Building Confidence in Job Interviews

When hiring, send the interview questions ahead of time to all candidates. Surprised by this recommendation? If we think about the goal of the interview being to understand each candidate’s capabilities and fit for the role, then there’s no real need to “hide” the interview questions. This open approach is particularly beneficial for disabled candidates but ultimately helps everyone. Here are some reasons to share interview questions ahead of time: 1. Supports the performance of neurodivergent candidates. For neurodivergent candidates, such as those who are autistic or have ADHD, unexpected questions can create significant anxiety and impact their performance. Many neurodivergent candidates can benefit from having more time to process information, among other benefits. Knowing the questions in advance allows them to prepare thoughtful responses and demonstrate their true potential. 2. Supports D/deaf and hard of hearing candidates in doing their best. D/deaf and hard of hearing candidates may feel nervous about understanding the interview questions in real time. They may not all disclose their disabilities in the interview process and have often experienced past inaccessible interviews without captions or ASL interpreters. Providing the questions ahead of time ensures that they can fully understand and respond in the moment without pressure or anxiety, leading to clearer communication and a more equitable interview process. 3. Helps those who need more processing time. Many candidates may benefit from additional time to process information. Having questions beforehand allows them to reflect and organize their thoughts, resulting in more comprehensive and representative answers. 4. Creating accessibility benefits all candidates. Providing interview questions beforehand isn’t just beneficial for disabled candidates—it helps everyone! All candidates can benefit from reduced stress and better preparation, leading to a more relaxed and productive interview. For example, how many times have you been asked for an example from your past work experiences and you struggled to find a good one right in the moment? It’s hard to do! Sharing interview questions ahead of time promotes transparency and fairness, allowing interviewers to assess candidates based on their true capacities and fit for the role. What are your thoughts on this? Are you already doing this? #JobInterviews #Hiring #DisabilityInclusion

When I interviewed at Google, they asked me: “How many soccer balls fit in a school bus?” Here’s what went through my brain: "WHAT did this guy just ask me?! … I think I’m going to barf… No, Sarah, you can do this.  Wait - what’s the area of a circle? π r²? No, that’s not it. ... How big is a school bus? Does it have seats? Are there kids in it? … This is such a dumb question. WHY are they asking me this?! ... They’re trying to see if I’ll squirm. I actually might barf. SAY SOMETHING, ANYTHING!!." 👉 Don’t be like me. Don’t freeze and spiral in your inner dialogue. So, how’d I handle it? I took a breath, forced a laugh, and said, “Hm. Great question!” - trying to buy myself a few extra seconds. Back to my inner dialogue: “F*ck. AH! Okay, take a step back - What are they *really* asking? Why would *anyone* NEED to fit lots of soccer balls in a school bus? 💡 Oh - that’s a good place to start. Maybe if I understand the problem, I can make a plan.” So, with all the fake confidence I could muster, I said, “Well, to get started, I’ll need to know why we’re putting soccer balls in a school bus; What's the end goal?" The interviewer nodded. I was on the right track. Now that I’ve trained Google interviewers and analyzed thousands of interview feedback reports, I know the right way to answer.  When you get hit with a curveball question that seems totally unrelated to the job, here’s what they want you to do: ✅ Ask clarifying questions to understand the end goal & business needs.  Who’s involved, why, what are the timelines & budgets? Has this been done before?  ✅ Take notes to organize your thoughts. ✅ Make your assumptions explicit. To solve hypothetical problems, you’ll likely have to make assumptions.   ✅ Think out loud. ✅ Don’t rush into solutioning. ✅ Consider alternate approaches. ✅ Address risks & dependencies. At the end of the day, your thought process matters more than the answer. You’ve got this!! Drop the wildest interview Q you've been asked in the comments section & follow me, Sarah Goose, for job search strategies that actually work. ♻️ Repost to help your network.

