How to Stop Selling Yourself and Start Being Yourself in an Interview

According to a 2018 Gallup poll, over 60% of people are not engaged at work. I believe this is likely due to not being in the right job, and, as a result, the amount of human capital and business value left on the table is unquantifiable.

If you are seeking your next professional opportunity, how can you avoid becoming a statistic? And if you already know you are unfulfilled in your current role, what do you do once you are invited to interview for a position that truly interests you?

Of course, you have to be able to demonstrate, through your resume and other professional documents, that you are the subject or functional matter expert for the role. You should also show you have been able to achieve the type of results that the hiring team will look for when they speak with you. I’ve found, through being an expert in executive coaching and career transitions, that these more technical factors are where most of us spend our time when preparing for the interview.

But from my perspective, it is highly likely that if 25 people have been selected to interview, all 25 will be smart, all will be subject matter or functional experts in the role to be filled, and all 25 will have read the same interview prep questions and written many of the same scripted answers to those questions.

My experience suggests that it is only by being you, and not selling you, that you will ultimately find yourself in exactly the right professional seat, no matter if you are starting your career or have already established one.

Follow these steps before your next interview:

Take the time to articulate what drives you.

Your values are likely what motivate you, so share with your interviewer how you will demonstrate your core beliefs in the role you seek to fill. For example, if you are leading a team for the first time, will you seek to build trust among your team and be clear enough in your vision so that you can hold one another accountable to achieve collective results? Can you listen to your team members in a way in which they know they have been heard?

If you can truly articulate how you will show up in your new role, there is no stronger demonstration of your leadership style. You should be able to describe to the hiring team how you will show up every day to execute on the role. Give them the ability to imagine you performing (and excelling) at the job. If you can do this, I believe you will make a lasting impression on the interview team.

Create your own set of questions for the interview team.

This helps you decide whether the role is a good fit for who you are. You should be ready to answer the questions you know will come to you, but it’s also important to spend time asking them what it feels like day to day to be in the role for which you are being considered. Don’t stop your questioning until you have a good understanding of being in the position. This is the only way to affirmatively determine if you will find yourself in the right seat.

Role play.

I suggest that you spend 20% of your prep time on articulating why you are a subject or function matter expert. Spend 80% of the time finding the right words to communicate who you truly are and how that would look on a day-to-day basis in the role for which you are interviewing. You might be self-aware, but a gap can exist between knowing who you are and articulating who you are in a way that’s authentic and succinct.

I’ve found that role-playing can help you hone this critical message. You can do this with a coach or a trusted friend; just ensure you are with someone who knows you well and can help you feel comfortable getting out of the “selling yourself” mindset and into the “being yourself” mindset.

Let go of the results.

If you show up in the interview being exactly who you are, know that you have presented yourself authentically, answered all the subject matter questions to the best of your ability and asked all the questions you can to help you ascertain whether the role fits you, then you’ve had a successful interview. If you have done these things, then the result — no matter which way it goes — will be the exact right one. If you do not get the job, it was likely because the fit was not right. If you do get the position, there is a much greater likelihood you will find yourself in the right seat.

Source: Lisa Walsh, Forbes

6 Tips for Internship Hunting

Are you stressed about not having a job after graduating with your college degree? Well searching for internships while you are a full-time student is key to landing your dream job. According to National Association of Colleges and Employers (NACE) 2018 Internship & Co-op Survey Report,

  • In 2018, the offer rate for interns is 59 percent, the acceptance rate is 77.3 percent, and the conversion rate is 45.6 percent. The acceptance rate increased from last year, while the other two figures dropped; this could be due to the state of the hiring market or the high number of eligible interns reported this year.
  • For co-ops, the offer rate is 34.6 percent, the acceptance rate is 80.3 percent, and the conversion rate is 27.8 percent.
  • The retention rate for intern hires after one year is 70.6 percent for those with internal experience (internship experience within the hiring organization) and 65.8 percent for those with external experience (internship experience with another organization). The retention rate for co-op hires with internal experience is 47.3 percent; for those with external experience, the rate is 46.6 percent. Meanwhile, the one-year retention rate for hires with neither internship nor co-op experience is 46.3 percent.
  • After five years, the retention rate for intern hires with internal experience is 50.2 percent and it is 52.3 percent for those with external experience. The five-year co-op retention rates are slightly lower than they are for the one- year rates (internal experience: 36.7 percent; external experience: 37.4 percent). The rate for no internship or co-op experience is 41 percent.
  1. A Not-So-Relaxing Caribbean Cruise 

