Learn to Use the
Law of Attraction Principles
in Your Career Search
If you’re looking at Landing Your Dream Job, this book is for YOU! As a top professional recruiter, Betty gives “insider information” on how to accelerate your process–how to plan, prepare and execute your search.
~ Anthony Rudolf, Sales & Marketing Executive (NJ)
This book is a powerful tool… it brings timely information in these economic times. It is laser-focused and written with great professional insight, along with a little humor to make it interesting. Betty is a consummate professional and one who is passionate about both her candidates and clients. I strongly recommend this information to anyone serious about making the right move in their career.
~ Carl Davidson, President, Davidson Consulting Group LLC
Betty Motsenbocker is transforming the world of career management–one chapter at a time. By looking outside of the box, Betty’s work incorporates cutting edge principles. I have benefited from her guidance over the years and recommend you take the next step to realizing your dreams.
~ Sara Liftman, Sr. Market Strategist & Risk Consultant (OH)
“Betty Motsenbocker has placed hundreds of people in jobsbecause of what she enabled them to do with their resumes and their interviewing skills. This book is the resource that you need to get the job you want and deserve. It offers more than any treatise published on this subject, past or present.’’
Chairman Emeritus, Management Recruiters International
“Even if you are not contemplating a current career change, this book will assist you in knowing yourself, surfacing your professional passions, and increasing your confidence. If you are a hiring manager this book is an excellent resource to help you improve your hiring process to narrow your search for the best, most prepared candidates who will contribute to your success. I’ve known Betty for many years. As a candidate I have personally benefitted from her wisdom, exacting preparation drills, and guidance. I am thrilled that she is making this wisdom available to everyone.”
Christina Hirsch, Sales Executive (CA)
“I recommend this book to anyone that is serious about their professional future: Betty’s on-target complete guide will help you get that job you never dreamt possiblethat it is within your reach. She teaches you that building trust with her candidates and clients has helped her get the answers to questions most recruiters don’t have. Betty helped me prepare far beyond the basic 10-question list by understanding Behavioral Questions that may be asked as well as making sure I was a cultural fit. Her follow-through throughout the process is 2nd to none throughout the whole interview process; it is a skill that Betty has turned into an art form.”
Tomas Lepp, Strategic Sales Director (FL)
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Read an Excerpt
LAND THE JOB of YOUR DREAMS
By Betty J. Motsenbocker
AuthorHouseCopyright © 2013Betty J. Motsenbocker
All rights reserved.
YOU HAVE JUST RECEIVED A CALL TO SET UP A PHONE INTERVIEW, WHAT NOW?
The Beginning Steps: How to Prepare for the First Phone Interview
Step 1: First things first.
When you get the call for the interview: Set the appointment three to four days from the date you receive the call. In other words, don't accept an appointment before you have time to research and prepare for the interview, even when it is a phone interview. You must be serious about preparation! Don't fly by the seat of your pants or skirt! You need time to do research and prepare for the call!
I provide a lot of details on phone interviewing in these first two chapters; the reason is because the majority of the time, the first interview is on the phone in today's world. This phone interview will make or break you for the next step.
Step 2: Take preparation seriously.
Honestly, it only seems like rocket science ... it is not! It is a sales presentation for the best product you'll ever have to sell—you! You are going for the Gold, your Oscar (Chapter VI) with every interview! If you don't prepare in the manner I discuss in this book, you may miss out on a great opportunity; you will not know unless you prepare in detail so you will be moved to the next step in the interviewing process. Only then will you have the opportunity to say "yes" or "no" to a job offer!
Step 3: Review the corporate website in depth.
Write down the adjectives and/or wording a client uses to describe the company's services and solutions, including the wording used on the job description. You are looking for wording that is relevant to your skills and background. This information is to be incorporated in your questions and answers in the interviewing process, as well as on your resume. In other words, when possible, you will be talking the same language. (This is discussed in more detail in Step 8 in this chapter.)
Step 4: Interview to Impress
Start by asking Intelligent Questions. Listed below is a short list of questions regarding corporate history; they are a good starting place, with broad general questions. You can drill down later once you've established rapport.
a) Corporate History: Include questions on their most recent history, maybe the last one to five years; often this will bring up profitability questions, and if they have had challenges; you can ask how these issues were handled. If appropriate and there is time, you can go back and ask more detailed questions; this normally would happen in a face-to-face interview, when there is more time for detailed questions and answers.
b) Ask about their corporate goals and regional goals. Prepare the appropriate questions for the position for which you're interviewing and the questions you need answered for your career goals.
