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. From 1991-2012, I was 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©:
You have 3 different purchasing options to obtain Becoming a High-Impact
Candidate© . The book is available in the form of: 1) a downloadable file (Adobe
Acrobat .PDF format), OR, through Amazon.com as 2) a Kindle/eBook version,
3) a paperback version. Please go to the “Purchase” tab” for more information.
BECOMING A HIGH-IMPACT CANDIDATE©
BECOMING A HIGH-IMPACT CANDIDATE@ 2018 WWW.SMITHSCOTT.COM 1-719-538-4404