    Ships are supposed to be majestic carriers, taking you on a journey across rolling waves and sun-drenched currents. Slap the word “intern” before it, and suddenly you feel sick and worried, cause that kind of ship (particularly finding one) isn’t always smooth sailing. Internships fall into that paradox of being abundant and rare simultaneously. There’s so many options, but that doesn’t mean every single one is for you. Paid or unpaid? How many credits? Part time or full time? College-affiliated or going rogue? You’ll spend hours thinking over the logistics. Then, you’re tasked with having to pick the industry, department, and actual position. Sounds fun, right? After you’ve narrowed down exactly how you want to spend a few months of your life for “the overall experience” (aka “something great to put on your resume”), you have the daunting task of actually applying.

  2. Try Not to Panic at the Intern Disco

    A common mistake people make is “panic applying” to internships just for the sake of applying. Take your time when applying. Don’t just apply to anything and everything if it’s really not something you’re interested in. You don’t want to be stuck with an internship you’re indifferent about. It’s okay to play the field, just make sure you have moderate interest. Explore your potential!

  3. Skills Pay the Bills! 

    Unique skills! Embrace them! Avoid comparing yourself to your peers; you may have an affinity for something that others wish they had. Think about it, someone applying to a communications internship probably has developed rhetoric skills comparable to a numbers genius applying to an engineering internship. Just like his or her respective interests, every student is different. Cliché alert: celebrate your individuality! Use your cover letter to highlight your strengths. It’s all about finding that sweet spot between humility and bragging, but don’t be afraid to build yourself up. There’s no harm in showing a little swagger.

  4. There Are No Meaningless Experiences

    What’s your worst-case scenario? You take an internship that maybe you expected to love, but end up dreading. The ending date can’t come soon enough. That’s not a worst-case scenario; that’s a gift. Wouldn’t you rather find out that perhaps this industry isn’t what want now instead of after accepting a job offer post-graduation? Or, look at it from the other viewpoint: maybe you take an internship that you thought you would hate and end up finding your calling! No matter the outcome, every internship and experience gives you a deeper insight into the person you want to be.

  5. No Sane, No Gain

    Remember, internships don’t exist to torture you endlessly through your college years, as hard as that is to believe. They’re a lot more than a skillset on your growing resume. Take a step back and regain perspective. Losing your sanity over application season is the easiest way to drive yourself into exhaustion. Keep a grounded head on your shoulders and don’t be afraid to ask for help. There are tons of resources out there specifically dedicated to helping students find their perfect internship.

  6. There’s Light (and Snacks) at the End of the Tunnel!

    Take a second, breathe in, and smile. Because as intimidating as internship hunting can be, it presents you with the amazing opportunity to find your interests, practice your skills, and direct you on a path to post-grad happiness. Not to mention, the free intern snacks…totally worth it.

HAPPY HUNTING!!!

Source: Chegg

Check out Chegg internship search engine here.

How To Stop Selling Yourself and Start Being Yourself In An Interview

According to a 2018 Gallup poll, over 60% of people are not engaged at work. This is possible because people are not in the right job and are only collecting a pay check. Organizations and teams with higher employee engagement and lower active disengagement perform at higher levels. For example, organizations that are the best in engaging their employees achieve earnings-per-share growth that is more than four times that of their competitors. Compared with business units in the bottom quartile, those in the top quartile of engagement realize substantially better customer engagement, higher productivity, better retention, fewer accidents, and 21% higher profitability. Engaged workers also report better health outcomes.

Take the time to articulate what drives you.

Your values are likely what motivate you, so share with your interviewer how you will demonstrate your core beliefs in the role you seek to fill. For example, if you are leading a team for the first time, will you seek to build trust among your team and be clear enough in your vision so that you can hold one another accountable to achieve collective results? Can you listen to your team members in a way in which they know they have been heard?

