The "average" vs. The "ideal"

Too much noise out there. Pick a role that’s been open for 24 hours and go deep on it. I don’t advise this for every single role, but this builds the muscle you need to approach job descriptions like few candidates do these days👇🏼

The beauty in the struggle to stand out.

1,000 applicants. 556 people have viewed this role. Open for 31 days.

All of these notifications are pains in our side as folks move through LinkedIn looking at roles they enjoy. And then you have me, yelling at you to “be different” or “focus on ONE”

I hear you.

This isn’t fun. My voice is loud. And, you may have heard it before.

Let me pull back the curtain a bit more.

I want you to walk up to the job description and spark one solution, idea, or question that has not crossed another person’s mind.

From there, I want you to figure out the best way to get that in front of the hiring team. Because the folks I see winning are the ones who are being remembered, whether you prioritize speed or a unique application, this is the route if you haven’t broken the interview barrier yet.

Once you break that barrier, you’ll get even more information to spark the one idea because you’ll have heard from the hiring team and professionals at the company.

The reason I keep shouting this (loudly, I’m sorry) is because when you approach a job description in this way once, it becomes a muscle. So when you finally have a “networking” conversation or run into someone at a bar, you connect the dots faster than your competition.

You’re viewed as someone who “gets it”.

Here’s a snap of what comes to mind…

The above is hard to understand without the role, so hear it is… a Senior Officer, Leadership and Engagement Communication for the Gates Foundation.

Why do I show you a snapshot? Because this is one idea from one bullet point on the job description.

How many other folks are thinking about this?

Who could you get this in front of?

The goal is by no means to do this for every single role. But for the ones where you may know someone or have found a direct line to the hiring team, it pays to take action and put something in front of them.

They might want nothing to do with a dashboard, but your name came up. You presented something different and didn’t fall in line with everyone else.

That’s a fight worth fighting 10/10 times.

Questions I’d ask you as you break the interview barrier…

• What do you need to bring up in the 3rd interview that you heard in the 1st?

• From the interviews you’ve had, have the role requirements changed?

#PrescribedByDx

A client of mine received this as feedback, it went through each of their answers and gave them a ranking. It’s not much, but it’s something and honest. I reached out to the company to see how we can get more folks using this!

I’m deep in 1:1 coaching with folks looking for these roles right now, let me know if you need support on your mission or want to see the top talent I’m working with!

1. Senior Backend Engineer (Global Hiring Required)

2. Social Media Manager / Digital Communications Director

3. Healthcare Program Manager / Project Management

4. Technical Program Manager (TPM) / Data Scientist

Before you leave…

Now is the best time. Don’t let the holidays slow you down. We’re approaching two big breaks in the market… keep your foot on the gas here.

Let’s do it. 

Dominic

Ps…Rippling being Austin-based, I’m always seeing billboards - check them out!

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