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What the Book is About: Being Perceived as an
Exceptional Candidate
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Order now!
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Each year thousands and thousands of young men and women are graduated from
college and begin very long and frustrating searches for the right first post-college job.
Virtually every job requires at least one and often several interviews. Anticipating these
interviews causes a lot of anxiety and engaging in them results in a lot of post-
interview angst. Very few of these young people are even marginally prepared to
engage in an exchange of information with an interviewer in a way that will result in
job offers that are the most attractive to them. Consequently, too many young people
take jobs that are not what they had in mind. They “settle”.
First jobs have a huge impact on the lives of people. They influence what the next job
will be, the establishment of a career direction, the size of future earnings and earnings
potential, the location where a person will live, the friends they will find, and the
satisfaction that will be derived from one’s working life.
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Unfortunately, job candidates are handled very poorly by so many interviewers who ask poor questions and
cannot interpret the answers. For example, the frequently asked questions, “What are your weaknesses?” and
“Where do you see yourself in 5 years?” should not be answered in a reflexive way unless the candidate is
interested in a job on the edge of a Siberian gulag. Even highly qualified candidates are rejected when
interviewers are incompetent at the task of evaluating an individual’s potential to perform or contribute in an
organization. Many interviewers simply cannot be trusted to come to the right conclusion about a candidate.
Throwing darts might be more predictive – and interviewing should be essentially a predictive process. This
situation is compounded by the fact that most job candidates are not at all prepared to engage effectively in a
discussion that communicates their abilities and promise.
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This how-to-be–interviewed process is designed for imminent and recent college graduates looking for their first
major employment. The book explains why so many interviewers are not at all competent in assessing and
identifying abilities and skills --- and if job candidates directly answer their questions, they probably will not get
the job. Readers are shown exactly what to say --- specific language as well as context, or framing, for each
reply. The book shows job candidates how to control the interview and how to be very attractive as a candidate.
The focus is entirely on an individual’s judgment and initiative. It will ensure that their interviewers learn what
they need to know about an individual. Instead of a candidate simply answering the questions he or she is asked,
they will provide the interviewer with better and more useful information. It will result in an interviewer ending the
interview with the clear impression of the candidate’s very good judgment and ability to take the initiative. This is
what will make the difference in getting job offers.
You can’t put your hand up the back of an interviewer and make the right words come out. But you can put
yourself into the mind of an interviewer because you are distinctive. If you haven’t, you’ve hit an impenetrable
wall.
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