stories gets the offer. Your strategy cuts to the chase and gets both parties focused on the business at hand. Just curious how you do your matching between the candidate and the job description.
I occasionally coach folks in job transition and use a job competency schema to assist in framing their job search. They first go through a brief 10 minute exercise to determine their personal competency model. The exercise helps them get their mind around the importance of knowing their strengths. From there, I show them how to determine which competencies are the most critical for the position, based on a step-by-step deconstruction of the job description. Ideally, there is a strong match between the two.
I was just wondering if your system was competency-based or some version thereof. Thanks.
Mitch Byers, author of InterviewRX and SalaryNegotiationsRX