| What does it take to set yourself apart from the | | | | much easier to gear your interview answers toward |
| competition in the job interview process? Is it a killer | | | | positioning yourself as a stand-out candidate. |
| resume, a brag book, a 30/60/90-day plan, a great | | | | It's fair to ask your recruiter what the other candidates |
| LinkedIn profile, smooth interview skills, or how well you | | | | look like who are interviewing for the position, and you |
| prepare for the interview? Yes, it's all those things. | | | | can even ask the interviewer. When I interviewed, I |
| AND, it's more. It's how you position yourself in relation | | | | would ask the hiring managers about my competition. I |
| to your competition. Who is the hiring manager | | | | would ask "what have you liked?" or "what have you |
| comparing you with? How do you stack up? What do | | | | not liked?" By asking the questions, I could tell what the |
| you have to offer? | | | | hiring manager was looking for and then adjust/tailor |
| Think about your competition and analyze them. What | | | | my answers, which always resulted in a great |
| is their experience? What is their education? What is | | | | interview. |
| their product knowledge/industry knowledge/client | | | | If you come out of the interview and you've allowed it |
| knowledge? And then you need to ask those | | | | to be a ping-pong session where they ask questions |
| questions about yourself. What do you know about | | | | and you answer them, and you haven't controlled it to |
| the products? What do you know about the clients? | | | | highlight the things about you that are special and |
| What's your background or education or experience? | | | | make you unique, then you probably won't get the job |
| What do you have to offer? How do you compare? | | | | offer. |
| Once you pinpoint that kind of information, it becomes | | | | |