> Focus on the future, even though interviewers mostly ask about your past. Have ideas and examples of what you would/could do for them vs. only recounting what you have done. Create ways to talk about what you know about them and what you would do about it.
> Have a mental triangle of three key points (with several examples) that you want the hiring manager to remember about you when you leave. Rotate between those three points as often as possible to drive them home and provide consistent messages between groups.
> A wise communications leader once told me that in media interviews, you don't have to answer the question that is asked; you can redirect with an answer to a different question. The same advice applies for interviews.
> Acknowledge and address any shortcomings head-on. Proactively give them solutions to reassure them that you can overcome your limitations vs. hoping that they won't notice.
> Be the seller vs. being the buyer. You are not the buyer until an offer is made; only then do the roles reverse.
> Do homework and research beyond the obvious and then share something about a need/solution that the other candidates are unlikely to have mentioned.
> Make note of first impressions and alignment with pre-interview expectations and post-hiring reality. There is a golden opportunity to make astute and helpful observations in your early days of hiring based upon a side of the organization that only "new eyes" can see.
> Thank you notes DO matter.
> Don't be too discriminating on the front end and limit your search too tightly. Cast a wide net and discriminate on the back end after you have learned what the position/organization is truly like.
-- beth triplett
leadershipdots.blogspot.com
@leadershipdots
leadershipdots@gmail.com
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