c) Always ask non-confrontational questions—not, "I noticed your stock prices took tremendous drop last year, why, since the industry is in a growth mode?" If you start with this attitude, an interview rarely progresses in a positive manner. Consider this phrasing; what strategic marketing plans are in place to take advantage of the growth in the industry? (Refer to Chapter V, Sec. 2, Step 6 for additional suggestions.)
d) Key questions to ask: What skills and experience are needed for the position, and what kinds of backgrounds have been most successful for the company?
e) Ask why they are hiring (expanding, a replacement or rebuilding/reorganizing)? Asking if someone has been "fired" is inappropriate for many reasons; EEOC (Equal Employment Opportunity Commission) rules are a major one; www.eeoc.gov will give you greater insight into government regulations on this topic. Reminder: If a previous employee had been doing a good job and was happy, the person would still be there.
f) Your goal is to discover if this is the right opportunity and company for your next move. You really want to learn more about the possibilities for your future, where the company is heading, what their goals are for the next one to five years or more.
g) Some of the above questions should be answered in your "discovery" process with the recruiter or through your own research.
h) Reminder: Not all of your questions will be answered during the first interview. You want to ask the ones that are most important to you initially to be sure it's an opportunity you want to explore further.
Step 5: Let's get started with specific questions.
The questions below will get your thought process moving and in the "interviewing mode." Many more basic interview questions and behavioral interview questions are listed in Chapter II, Section 2, and Chapters III and IV.
a) Why is the position open? Is there anyone internally that could do the job?
b) Was the previous person promoted, or did the person leave the company?
c) What were the reasons the interviewer joined the company? If there is time, ask about his or her background. Always ask in a genuine, friendly style. You may find you have similar connections from school or job history. (Reminder: The phone interview will be for a limited amount of time; the face-to-face interview will be much longer.)
d) What are the goals and objectives of this position for the next twelve months, the next twenty-four months, or longer? Ask the same questions for the company. Where have they been, and where they are headed?
e) A key question to ask (or some version of it), "What major issues do you need the new employee to resolve to make your job easier?" (Ahhh, a problem solver!)
f) If for a sales position or sales management position, you will want more specifics on the region, territory, the overall goals, and what they want to have changed. Most of the same questions that are asked at a sales level would also be asked at a sales management level; they would be focused from a management standpoint.
g) Six months from now, how would you judge my success? One year from now? Two years from now?
h) What do you think is the most difficult challenge for the position? For the company?
I) Do you have an employee training program?
j) So many companies have had to downsize, have you experienced this? If so, how was this handled?
Additional insights on interviewing:
* Interviewers often look to see if you really understand what they are saying by the kinds of questions that you create from their answers. (For sales, this would be how you qualify a client's needs.)
* All of the above questions work for all positions—senior management positions, sales, administrative positions, or customer service positions. Companies "buy your services" (hire you) because of what you offer and bring to the table ... and how you will solve their problems. Be the answer to their problem and part of the solution. It doesn't matter what position you are interviewing for, you must spell out (sell) your skill set. Do not expect them to understand and see how you fit.
Step 6: Creating Instant Rapport (the NLP Factor, neuro-linguistic programming)—a very unique communication style
You can Create Instant Rapport with your clients and colleagues through a process called "matching and pacing." This is based on the principle that people like people who are like themselves. People from New York are known to speak quickly and "get right down to business" and like people who also speak quickly and don't waste the
Excerpted from SECRETS REVEALED by Betty J. Motsenbocker. Copyright © 2013 by Betty J. Motsenbocker. Excerpted by permission of AuthorHouse.
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Table of Contents
ABOUT THE AUTHOR.................... vii
CHAPTER I YOU HAVE JUST RECEIVED A CALL TO SET UP A PHONE INTERVIEW, WHAT
CHAPTER II CREATING AND EXECUTING THE KILLER TELEPHONE INTERVIEW.......... 17
CHAPTER III BASIC INTERVIEW QUESTIONS.................... 37
CHAPTER IV BEHAVIORAL INTERVIEW QUESTIONS.................... 47
CHAPTER V THE FACE-TO-FACE INTERVIEW ... WHAT TO DO AND NOT DO ........... 61
CHAPTER VI INTERVIEWING—GOING FOR THE GOLD.................... 81
CHAPTER VII HOW FABULOUS YOU ARE!.................... 97
CHAPTER VIII THE FINAL PREPARATION.................... 105
CHAPTER IX DOES YOUR RESUME ROCK?.................... 113
CHAPTER X THE FINAL STAGES WHEN CHANGING JOBS.................... 129
CHAPTER XI A NEW TWIST ON HOW TO MAKE BETTER DECISIONS FOR YOUR CAREER
AND YOUR LIFE.................... 153
CHAPTER XII CUTTING EDGE INFORMATION TO MAKE YOUR JOB SEARCH AND LIFE
WORK MORE EASILY.................... 167