๐Ÿ• ๐ƒ๐ข๐Ÿ๐Ÿ๐ข๐œ๐ฎ๐ฅ๐ญ, ๐›๐ฎ๐ญ ๐‚๐ซ๐ข๐ญ๐ข๐œ๐š๐ฅ, ๐ˆ๐ง๐ญ๐ž๐ซ๐ฏ๐ข๐ž๐ฐ ๐๐ฎ๐ž๐ฌ๐ญ๐ข๐จ๐ง๐ฌ

Once Iโ€™ve read your LinkedIn profile and your resume and been convinced that your background and skills could be a match for the job Iโ€™m recruiting for, Iโ€™ll want to talk with you.

When I talk to someone, my basic questions are:

1. Why are you here?
2. Why are you leaving your current company?
3. What interests you about my client company?
4. What can you do for my client?
5. Can you do the job?
6. Can you more than do the job; i.e. do you have what it takes to get promoted?
7. How have you added value in the past?

Most recruiters, internal or external, do not ask these questions. They merely engage in a matching process.

My process is different, and it drives my metrics:

โ€“ Over 50% of my placements are still with that organization after five years.
โ€“ Close to 100% of the longer-tenured placements have been promoted at least once.

Interviewing is a learned skill. You need to figure what works best for you and what doesnโ€™t.

The better prepared you are for an interview, the more likely you will be to succeed. If you have a good resume, you need to spend some time and effort learning about the company. Have a set of questions you can ask to show your engagement, curiosity, and willingness to do research.

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