WITH THE PURCHASE OF BECOMING A HIGH- IMPACT CANDIDATE  YOUR WILL LEARN: 1. How to write a high-impact resume with "pick me" qualities-- one that generates interviews, not silence or rejection letters!  Consider that your resume will be only 1 among perhaps 200 (or more!) resumes that the company will screen before deciding which candidates to interview.  Without these "pick me" qualities, you'll never get a chance at bat! 2. How to develop high-impact cover letters that generate interviews. 3. Why candidates fail on interviews. 4. You've been fired, laid-off, downsized, etc. -- how do you handle this on an interview? 5. Should you stay (with your current company) or should you go? 6. The importance of considering the "boss-side" of the equation. 7. Developing your own impactful interview questions. 8. How to control nervousness. 9. Body language, space and interview success. 10. Type of interviews and their objectives. 11. "Competencies" explained; and how to succeed in a "competency-based" interview. 12. The four phases of every employment interview. 13. The art of the question--and how to develop winning answers. 14. Why interviewers act the way they do; and, how to guide them into working for your candidacy! 15. The dilemma that all "long service" employees face on interviews--and how to successfully overcome it! 16. "The 5 Questions" asked on every employment interview and a methodology to develop high- impact answers to them. 17. The Most Dangerous Question and how to respond to it! 18. The post-interview debrief. 19. Using your recruiter most effectively. 20. Receiving offers and decision- making--and accepting or rejecting your offer. 21. And much more . . .
My name is Gary J. Smith.  I am Managing Partner of the executive search firm, Smith, Scott&Associates, which I founded in 1989.  I would like to ask you a very important question:  Are you succeeding in today’s highly competitive job market?  Or, put simply, are you generating interviews and job offers? PROFESSIONAL BACKGROUND: While you consider your answer, let me briefly introduce myself.  I have over 30 years of experience in recruitment and selection.  It includes 13 years of corporate HR experience with high-visibility HR organizations such as PepsiCo, and the past 25 years in executive search and HR consulting.  In 1986, I left Pepsi as Director of Staffing, and joined the nation’s largest executive search firm specializing in Information Technology recruitment.  Beginning in New York City, I was promoted within a year and moved to Chicago to manage the firm’s Chicago office.  In 1989, I left that company and started my own firm, Smith, Scott&Associates.  Since 1991, I have been an active faculty member teaching Recruitment and Selection (among other courses) at DePaul University in their #4 ranked MBA program (U.S. News and World Report’s “List of Top U.S. Universities and Colleges”).  In 2005, I joined the faculty of the University of Colorado as a Lecturer in the College of Business.  I have also trained over 1,000 people in my corporate seminars.  However, enough of my background, let's get back to our initial question. THE ISSUES YOU FACE IN ANY JOB MARKET: If you've been in the job market over the past 5 years, you have seen and experienced the fundamental changes that are taking place in the number/type of positions that are available and the manner in which companies recruit for them.  There are more people competing for each job and depending on the state of the economy--fewer positions available.  This scenario makes EVERY interview critical!  You can't afford to "blow" an interview and assume that there will be others as good.  During the "boom" mid-1990's, the scales were decidedly tipped in favor of the candidate.  There were so many companies seeking people, that you might have found yourself being able to choose from two, or even more, excellent opportunities.  That era, at least for now, is history, and the scales have tipped back in favor of the employer. As a job seeker, you're faced with the reality of getting your resume selected from the 100's of competing resumes that are received by the company.  You're also faced with having to prevail in an interview contest that often includes 8-10 other "qualified" candidates.  These are big obstacles to be sure! In this or any market, you know that overcoming these obstacles and finding a great job can be a difficult assignment!  I have written a book, Becoming a High- Impact Candidate©, that will give you the information, technique and training you'll need to identify, locate and secure that next great job. Specifically, this is a 200+ page book that demystifies the process of recruiting and interviewing.  In addition to the topics listed opposite, Becoming a High- Impact Candidate© also includes 4 self-assessment exercises that will help you to better understand what has made you successful in the past; and, what type of job, firm and corporate "culture" are best suited to helping you achieve long-term career success. After implementing the methodology described in Becoming a High-Impact Candidate©, you will have the knowledge, tools and technique necessary to succeed in any job market. PURCHASING BECOMING A HIGH-IMPACT CANDIDATE©: The cost of Becoming a High-Impact Candidate© is $10.95, payable via credit card or PayPal.  The book is in the form of a downloadable file (Adobe Acrobat) in eBook format OR in KINDLE format directly through Amazon.com.  You will be able to apply what you’ve learned to your job search immediately!  Go to the “Purchase” tab” for more information.
BECOMING A HIGH-IMPACT CANDIDATE©, 2003, 2013                                                                                                                                          
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