Neuroinclusive interview approaches: Creating a fair and supportive process. **PLEASE would you complete the City and Guilds Neurodiversity Index- it takes less than 10 minutes to do so to help share what's happening and so we can learn again. Go to: https://lnkd.in/egjee9GR I am sharing the following in support of neuroinclusive practices. Interviews can be daunting for most people, but for neurodivergent individuals, they can present additional challenges. Nerves can mean that you end up not showing your real skills. What can you do as an employer? Adopting a neuroinclusive approach to interviews helps level the playing field and ensures you’re assessing candidates fairly based on their skills and abilities. Here’s how: Provide questions in advance: Sharing questions before the interview allows the applicant to prepare and feel more confident, helping to reduce anxiety. Don’t judge CVs by spelling errors: Unless the role specifically requires high-level writing or proof-reading skills, don’t let spelling mistakes influence your judgement. Be clear about the process: Give detailed information about each stage of the interview and any tasks that need to be completed. This allows applicants to request necessary adjustments in advance. Match your speech pace: Slow down your speech to align with the interviewee, ensuring they can process and respond comfortably. Allow processing time: Pauses don’t equate to a lack of knowledge. They often indicate that someone is thinking and processing information, which is normal for many neurodivergent individuals. Encourage notes: Let candidates know they can bring notes. This can help them structure their thoughts and reduce stress during the interview. Consider Access to Work: Some candidates may require workplace adjustments, so be open to this possibility during the interview process. Avoid hypothetical questions: These can be challenging for some individuals to answer. Stick to concrete questions that reflect the job’s actual requirements. Use clear language: Avoid jargon, idioms, or metaphors that could be misinterpreted. Clear, straightforward communication is key. Introduce the interview panel: Provide the names of panel members beforehand to reduce surprises and help the candidate feel more prepared. Assess relevant skills: Avoid testing skills that aren’t necessary for the role. For example, don’t require a presentation if communication skills aren’t core to the job. Consider the sensory environment: Pay attention to factors like lighting, noise, and scents in the interview space. A calm, comfortable environment can make a huge difference for neurodivergent candidates. By taking these steps, you’ll create a more inclusive, fair interview process that allows all applicants, neurodivergent or not, to showcase their true potential.

7 Things You Must Research To Win Your Next Interview: Most people show up to interviews trying to answer questions. The best candidates show up already solving problems. Here's how to prepare to be the best: 1. Current Trajectory If the company’s growing, they’re hiring to scale. If they’re shrinking, they’re hiring to fix problems. ↳ Why It Matters: Tailoring your answers to their momentum shows strategic thinking on your part. ↳ How To Research: Use Crunchbase, Google Finance, earnings reports, press releases, or recent funding news. 2. Goals for the Next 6–12 Months Knowing the company's goals allows you to tailor your answers to show the interviewer you know how to help achieve them. ↳ Why It Matters: Shows initiative, alignment, and forward-thinking. ↳ How To Research: Review the company’s blog, earnings calls, investor presentations, and recent job postings for clues about growth areas. 3. New Initiatives What’s the company doing right now to reach those goals? ↳ Why It Matters: Helps you link your value directly to active projects you'll be working on in this role. ↳ How To Research: Read press releases, review marketing campaigns, check LinkedIn posts from employees, or filter news in Google with the “Past Month” setting. 4. Big Challenges Every goal and initiative comes with challenges. Showing that you know what they are and have a plan to help goes a long way. ↳ Why It Matters: Positioning yourself as the solution to a known challenge is interview gold. ↳ How To Research: Listen to interviews with executives, network with current employees, check out product reviews from the company, or search “[Company Name] challenges” on Google. 5. Leadership’s Vision What future are they trying to build (and are you inspired by it)? ↳Why It Matters: Interviewers want to know if you buy into their direction. ↳ How To Research It: Watch executive interviews, scan leadership’s LinkedIn posts, read the “About Us” on their site, and tune into earnings report calls. 6. Company Culture Culture lives in behavior, not buzzwords. Knowing what that looks like allows you to tailor your approach. ↳ Why It Matters: Helps you evaluate fit and tailor your tone / approach. ↳ How To Research It: Read reviews on Glassdoor, check out posts from employees on LinkedIn, read the company's careers page 7. Mission & Values Show the interviewer you're aligned in more ways than just a paycheck. ↳ Why It Matters: Signals depth, values-driven thinking, and long-term fit. ↳ How To Research It: Read the mission and values on their website, check CSR or sustainability reports, and listen for how leaders talk about impact in interviews. —— 🎯 Tag someone who's preparing for an interview right now! ➕ Follow Austin Belcak for more 🔵 Ready to land your dream job? Click here to learn more about how we help people land amazing jobs in ~3.5 months with a $44k raise: https://lnkd.in/gdysHr-r

