and
I'll tell you, I've seenhorrific resumes.
(10:51):
One was one of the worstresumes I have ever seen and I'm
being very generous and nicethis was from somebody that was
looking to be an operationsmanager, but it looked like they
were trying to over marketthemselves by.
I can't even explain in wordshow much effort they put in to
(11:13):
making this resume, but howawful it was.
I would much rather see, as ahiring manager, an awful resume
that maybe they just started onthe job search and it doesn't
look very good, versus spendinga lot of time on something that
just is awful and it looked likethey spent a lot of time.
(11:34):
So of course, I had no interestin moving forward with that
potential candidate.
But, more importantly, if youcan't put together a good resume
, buy a software, use anapplication you know on the
internet, use a resume maker,find somebody that you know
locally that can put together aresume and then you can kind of
(11:56):
put it together to to make itmore you per per job.
Again.
You want to concentrate on theparticular job that you want and
curtail that resume to fit thescope of that job.
Don't apply for any and everyjob.
I understand, maybe you were acaretaker, you babysitted, you
(12:21):
did some stuff in nutrition.
It has nothing to do withoperations.
So therefore, as a hiringmanager, when I have 300 plus
resumes, am I going to consideryou?
No, that's why, the Gen Z andMillennials, you have to put
your foot forward.
You have to put your best footforward to make sure that you
(12:46):
set yourself apart from theother candidates.
How do you do that?
Simple, put together a goodresume.
Apply for jobs that are in yourwheelhouse.
It's like a batter that'sgetting ready to take a pitch
from the pitcher.
They're salivating on thatpitch because they think that
(13:07):
pitcher is going to throw them afastball right down the middle.
And guess what If that hitteris sitting on that fastball?
That hitter readies it up andhits that ball as hard as they
can.
And guess what?
They hit a home run.
That is what it's like when youput together your resume.
(13:28):
And you put it together for aspecific job, for a specific
company, you show interest andyou show that you're investing
time and energy, but not justsending it to every single one.
You send out 500 resumes.
You get two responses.
They're the problem.
The problem is, out of thosetwo responses you got, that's
(13:50):
what your resume indicated thatyou might be good at.
But if you had focused yourresume to the particular jobs,
for what they're looking for andthe keywords, you might have
got five responses out of 25resumes that you focused your
focus on.
So again, it's all aboutfinding the right fit.
(14:14):
So let's say you've got a greatresume, you've focused your job
.
Now you got the interview.
Okay, please, please.
If you're less than fiveminutes early to the interview,
you are late, trust me.
(14:36):
The interviewer is looking attheir watch, looking at their
phone, looking at their computer.
They received a calendarreminder 15 minutes before that.
They are expecting an interview.
Before that they are expectingan interview and all of a sudden
you show up in front.
It's less than five minutesbefore your interview.
(14:57):
You are late.
What does it look like?
It looks like you weren't ableto get on time.
It looks like that you wereprepared.
So I always say if you're laterthan five minutes, then you are
late.
Is that old school?
Yes, maybe some management youknow, wouldn't consider that an
(15:20):
issue, but if you want to beprepared to be successful in the
job market as a Gen Zmillennial, it is very, very
important that you find a resume.
Make sure it's good for the jobthat you're focusing on.
Make sure you apply for theright jobs.
Show up more than five minutesearly for an interview.
(15:45):
Dress to impress.
You cannot go wrong byoverdressing, but you can go
wrong by underdressing and thenask questions during the
interview and don't sit thereand tell the interviewer that
your life story that doesn'tpertain to the job.
We want to hear a little bitabout you.
(16:06):
We want to hear about yourexperience and how it's going to
.
You know, help us with thatposition, because we're hiring
usually because we want toimprove that position and we
believe that you might have someof the intangibles that will
help us continue to grow ouroperation.
So focus on how it's relevantto the job.
(16:29):
After, after the interview,make sure you know, after you've
asked your good questions, yousend a thank you note to the
hiring manager.
So that means get theirinformation.
You know if it's an Indeed youapplied at, then send them a
thank you on Indeed.
Find them on LinkedIn.
Send them a note If you can gettheir email address.
(16:51):
Those are the things you wantto do to make sure that they
hold relevancy within your mindas the hiring manager.
Hiring managers are busy.
They're interviewing many, manypeople.
They're looking at many, manyresumes.
So you have to stand yourself.
You have to be able to setyourself apart from your
competition.
To stand yourself, you have tobe able to set yourself apart
(17:13):
from your competition.
So what we've talked about isreally getting in front and
moving forward by beating thoseindividuals behind you that want
that same job.
For example, as I mentioned,300 people applied for this
latest job that I posted andvery few did we actually contact
(17:34):
, very few did we interview andwe ended up hiring one.
So one in 300 got jobs.
So when I hear peoplecomplaining I can't get a job, I
haven't had a job for a year, Iget it, but if you haven't had
a job for a year, then you haveto do something different.
If you've been applying forevery job under the moon, it's
(17:58):
time to stop applying for everyjob.
When you look at these jobs,look at your credentials, look
at your experience, youreducation and determine would I
be a good fit If you are amid-level manager, you should
not be applying for vicepresident or CEO positions.
(18:18):
It's a waste of their time.
It's a waste of your time Ifyou have to answer questions and
all of that and it doesn'tpertain to the job.
All you're going to be doing isgetting skipped as they go and
X out your application process.
So if you really, really reallywant the job, then do some
homework on your organizationand make sure that you are able
(18:42):
to get to the hiring manager andlet them know that these are my
credentials.
This is my experience.
I'm really excited about theopportunity of working for you
and I would love to set up atime to discuss Then great, you
might have a shot.
But if you just keep sendingresumes through the resume space
(19:03):
and you don't receiveinterviews, two things your
resume could be awful, which islikely the number one reason,
but the number two reason isthere's no relevancy to your
credentials for the job and,ultimately, wasting your time.
So I want you to be successfulin the job market.
(19:24):
I know you're talented, I knowyou have the credentials, but
it's up to you to determine howyou see yourself in the job
market with the credentials youhave.
Success in the job market isthrough the process.
You have to work the process.
It's about working smarter, notharder, and that's basically
(19:48):
the same when it goes to findinga job.
So today, you've learned thelessons about making sure that
you have a good resume, you'redressed and doing press, you're
showing up on time, or evenearly, for the interview, you
have a resume on hand to give tothe interviewee excuse me, the
interviewer you have all of thetools to be successful, you
(20:11):
follow up with a thank youletter and you find ways to
continue being relevant withinthat application process.
So, again, it is great to behere.
I wish I could have been herepreviously.
Our goal is always to do apodcast each and every week, but
(20:32):
sometimes, due to the demand ofthe job, it doesn't always work
out like that.
But trust me, I am here for you.
My focus is on Gen Z andmillennials.
This is our 160th podcast, soplease feel free to listen to
the other podcast, as we're onYouTube, we're on all the
(20:53):
different podcast platforms and,ultimately, I am here to serve
the audience.
So I want to thank all thelisteners and your continued
listenership, and I look forwardto talking to you soon on the
next episode.
So, thank you, take care, and Ilook forward to talking to you
soon.
Bye, bye.
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