Prognosis
Prognosis, Prescription and Diagnosis
Unfortunately, as we have mentioned many times on this website; far too many people in their transition period become almost evangelical during their interviews and instead of really finding out why they are there in the interview, why the HA brought them in, what are the needs of the client, what the client has tried before, and those results; the applicant launches into a full-blown presentation of their “product.”
Listen, observe, question, digest, and then proscribe. Arrogance will not get you an offer or the job. You cannot force an offer, as we just said above, the risk of hire in many cases far outweighs the reward of hire. Where arrogance will fail, positive aggressiveness can succeed. It must, however, be controlled aggression, born of preparation, study and practice. This holds true, especially, for candidates who were prior managers; who although they have done hundreds of interviews are ill prepared to be the interviewee. As a result, they are poor advocates for themselves and fall into the trap of over interviewing. I am cognizant that I keep harping on interview preparation, but there really is no substitute. Your advocacy status for this new “product” (you) takes time, energy, focus, and serious attention to detail.
When we visit a doctor, we would be stunned if he gave a prognosis, and a prescription without a diagnosis. Why do we do so in an interview situation?
A sales call is always or should always be a solution call, or a S.A.L.E.S call. As we have said often, an interview is a combination of a sales call and audition.
Make it so.
Luck can only get you so far.
"If you are in transition mode, your potential employer cannot fire you for being too aggressive, but they definitely will not hire you, unless you are aggressive." BSD
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