Actual hiring managers: “Here’s what I look for”

Hi Reader,

I am OBSESSED with uncovering the games being played around us — the ones we don’t even realize are happening.

For example: Do we have to wait until we’re 65 to finally start enjoying our money? Is real estate the best investment? Should everyone start a business?

Once you figure out the truth, suddenly it becomes very clear what to do next.

That's why, when we rebuilt our Find Your Dream Job program, I wanted to show you exactly how to find top-tier jobs. To do that, I insisted we bring in real hiring managers and asked them to tell us exactly how they hire people.

No more generic advice. Just the truth, straight from real, actual hiring managers.

Imagine being a fly on the wall during a series of private conversations between seasoned hiring managers.

• What do they really look for in a resume or interview?
• What types of networking are appreciated vs instant turn-offs?
• What are they really thinking if a candidate asks for more money?

You’ve never seen these hiring manager “confessions”...because nobody’s convinced hiring managers to open up and share their hiring secrets. Until now.

We talked about job descriptions, applications, resumes, networking, interviews, negotiations, standing out, and much more.

One of the recurring themes that kept coming up was how wrong the conventional job search advice is. Most people disqualify themselves in seconds. Meanwhile, the best deftly navigate a world of subtle signs, secret questions, and open doors — if you just know how to play the game.

The full series of Hiring Manager Confessions is only available in Find Your Dream Job — which launches next Tuesday, 1/26 — but today, I want to share just a few of the surprising insights from these sessions.

These insights go beyond the normal "what font should my resume be?" pablum and give you a glimpse into some of the moves advanced candidates use — and hiring managers are desperate to spot.

How many of these are you already taking advantage of?

"You are one candidate of hundreds. Maybe thousands."

You get 10 seconds for a hiring manager to review your resume. This means:

• Your resume better be outstanding (we show you actual, winning 6-figure resumes in the Dream Job program)
• Even better, don’t go through the front door
• We teach you how to navigate the hiring process with a warm introduction, a backdoor referral, or advanced techniques for standing out

"You don't have to meet all the requirements!"

Too many of you are disqualifying yourselves. STOP THIS! The specifics in job descriptions aren't set in stone. They're more like wish lists. No hiring manager expects any candidate to check all the boxes. The best candidates still apply — and focus on showing everything they can bring to the table.

"You don't need one great resume.
You need multiple versions."

Does your resume map to the specific job description you're applying for? Are you using the same language and focusing on the exact things that are spelled out as critical for this role and this company? You should be. The best candidates are very deliberate about what they want and who they want to work with — and then they craft resumes specifically for each opportunity.

"You're interviewing the company, too."

How thoughtfully did the company put together the job description? If it looks rushed and poorly thought through, think twice: Is that really where you want to work? If they say they want a "self-starter," is that code for "don't expect any training or support"? It might be.

(Low-quality candidates read this and think, "Sure, but I'd be grateful to have any job. Beggars can't be choosers." High-quality candidates, on the other hand, take this very seriously and use it to their advantage.)

"How can you de-risk the hiring for the company?"

There's a maxim in business: Be slow to hire and fast to fire. That sounds harsh until you think about the costs of hiring the wrong person. It's staggering. Add up all the money spent on salary and benefits before the person is able to really start contributing, all the cost of onboarding and training, all the billable hours spent on interviewing and hiring…

Even for a lower-level candidate, the wrong hire can cost a company TENS OF THOUSANDS of dollars, plus all the time lost not having the right candidate in the role. It's no wonder hiring managers can be nervous to take a chance on someone who isn't a superstar candidate.

If you want to reinvent your career or make a big leap, how can you SHOW you're serious about the opportunity and a great choice for the role? We show you in the program.

"How do you fit into the overall success of the company?"

What is the best answer to an interview question?

It's not about being slick or using buzzwords. And being too concise can actually be a fault. What the hiring manager really wants to see is if you can prove you know what you're talking about — with details. All the way down to how your work measurably impacted the company.

"How can you take control of the interview questions?"

Most candidates hurry through answers, like the conversation is a hot potato they want to toss back to the interviewer as fast as possible. 

Not the best candidates, though. They take control of the interview. They aren't afraid to pause, to think, and then answer the question behind the question. Maybe they have multiple answers and start by asking the interviewer which answer they're most interested in hearing more about. Maybe they share the frameworks and systems behind their thinking. 

Don't be passive! Take control of the interview.

If you don't, someone else will. And they'll get the job you want too.

P.S. If you want to learn more about the game being played around you — including my full Dream Job System — be sure to attend the live workshop I'm hosting on Monday, 1/25. 

It's free, but one night only and you do need to register:

Can't wait to share it all with you!