YES! You just got the call and the interview is scheduled for tomorrow.  This is what you have been waiting for.  But, are you ready?  The most successful job seekers, the ones who find the best jobs the fastest, know three things.  (1)  They know exactly what they want in their next job.  (2)  They know what they have to offer the employer that differentiates them from the competition.  (3)  They know their value.  Preparation is the key to a successful interview.  When you are prepared, you will be confident and self-assured, which makes you very appealing to the interviewer.  Here is a list of questions to help you prepare.  If you have clear, strong answers to these questions, you are well on your way to acing the interview.

1. Do you know exactly what type of job is right for you? If they ask you, what will you say?

2. What do you have to offer the company that is uniquely you and that is different from your competitors?

3. What is your branding statement and how will you use it during the interview?

4. What is your value proposition and how will you incorporate it into the interview?

5. What are the three to five attributes you bring to the job that you will emphasize throughout the interview?

6. Do you have accomplishment stories for each of the attributes you identified in Question No. 5?

7. Have you prepared answers for the most commonly asked interview questions?

a. Are your prepared answers each 60 seconds or less?

b. Are your answers succinct and to the point?

c. Do they incorporate your three to five attributes?

d. Do you include stories?

8. Are you prepared to answer any questions that might be raised from your resume?

9. Have you thoroughly researched the company?

10. Have you researched the hiring manager and others in the company?

11. Do you have a list of questions you want to ask during the interview?

a. Do those questions show your curiosity and interest in ensuring the company, the job, and the manager are the right fit for you?

b. If asked, can you explain why you are asking each question and what answer you are looking for? For example, if you ask about the company culture, can you explain what type of culture you prefer?

12. Are you comfortable with silence?

13. Can you stay on message and not say more than necessary?

14. Do you have the proper clothes ready?

15. Will you remember to sit up straight, lean forward to show interest, maintain good eye contact, and smile?

16. Will you remember to listen carefully to what they tell you they are looking for and incorporate their description into your answers?

17. Can you keep the interview conversational, asking the interviewer(s) questions as you go along?

18. Do you have your research documentation, additional copies of your resume, your reference letters, your portfolio, and anything else you want to take with you to the interview neatly organized and ready to go?

19. Is there any reason they wouldn’t hire you? If so, resolve the issue and overcome any objections.

Now, you’re ready. Best of luck!

I was talking with a job seeker the other day who said she was told she didn’t get the job because they didn’t consider her a good cultural fit.  It’s true that more and more companies are placing less emphasis on experience and more emphasis on cultural fit. This is a huge plus for the job seeker because a company that is concerned about cultural fit is more likely to be concerned about their employees’ well-being and job satisfaction.  As a job seeker, you want job fit and cultural fit, so finding an employer with the same goals is ideal.

As you are researching companies to target in your job search, you want to identify their company culture to determine your fit.  A company’s culture is its personality.  It includes how people dress, how they interact during working hours and outside of work, the hours they work, the level of cooperation and/or competition among employees, and even how employees keep their office space.  The culture includes the company’s values, and it will affect how you do your work, your daily comfort level at work, and your career growth and opportunities.  When you focus your job search on companies that have the right cultural fit for you, you job search will be more productive and you will get greater satisfaction from your new position.

Attention:  Live in Overland Park, Kansas — Perfect-fit Workshops start April 19!  You don’t need to struggle in your job search anymore, let me guide you step-by-step to re-employment in record time.  My program is comprehensive, customized to your needs, and goes well beyond what any outplacement firm has to offer.  You will leave my workshops 100% prepared to take your job search to the next level and land your dream job.  Register now at http://www.occupationalzen.com/program-enrollment.html

A reader writes:

I have a few companies I am targeting where I have a real interest and passion about their activities.  In mainly informational interviews, I think I have demonstrated my interest, passion, and qualifications for working with the company.  I continue to send relevant information to my connections within the company as a way to be a warm contact should they be hiring.  I have even written my own job description to demonstrate my potential value, even at their suggestion.

I know there is potential at the company as they have growth plans, even these days.

My question is, what is / isn’t appropriate to continue to stay in front of them?  How much is too much?  What could be relevant to continue to be a warm and interested candidate?  Is there a fine line between being interested and passionate about a company and “stalking” them?

My reply:

It sounds like you are doing everything right.  You continue to stay in touch by sending relevant information and you have written your own job description.  To answer your question, yes, there is a fine line between interested and annoying or, as you say, “stalking.”  One option may be to ask the person how often you should remind them that you are still interested.  You might say something like this, “I am very interested in contributing my talents to (state company name) and I would like for you to keep me in mind if a (state job title) position becomes available but I don’t want to be a pest.  How often would be appropriate for me to send you a brief email as a reminder?  Is every two weeks too often?  Is once a month better?”  If you don’t feel comfortable asking, I would suggest about every four weeks, but everyone is different as to how they perceive the passage of time and a show of interest, so that is just a guideline.

