You may not be getting enough interviews for the following reasons:
A mismatch occurs between what you are targeting and who you are when one or both of the following are true:
You may not be qualified for the companies or jobs you are targeting. Some industries or functions have very specific certification requirements, GPA minimums, or some other very clear deal breaker. If you are focusing your efforts on these competitive areas, and you do not have the prerequisites, you are sabotaging your search. Review your targets to see if they are appropriate for your experience and skills. Be realistic with what the requirements are and what you bring to the table. You may need additional experience, another degree or certification, or a specific skill you do not yet have before you can go after your targets.
Similarly, you might be going after the right companies or jobs, but your positioning, the way you represent yourself, may not reflect how good a fit you are. Your targets may be correct, but you may not be positioning yourself correctly to your target. This is a marketing problem. Review your résumé, cover letter, networking pitch, and online profile to ensure that your marketing reflects that you are indeed a match.
Your marketing may be incomplete when you focus too much or exclusively on only some, but not all, of the four main elements of your marketing campaign:
Prospective employers often favor some elements more than the others, but you do not know which employer favors which element, so you have to be strong across the board.
Many job seekers spend a lot of time on the résumé, but not as much time on the cover letter or other correspondence. If your overall package is not consistent, you will lose out if a prospective employer happens to weigh the cover letter most heavily. Some job seekers do not have any online presence. If you do not have an online profile, and recruiters are looking for you online, then they will not find you. If you are not getting enough interviews, your marketing is not getting through to prospective employers. Review your marketing to ensure that you have both a strong résumé and online profile, that cover letters and all your correspondence are effective, and that you have a compelling and memorable networking pitch.
Finally, you may not be getting interviews because you are relying too much on passive methods—recruiters or job postings—to get you interviews. Recruiters and job postings are just one source of leads. They are passive sources because you are waiting to be selected. You are giving up control of your search to someone else.
Instead, take a more active approach:
The majority of jobs are filled by candidates who are referred directly by employees or who otherwise network into the company. Fewer jobs are filled by external recruiters or unsolicited responses to job postings. Review your approach to ensure that you are directly networking with prospective employers and not just relying on recruiters or job postings for your leads.
You may not be getting called back after your interviews for the following reasons:
Some job seekers blame the interviewer for not asking the questions that will enable them to highlight their best self. It’s true that some interviewers don’t know how to interview well, or at least in a way that enables the job seeker to show his or her best. But it’s the job seeker’s responsibility to control the interview. You should have three to four key message points that demonstrate why you should be hired. These are your unique strengths, skills, experience, and personal attributes most relevant to the job being discussed.
You need to weave these key message points into the interview, regardless of what is specifically asked of you. Think about the president of the United States facing the press room: He does not wait for the right question. He has an agenda prepared in advance and uses whatever question he gets as a springboard to forward his agenda.
The best candidates give examples with details and tangible results. You don’t say you have great analytical skills. You talk about a specific example of when you used your analytical skills and the quantified results you achieved for your employer because of them. You don’t say you work well with people. You give a specific example of a project that involved coordinating a group of people or communicating or relationship building. You don’t say you will learn on the job. You come in having clearly researched your target company with specific ideas of what you would do in your role.
A good framework exists to ensure that the examples you give clearly highlight your contributions. That framework also gives the interviewer a good sense of the scope of your responsibility. To emphasize your contributions, answer these five questions:
For example, Russell S. is a recent undergraduate with extensive music-related internships but who now wants a sales role upon graduation. To highlight that his experience in music was indeed relevant to sales, he walked his then-prospective, now-current employer through a sample music project. He deliberately picked a promotion project because it is closely related to sales:
This chapter started with the importance of harnessing motivation at will. A major way to kill an interview is to have low energy. If you are not excited and enthusiastic, it looks like you don’t really want the job. Many prospective employers will choose the less-qualified but more-enthusiastic candidate over a great candidate who appears disinterested. Remember the suggestions earlier in the chapter for motivational routines to follow prior to a job interview. There are several steps you can take the night before the interview:
The morning of the interview, certain actions can help ensure your interview is successful:
On the way to the interview, continue to maintain your motivation:
You might not be closing the offer for the following reasons:
Here’s that motivation issue again: you need to ensure that you are at peak performance throughout all of your interviews. You can’t just start out strong and assume that the positive feedback will carry through. What’s tricky about the later stages of interviewing is that job seekers experience a roller coaster of feelings. They are elated at being called back, but many interview processes last for multiple rounds. After a while, it’s physically, mentally, and emotionally exhausting, and a job seeker gets tired, which looks like disinterest, which kills the later interviews. Refer to the refreshment activities suggested earlier to maintain your long-term motivation, including these activities:
There are a lot of time gaps in the hiring process—the time between when candidates apply and when interviews are scheduled; the time between when interviews are scheduled to when they actually happen; and the time between when various candidates get through their interviews and decisions can be made. During these gaps, the employers are seeing other candidates. You think you are just waiting patiently, but don’t stay out of sight for too long:
In the six steps to job search success, the last step is to close the offer, not get the job. We focused the language specifically on the offer, as opposed to the job, because you always want an offer, but you may or may not want a job. The offer puts the ball back in your court, so you can decide what’s best for you. If you only interview at companies where you are sure you want the job, you won’t interview that often because it’s not easy to evaluate a job without interviewing for it. Yet, you don’t want to analyze the job too closely as you interview because then you seem unsure. Recruiters and employers can see the doubts you bring to interviews. Therefore, go for the offer, not the job. Be 100 percent committed to getting an offer (you can still say no, after all). Don’t ever show the interviewers you are second-guessing.
The key to troubleshooting your search is having good data to review but also being honest with yourself about where you are. Remember that the stage where you are stuck—whether it’s not getting interviews, not moving forward, or not getting offers—is not a reflection of the quality of your candidacy. It is a reflection of your job search technique. You might be an amazingly qualified candidate, but have poor job search technique. Remember, you can learn good job search technique and adjust what you are doing to improve your search going forward.
There are very good reasons great candidates get stuck in their search. Career changers, on-rampers, or international candidates needing sponsorship are just some examples of candidates who may have trouble getting interviews. Employers prefer people who have done the job before (sorry career changers), or people currently active in the market (sorry on-rampers), or people who are easiest to bring on board (sorry internationals). All three of these candidate groups may have exceptional candidates, but they are coming with preexisting red flags that need to be overcome. Therefore, don’t see an ineffective job search as a poor reflection on you. Just acknowledge that something isn’t working, try to identify it, and fix it.
Build in time for regular troubleshooting, at least every thirty days. Schedule time for job search review in your calendar at these regular intervals, so that you automatically save the time when it arises, and you don’t have to rely on your memory or discipline. Regular review ensures you identify and can stop problems early.