She bombed the first 15 minutes of her Director interview. Stumbled over words. Blanked on industry questions. Nearly cried. The CMO suddenly stopped and said: "Let's take a break. You know what? Let's try something different." When they returned, he closed his folder of questions and said: "Forget the script. Tell me about the messiest marketing problem you've ever solved." She spoke candidly for 8 minutes—no polish, just raw problem-solving. Two days later, they offered her the role over candidates with "flawless" interviews. His feedback stunned her: "Everyone else gave perfect answers to our questions. You showed us how you actually think when things go wrong. That's what directors do daily." The uncomfortable truth about director-level interviews: • Perfect answers are a red flag • Rehearsed excellence masks how you actually work • Companies hire directors for crisis management, not perfect presentations • Your recovery from failure reveals more than your polished success stories • Most candidates are preparing for the wrong test How directors should actually prepare for interviews: • Stop memorizing perfect answers • Practice articulating messy problem-solving • Focus on demonstrating adaptability in chaos • Share stories of recovery, not just victory Hiring managers aren't looking for perfection. They're searching for authentic leaders who navigate complexity with transparency and resilience. When was the last time showing your real self—flaws and all—led to unexpected success? ♻️ Repost if this challenges how you've been approaching interviews. #leadership #jobinterviews #careeradvancement

"I'm getting constantly rejected in interviews. I feel like giving up. What do I do?" I get this question from a lot of my mentees. We've all been there, haven't we? We all encounter setbacks and failures in our job search journey, but it's how we handle them that defines our success. Here are some simple but effective ways to deal with interview failures and stay motivated: ✅ Reframe Your Perspective: Instead of viewing failure as the end, see it as an opportunity for growth. ✅ Reflect and Improve: Analyze what went wrong during the interview and reflect on your performance. Seek feedback from the recruiter if possible to gain valuable insights that can help you improve your skills and interview approach. ✅ Focus on the positives: Remember your accomplishments and strengths. Remind yourself of the unique value you bring to the table. Building confidence in your abilities will motivate you to keep pushing forward despite setbacks. ✅ Set Realistic Expectations: Understand that not every interview will result in a job offer. Job searching is a numbers game, and it may take several attempts before finding the right fit. ✅ Seek Support Systems: Surround yourself with positive and supportive individuals who understand the challenges of job searching. ✅ Keep Enhancing Your Skills: Invest time in continuous learning and professional development. Identify areas where you can upskill or gain more experience to nail your next interview. ✅ Take Breaks and Practice Self-Care: Job searching can be exhausting and emotionally draining. Remember to take breaks, practice self-care activities, and engage in hobbies that rejuvenate your spirit. ✅ Remember, You Are More Than Your Interview: It's important to remember that interviews are just one part of your professional journey. Don't let a single interview define your worth. Trust in your abilities and remain resilient in your pursuit of success. The way you've to climb all the stairs step by step to reach the top, success is a path where failures are nothing but steps of the ladder to reach success. All the best!❤️