If you can truly articulate how you will show up in your new role, there is no stronger demonstration of your leadership style. You should be able to describe to the hiring team how you will show up every day to execute on the role. Give them the ability to imagine you performing (and excelling) at the job. If you can do this, I believe you will make a lasting impression on the interview team.

Create your own set of questions for the interview team.

This helps you decide whether the role is a good fit for who you are. You should be ready to answer the questions you know will come to you, but it’s also important to spend time asking them what it feels like day to day to be in the role for which you are being considered. Don’t stop your questioning until you have a good understanding of being in the position. This is the only way to affirmatively determine if you will find yourself in the right seat.

Roleplay.

I suggest that you spend 20% of your prep time on articulating why you are a subject or function matter expert. Spend 80% of the time finding the right words to communicate who you truly are and how that would look on a day-to-day basis in the role for which you are interviewing. You might be self-aware, but a gap can exist between knowing who you are and articulating who you are in a way that’s authentic and succinct.

Let go of the results.

If you show up in the interview being exactly who you are, know that you have presented yourself authentically, answered all the subject matter questions to the best of your ability and asked all the questions you can to help you ascertain whether the role fits you, then you’ve had a successful interview. If you have done these things, then the result — no matter which way it goes — will be the exact right one. If you do not get the job, it was likely because the fit was not right. If you do get the position, there is a much greater likelihood you will find yourself in the right seat.

For information or to see similar articles check out Forbes website.

22 Red Flags to Look for When Applying for a Job

Job searching can take a lot time to find what best suits your professional career. Knowing these red flags can provide you with a reason to look a little closer to see if that job really would be a good fit for you.

  1. Vague Job Description. You should be able to figure out what you’ll be expected to do.
  2. Culture of Work, Work, Work. Does the hiring manager say things like, “Many of our employees stay later?”
  3. Unprofessional Communication. This could indicate that your potential employer doesn’t have a sense of boundaries.
  4. Lack of Communication. If a company says they’ll get back to you in a few days and several weeks go by, that could be a red flag.
  5. Earning Potential is Stressed Over Current Salary. IF you’re told that a low salary will be made up for later, that could be a red flag.
  6. You’re Offered a Different Job Than You Applied For. What’s the new job description? If it’s substantially the same, but comes with a lower salary, that’s a red flag.
  7. You Can’t Get a Straight Answer on the Promotion Track. If your hiring manager can’t outline a career track, maybe you’re entering a dead-end position.
  8. An Ill-Defined Company Mission. Without a good plan, a company is more likely to fail.
  9. You’ve Just Seen Unsettling News Reports. If news reports indicate a shake up, it might be better to focus on other opportunities.
  10. A Poorly Designed Company Website. A company that doesn’t pay attention to details probably isn’t going to care much about its employees.
  11. Your Interviewer is Messy. Is the desk completely covered? Is the trash can overflowing?
  12. Combination of Low Salary and Few Benefits. Without solid benefits to offset a lower salary, it might not be worth taking the job.
  13. The Company Lowballs Your Salary Offer. If the salary doesn’t match what was offered in the ad, the employer might not live up to other promises.
  14. They Offer You the Job on the Spot. Wait a minute. Why are they so eager to nail you down?
  15. Company Reviews Are Poor. If there are a lot of poor employee ratings for the company on Glassdoor, that’s a huge red flag.
  16. Current Employees Don’t Have Much Good to Say. If they can’t seem to find a way to convey anything other than lukewarm or doubtful praise, that could be a red flag.
  17. You’re Treated Rudely During the Interview. Pay attention to how employees treat each other while you’re there.
  18. The Terms of Employment Keep Changing. Check for discrepancies in what you were told and the final offer.
  19. The Application Process Is Cumbersome. Is the application confusing frustrating and inefficient?
  20. You’re Asked to Work for Free. If your potential employer doesn’t value you or your time, that could be telling in the work environment.
  21. Unorganized Onboarding Process. If an employer doesn’t have some sort of onboarding process, they might not have the systems in place to effectively scale their company.
  22. You Can’t See the Employee Handbook. The company should allow you to read it and ask questions.

Article referenced is located here.