5 Job Search Secrets From a Recruiter and Career Coach

Seeing the inside of a corporate interview process for the first time kind of blew my mind. I had no idea that it was such a well-oiled machine until I started my first job in recruiting at LinkedIn. The amount of detail and precision that goes into a hiring process from the other side of the table!

Here are some tips I always talk about with my 1:1 clients. It’s less about resumes and more about how you go about organizing and preparing for your interview process.

1. Your communication style is more important than what you actually say.

Being able to clearly communicate your skills, your career stories and the value you add to a team is your most powerful tool in any interview. Practice your answers to common questions like “Why are You Interested in This Position,” “What has been your biggest milestone project?,” “Can you tell me about a time you resolved a conflict at work?”

2. Referrals are extremely powerful — and really do give you a leg up in the interview process.

Companies often have SLAs (Service Level Agreements), or commitments to the amount of turnaround time they have before they need to give referrals an answer. There’s more accountability at play with referrals, both on the side of the candidate and the side of the company because you have someone inside the company advocating for you. 

3. Align the timing of your different interview processes as much as possible.

This is admittedly a tricky thing to do, but as much as possible, align your interviews so that you’re interviewing at the same stage at different companies, all around the same time. This will increase your chances of having multiple offers coming in at the same time, giving you negotiation power and most importantly, options!

4. Your interview failure is just as important (if not more) as the stories of your accomplishments.

Vulnerability is your superpower! Brené Brown was right. I resisted it because I used to think that showing strength was the most important thing, but it’s not. It’s self-awareness. We, as recruiters, want to know — how did you handle things when you made a mistake? That tells us more about the professional you are than when everything was going your way.

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