Job interviews can be nerve-wracking—but the right prep can help you stand out. The best candidates don’t just answer questions—they tell compelling stories, showcase impact, and align their skills with the role. Here’s how: ✅ 1. Answer “Tell Me About Yourself” Clearly This answer should be concise (90-120 sec) but detailed enough to showcase your career journey. 📌 Present: What you do now & key skills 📌 Past: Relevant experience & accomplishments 📌 Future: Why this role excites you 💡 Example (~2 min): "I’m a Digital Marketing Manager at [Company], leading paid media & SEO. I helped increase conversions by 40% and improve engagement by 25%. Before that, I developed a segmentation strategy at [Previous Company] that boosted email engagement by 30%. I’m excited about this role because I see [Company] scaling its digital strategy, and I’d love to contribute my expertise." 🚀 Tip: Practice out loud to ensure a smooth, confident delivery. ✅ 2. Use STAR for Behavioral Questions For “Tell me about a time when…”, structure answers with STAR: ✔ Situation – Context of the challenge ✔ Task – What you needed to accomplish ✔ Action – Steps you took ✔ Result – Impact & measurable outcomes 💡 Example: "At [Company], our email engagement was dropping. I redesigned the email strategy (A), ran A/B tests (A), and increased open rates by 25% (R)." ✅ 3. “Why Should We Hire You?” → Sell Your Value 📌 Formula: What they need → How you fit → A past success 💬 Example: "You’re looking for someone to optimize ad performance. At [Company], I boosted ROI by 40% in six months. I’d love to bring that expertise to your team." ✅ 4. Be Ready for Salary Discussions ❌ Mistake: Giving a number too early. ✅ Better: Deflect until you know more. 📌 Example Response: "I’d love to learn more about the role before discussing numbers. What’s the budgeted range for this position?" 🔥 Final Thoughts: Preparation = Confidence ✔ Use Present-Past-Future for introductions ✔ Answer behavioral questions with STAR ✔ Align your skills with the company’s needs ✔ Handle salary talks strategically 👉 Found this helpful? Reshare to help others ace their interviews! 🔥

If looking like 40 million other job seekers is not the impression you want to make on hiring managers then it may be time to rethink your resume's career summary. It's not that career summaries are bad, it's more that they've become so generalized that they all blend in together. Let's consider a switch to a career snapshot. So what's the difference? Here's the intro to a summary: "Successful sales professional with 30 years' experience in retail..." This generic approach: - Does not answer the big 3 questions hiring managers ask in their initial scan - Focuses on generalities and years of experience that don't differentiate you - Blends in with every other qualified applicant - Wastes your 15-20 second window to grab attention Here's a career snapshot: "Award-winning chief financial officer overseeing $500M global operations expansion, saving $50M in YTD costs while increasing market share by 40%. Analyzes financial strengths and weaknesses of Fortune 500 companies and implements corrective actions to raise cash flow a minimum of 30%/year." This modern approach: - Engages readers with quantifiable achievements - Differentiates you from competitors with specific accomplishments - Highlights skills valuable to the position and company - Proves/validates what you've accomplished Here are my top 3 tips to help you write a compelling career snapshot: 1. Brainstorm Your Unique Selling Points Don't just list generic skills everyone in your field has. Identify your specific strengths, skills, and qualifications that make you different. 2. Showcase Accomplishments, Not Capabilities Instead of "Skilled in managing capital expansions," try "Managed $45M in capital expansions, raising Amelia Urgent Care from a level 2 to a level 3 trauma center in four years." The difference is dramatic—one is vague and forgettable, while the other communicates concrete value and achievement. 3. Add Power With Metrics and Results Quantify your achievements whenever possible. Numbers provide credibility and immediate visual impact: "Expanded market share 200% for more than 75 services in 15 states" "Increased year-over-year revenues 22% and reduced staff turnover rates 34%" These statistics transform you from a potential asset to a proven one. Read this article for two more tips (with examples) for how to write an impactful career snapshot: https://lnkd.in/ewHdvvzK 📌 Save this post for your next resume update. #Careers #Resumes #JobSearch