Here are some other options to keep your name in front of them:  (1)  Connect to them on LinkedIn and update your profile weekly so you show up in the LinkedIn updates they receive.  (2)  Follow them on Twitter if they tweet.  This may give you other insights as to how to connect with them.  (3)  Find out if there is an industry group that you can join or attend that they might participate in.  If they see you at meetings, they will realize how serious your interest is and you will have an opportunity to interact with them.  (4)  Do they write a blog or follow a blog that you can comment on?

The most valuable thing you can do whenever you are looking for a job is to immerse yourself in the industry that you want to work in.  When you become a participating member of an industry community, you will find all kinds of opportunities to connect with people.  You will stay current on the latest happenings in the industry, which gives you something to talk about with your contacts; and you will build a network that will provide multiple connections back to the people you want to stay in touch with.  Best of luck with your job search!

What methods do you use to stay in touch?

Imagine you walk into your local Walmart Supercenter tomorrow afternoon and the greeter is wearing a tuxedo and offers you a glass of wine.  As you gaze into the store, you see a large, carpeted shoe department with neatly displayed designer shoes on teak wood display cabinets, rows of chintz upholstered chairs, and salesmen dressed in suits and ties.  At this point, no doubt, you think you have entered the Twilight Zone.  Most likely, you are also disappointed because you came looking for low prices, not designer apparel.

That is the importance of brand.  We associate specific characteristics with a brand and that sets our expectations.  There is great comfort in knowing what to expect.  The unknown or uncertain is disconcerting and uncomfortable.  When a hiring manager is evaluating candidates for a new hire, she will choose the person she believes will meet her expectations for the job.  That is where your personal brand comes into play.

It is imperative that you choose your brand because if you don’t, others will choose it for you.  You want to ensure that your personal brand is authentically you.  For example, if public speaking is your greatest fear and you have no desire to overcome it, don’t try to sell yourself as someone with a strength for oral presentations.  However, if there is a job for a project manager and you love to bring in projects on time and under budget, identify the special talent you have for your success and promote that as your brand, which will quickly establish you as a good fit.

What is your current brand?  What you are known for?  How would your coworkers describe you?  For what type of projects, issues, or challenges are you the go-to person?  What talents led to your greatest accomplishments? Are you happy with your current brand or would you like to change it to something else?  Most important, are you effectively marketing yourself under your chosen brand?

To successfully land your dream job, you will have to convince the employer that you are the right person for the job.  You accomplish this by setting expectations with a consistent and recurring representation of your personal brand in your résumé, your cover letter, your interviews, your social media profiles, and with your references.  Have you established a consistent theme that makes you an easy match for a hiring manger?  If not, I encourage you to identify your personal brand, rewrite your promotional materials, and revise your answers to interview questions.  Then, get prepared for a much more successful job search.

Join me for a more in-depth discussion of personal branding on Thursday, March 4, when I will host a FREE Teleseminar, entitled “Get Hired Now!  The Power of Personal Branding.”  Sign-up at http://tinyurl.com/ygwyx3o

A reader writes:

I was recently contacted by an out of state recruiter about my resume for a position. We had a great phone conversation and they said they are sending my information to the next level for review. Are there any tips you can give to help make it to an in person interview when a recruiter passes your resume to the next level?

My reply:

There are a few different things you can do.  Recruiters look good when they present top-quality candidates.  To help your recruiter advocate on your behalf, you might want to send him/her some additional information that demonstrates your fit for the position.  For example, from your research or your conversation with the recruiter, you may have identified a particular need that you can address with an accomplishment story from your past experience.  You can write up your story and email it to the recruiter.  You can ask the recruiter if there is anything else you can provide to help him/her “sell” you to the hiring manager.

Another way to increase the likelihood of an interview is to find someone internally that can refer you to the hiring manager.  This technique always increases your chances of an interview.  You may have to get creative about finding internal contacts.  Use the Internet and social media to find people who work for the company and then look for a common connection, such as college, shared membership in an organization, a LinkedIn connection, etc.  Find an email address and ask them some questions about the company to establish a relationship, and then ask if they would be willing to pass along your résumé.

The third suggestion is to contact the hiring manager directly.  Again, you may have to get creative with your detective work to identify the hiring manager, but it can be done.  It may be a simple as calling the company and asking who is hiring for the position, or you may have to dig further.  Best of luck!

Other suggestions?