I am retired, 100% disabled and stay at home. Can't really work so my wife is working full time. She went back after three years and is trying to get a better management job in sales and marketing commensurate with her experience. She has twice been told she is in the top two or three candidates. She submits a 90 day plan for really good prospects and I was wondering if anyone had any suggestions as to ideas you may have seen or used that helped distinguish yourself or as a hiring manager one candidate over another to help her get that number one slot. Thank you for your help and suggestions.
Hi Mark, you have received some great advice from the advisors to date, so I will only add one thought, specific to your question. As has been pointed out, many things are being factored when interviewing a candidate and some interviewers are much better than others in terms of creating balanced and open dialogue. Something to consider at the end of the next interview is to pose a statement , followed by a question. For example: " I would really love the opportunity to join your team as I know I have the experience and skills that you require and would make a positive impact. Do you have any reservations that we need to discuss of why I would not be the # 1 candidate for you to consider?" If done properly, it allows a few things to then happen:
1) If the interviewer has any concerns, but has not voiced them, it gives the candidate an opportunity to offer a rebuttal in a polite , but factual way.
2) It shows confidence and commitment to the prospective employer.
It's not guaranteed, but when the time comes for " do you have any questions?" It can be one, of several, for consideration.
Thank you for your service Mark and Good Luck!
Best Regards, Mike
From one LT to another (first of all, of course, thank you for serving us all):
A picture of yourself could help, given your disability. Normally, not useful.
Insure you know what the company stands for and what the position calls for and then, in bullit format, state how you are the ideal candidate; state the reason for each of the job requirements/how you ARE what the company stands for.
Let me know what happens. email@example.com.
If she is 'truely' making to the top 2 or 3 slots for consideration, it is often 'luck' as much as anything else. Hopefully, that is not sue a line she is being given along with other candidates for the position.
I have been on both sides of the fence here - both as a hiring executive and one seeking a position so without actually know what transpired it is difficult to answer - however, the advice given so far seems to be on target.
If she hasn't already, I would suggest she know everything about the firm (past, present and project future), its top management, and the interviewing agent to the point where she knows them as well as they know themselves. At this stage most hiring decisions are based on personality and how she will fit into the culture of the firm. By this stage, I would image the top 2 or 3 candidates are all technically qualified - so now firms are looking for 'fit' and value-added beyond the job description.
Best of luck with what is a tough and at times frustrating experience. Above all she should keep smiling and never doubt herself - which I am sure you tell her often.
A 30-60-90 plan is a great idea. I would make that a part of a total business plan as part of the final interview. The business plan should include a SWOT analysis. This will show the interviewers that your wife understands what she's about to take on.
I hope this helps. Please feel free to ping me if you haven any questions.
I've been in the recruiting industry for 19 years, ex-Army Artillery officer, please email me at Richard@babbmcgrew.com on a convenient time to chat.
Thank you for your service. I've come to know and follow the author/speaker. The two questions should give the basis to everyone who wants to be able stand out during the process.
Hopefully everything went well for you and your wife. If she's still running into the same situation though then the only thing I have to add here is to tell her to be herself in the interviews. That was input I received from my last few jobs. They liked how I was myself - very enthusiastic and willing to learn more to help the company, if hired - and wasn't trying to tell them what I thought they wanted to hear.
Lots of excellent advice the others gave you here. Best of luck to you and your wife.
Take care of yourself, man!
Here's my question. What does it mean that you're 100% disabled? If you can write a message on this website and sound coherent, then I'd say you're only 50% disabled. Why don't you give yourself a pat on the back and try to do something gainful so you can be happy. When you stay active, you stay happy. Even if it's volunteer work online for starters. I mean well and I know lots of people with disabilities who hit rock bottom, then picked themselves up, dusted themselves off, and did something useful so they don't feel down on a daily basis. Best Wishes to you and your wife. -June R Massoud
I want to say that your wife is really hard worker, that she took on a better managerial work on sales and marketing. It now plays a huge role in meeting the demand of consumers in the market. Only with its help you can get the maximum possible profit! Marketing put the relationship between producer and consumer on a scientific basis, playing the role of a link connecting the entrepreneur and the consumer. I also work at the company that deals with
web development https://www.boldwebagency.com.
Congrats to her. Sounds like she is doing well. She needs to show them she does understand the sales and marketing process. Do not let them be responsible for the next step. Take control of the process as any good marketing person would do and contact the interviewer. Ask him/her the next step preferred buy the company hiring process. You can trust this action. Most candidates will sit back and wait for the company to make the next move. You will stand-out and impress them. Good luck.
Most successful sales reps bring "brag" books to interviews. There are letters from customers, awards, sales rankings; Anything that shows sales accomplishments. Sales managers were usually interested in these books. I always looked for how effectively they could communicate, listen and establish rapport. Many sales reps have to present to panels so we would have panel interviews. I think it is more effective to show previous 30-60-90 day plans. However, if it is required I'd base it on the methodology that made it successful. I would also explain how the plan was developed based on previous successes.
In addition to what others have suggested (I second the 30-60-90 day plan) I would suggest the following:
* A sales/marketing portfolio that outlines specific samples of work, or example sales scenarios that you don't have the opportunity to cover in your LinkedIn profile, or your resume. For instance, if you closed a sale at an account that was traditionally a competitor's account, a slide outlining the context, what you did, and what it led to would be good
* A slide outlining how you see yourself working with other functions - this will dovetail very nicely with the 30-60-90 day plans.
Happy to share the portfolio, the 30-60-90 day, and the cross-functional plans I have used. Please PM if you are interested
I agree with James Spencer above. Being in the Top 3 implies that you have the technical capabilities needed for the position. It comes down to the personality traits he describes.
However, I recommend networking with someone who works for the company, or someone who knows someone in the company and will introduce you. Current statistics show that 80% of all jobs are filled through networking. Ask the same questions Spencer presents in the second paragraph in a one-on-one situation. You will likely learn more than just calling HR.
If you or your wife is in the top three job skills no longer matter in the interview. The boss is sure you/she is able to do the job or you would not be in the last three. From now on what the boss wants to know is which of you is the best fit for the company; who will help them reach company goals, who's personality fits best with the company personality, who is the strongest person? etc.
Contact HR and identify company goals, what things does the boss like? What are your goals common to the company goals? Learn what you can about the person who would be your immediate supervisor? All of this activity will make you unique and you will "Stand Out".
Oooooooops! In my haste to respond did not read your comments fully.
My other comments stand.
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