Don't miss this important step when preparing for a data job interview! Research the position and company with the following steps: 1. 𝗨𝗻𝗱𝗲��𝘀𝘁𝗮𝗻𝗱 𝗧𝗵𝗲𝗶𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗠𝗼𝗱𝗲𝗹: • Take a look at how the company makes money, its core products/services, and its unique value proposition.    • Knowing the business model helps you adjust your responses to show how your skills can directly contribute to their success.   2. 𝗔𝗻𝗮𝗹𝘆𝘇𝗲 𝗧𝗵𝗲𝗶𝗿 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗻𝗱 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: • Look at recent news, industry reports, and the company’s own communications (like blogs or press releases) to identify their current challenges and growth areas.    • Mentioning these in your interview and proposing data-driven solutions will set you apart as someone fully committed to the position and understands the business impact of his work. 3. 𝗞𝗻𝗼𝘄 𝗧𝗵𝗲𝗶𝗿 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗮𝗻𝗱 𝗩𝗮𝗹𝘂𝗲𝘀: • Research the company’s mission, vision, and values.    • Check out employee reviews on platforms like Glassdoor.    • Aligning your answers with their culture shows you’re not just a fit for the role, but also for the whole team and company. 4. 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝗧𝗵𝗲𝗶𝗿 𝗗𝗮𝘁𝗮 𝗠𝗮𝘁𝘂𝗿𝗶𝘁𝘆: • Gauge where the company stands on the data maturity spectrum. Are they just starting with data initiatives, or do they have well-established data teams?    • This insight helps you position yourself as the perfect candidate, whether they need someone to build from the ground up or optimize existing processes. 5. 𝗣𝗿𝗲𝗽𝗮𝗿𝗲 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀: • Use your research to prepare insightful questions about their data strategy, challenges, and future plans.    • Asking the right questions shows you’ve done your homework and demonstrates your genuine interest in contributing to their goals. Research isn’t just preparation—it’s a way to stand out, connect with the interviewer, and show that you’re the perfect fit for the role and the company. What’s your approach to researching a company before an interview? ---------------- ♻️ Share if you find this post useful ➕ Follow for more daily insights on how to grow your career in the data field #dataanalytics #datascience #interviewpreparation #jobresearch #careergrowth

What’s your edge? 🗡️ I often give advice about broad, tactical things you can apply to your job search. But I don’t talk enough about finding your specific edge, the thing that makes someone pause when they see your profile. Here are some edges that have made me want to start a conversation or move someone forward in the process. Use this list to pump yourself up in interviews or highlight certain things on your resume and in your outreach: 🧗♂️ Interesting extracurriculars: something outside of work that makes people curious. A volunteer role or hobby you’ve taken seriously, anything that shows initiative or creativity. Bonus if it has nothing to do with your career. It shows depth, consistency, and a genuine internal drive. Pick the things that make people perk up and say “Wait, tell me more about that.” 🏙️ Proof of community or influence: writing, speaking, open-source work, mentoring, or side projects that have followers. Even if unrelated to your target role, this signals initiative, taste, and the ability to attract interest from different audiences. 🌱 Early-employee experience: joining somewhere when things were messy, ambiguous, and under resourced, yet you were thriving. That tells someone you can handle chaos, wear a lot of hats, and build from scratch. 🔥 Hot or unique companies: where you’ve worked that carries signal, even if no one knows it yet. Maybe it’s a niche startup, a respected lab, or a company with a cult following. You don’t have to name drop, but you def should show what made that environment or product special. 🏗️ Founder or builder energy: did you run your own business, project, or collective? Even if it didn’t scale, it signals ownership, experimentation, and an ability to make things happen without permission. 👟 Speed of learning or output: being known for ramping up fast, shipping fast, or taking initiative without full context. This needs to be backed up by examples like learning a new language or delivering an MVP solo. If you’re not sure what your edge is, ask a few former coworkers or managers what they’d say you’re known for. Their answers might surprise you. Then ask every recruiter or person you interview with: “What caught your eye about my profile?” Somewhere in the overlap is your edge :)