If you’re trying to get hired, get promoted or making some other significant career move, you will have to convince the decision-makers – the hiring manager, the head of the group you want to join, the key client whose feedback influences how performance bonuses are doled out, etc. What are they really looking for as they winnow down their choices and pick one talented professional over the others?
Actually, even though the specifics of the situation will invariably differ, every decision-maker you need to influence tunes to the same frequency – WIIFM, or what’s in it for me? If you can just remember that it’s about them, not you – their goals, their needs, their constraints – then your appeal (for the job, the promotion, more money, INSERT YOUR GOAL HERE) will break through.
This means that you need to know what the goals, needs and constraints of the decision-makers are. Your job search actions, promotion campaign, compensation request, etc. are tailored to other people – not what you think should matter or what you like to work on or what you are comfortable doing.
It’s pretty obvious if a job candidate being interviewed is giving a generic response or if they have actually researched the role, company and industry where this specific job opening is. And yes, they need to do that thoughtful, exhaustive research for every role, company and industry they’re pursuing.
Helping my clients tailor their marketing message, networking efforts and interviews is one of my key roles as their coach. If you aren’t seeing results, your efforts are probably not tailored to your ideal career.
My book, Jump Ship: 10 Steps To Starting A New Career, includes a step-by-step plan to change your career to something you love, including how to tailor your brand, networking and interviewing to your next career.
