It’s not the furious winds or the raging sea that matters.  What matters is the set of the sail and mastery of the sailor at the helm. Whether one is fired from a job, diagnosed with cancer, or forced to evacuate a hurricane, it’s always our emotional state of mind – our attitude – that determines how successfully and dignified we address and resolve our issues. 

Most recently, Hurricanes Helene and Milton two-punched the west coast of Florida. Flood waters visited many homes and businesses, including three feet of salt water that occupied my son’s home in Tampa during Helene. A week after Helene, everything that was on the first floor was on the side of the road, from the refrigerator to every piece of furniture, flooring, and all things soaked. Two weeks later, like everyone else in the area, he was forced to evacuate as Hurricane Milton followed Helene as an even greater threat. What do I take? What will I return to? Where will I stay and for how long? How much will this disaster cost me? When will things return to normal? Etc., etc. 

Job Seekers experience their own hurricanes

I have always suggested that, as a profession, we don’t give enough attention to the range of fear-based and destructive emotions job seekers’ experience from being unemployed. We write resumes, teach interviewing, and coach good and valuable employment-related stuff. But if we don’t address the emotional issues at the beginning, the process of recovery and ultimate success becomes one of unnecessary struggle.  

Successfully recovering from a diagnosis, a hurricane, or a job loss requires a peak-performing state of mind that optimizes one’s energy to recover, heal, and move on. From a purely emotional and psychological perspective, it’s been stated that the pain of losing a loved one and the pain of losing a job are similar -exploring the concept of "grief."  I think we can add the loss of one’s home and possessions to that list.  

Investment of energy

All of us, including job seekers, have a limited amount of energy to employ in the course of a day. The goal is to optimize positive energy to create a better future. Negative energy, spending our limited resources on the problem and not the solution, will delay or destroy hope for a successful  and timely recovery.  

Not unlike the emotions one experiences evacuating from, riding out, and recovering from a hurricane, job seekers are dealing with their own emotional storms. Every job seeker is going through their own internal hurricane - from simple discomfort (category 1 hurricane) to total and all-consuming fear and suffering (category 5 hurricane). In the end, how job seekers invest their energy and direct their mindset during life’s storms determines 1) the speed of success and 2) The class and dignity displayed while in the process of achieving success. 

The “Identity Factor”

To be clear, I speak and coach from experience. I lived 31 years on the east coast of Florida and rode out six category 2 and 3 hurricanes in 2004 and 2005. Forget all the category one hurricanes and tropical storms I hunkered down for, or prepared to live through. And in 1992, we evacuated our home when Hurricane Andrew (cat 5) came to town and destroyed everything in its path south of Miami.  

From a health standpoint, my new bride, Ellen, was diagnosed with Stage 3 Aggressive Breast Cancer in 2003 - just four months after we were married, and was given a 35% chance of living two years. Then she endured a year of almost inhumane treatment. So I know, from a real life and death scenario, that mindset plays the starring role in outcome. It helped save Ellen’s life, now 20+ years cured and a yoga teacher.

Oh, and I was fired by one of my closest friends in 1992 and found myself unexpectedly and uncomfortably unemployed. I became a full time job seeker at age 39. And this is what I ultimately discovered: When we are forced to deal with adversities like hurricanes and health issues, we still have our identities firmly in place. In fact, perhaps even more so. When hurricanes, diagnoses, and other life altering stuff happens, moms and dads rise to the occasion and become the family heroes and protectors. We still believe in ourselves and our abilities to recover, regardless of magnitude. We still have jobs to return to once the disruption ends.  We still have each other to lean on and find comfort in, and can cry together, rebuild, and celebrate together in the victory.

Not job seekers.  

When most hard-working people find themselves unemployed and on the job hunt, something far worse than being jobless takes place. They lose self-respect. And I’m not sure there is anything worse that could happen in life to an individual, never mind in times of crisis. 

When I was fired and officially unemployed, I suddenly became a failed father, a humiliation to my spouse, and pretty much a useless human being. Wherever we go, we get the question, “So, what do you do for a living?” Unlike any challenge or confrontational issue I had ever faced in my life, I had never questioned my identity or relevance. I suddenly felt like a satellite in the wrong orbit, spinning out of control. And that’s how the vast majority of job seekers feel. We help them with job search tools and strategies, but don’t do a good enough job helping them address the main obstacles – seeing themselves as a failure… as a dad, as a mom, as a human being - not just in the workplace.  

A written plan 

When we evacuated south Florida for Hurricane Andrew, it was awful. Beyond an inconvenience, we had no idea what we’d return to; if there would be anything to return to. But we had each other. And most importantly, we had hope. When we had to evacuate or, the dozens of times we had to prepare for an oncoming hurricane, we had a plan. When we lost power for over a week, we had a plan. And of course, when Ellen was diagnosed with breast cancer, the next day in the midst of fears and tears, we created a “Get Cured” plan. 

Job seekers have no plans

When I lost my job, I unknowingly had a plan. It was called: “Winging It.” Think about it… successful pilots, military leaders, sports coaches, interior designers – even you and me going shopping - have a well thought out written plan (shopping list) with goals and specifics needed to achieve those goals. Not job seekers. Ask a job seeker to show you their written rapid employment plan - with daily tasks, weekly goals, and the different strategies they chose to land a job quickly. You’ll be hard-pressed to find one. 

My son’s house in Tampa is totaled – three feet of water complements of Helene, and a tree crashing through the roof thanks to Milton. But he has a plan, he has a team around him, and he has hope. And everyone I know or have studied who has successfully dealt with a health issue, has had a plan, a solid team around them, and hope. 

Job seekers have no written plans, are going at it alone, and have little hope of rapid success. This is where empowerment coaching opportunities exist to help job seekers find hope in their futures… and believe in themselves to achieve their vision.  

Empowerment coaching 

1. Job seekers, like those who lost everything in the hurricanes or who are going through serious healthcare issues, must focus and invest 90% of their resources (time, money, energy)  on solutions, recovery, and successful outcomes – not the problem itself.  We attract what we focus on.  When we focus on success, we will inevitably achieve it.

2. Employ the Socratic Method and ask courageous and recovery/healing-driven questions… not ‘why me?’ / ‘self-pity’ questions.  It’s a law of human nature:  The quality of questions we ask, determines the quality of answers we get – and the speed and quality of recovery and success we achieve.  

3. Vision creates hope.  If we can see success in our mind’s eye, and believe it, we can achieve it.  In my opinion, there is nothing more important than a hope-filled vision.  When job seekers envision themselves in exciting new jobs, when cancer patients envision themselves cured, healthy, and playing with their grandchildren, and when those who lost their homes in the storms envision a better future with all the trimmings of yet-to-appear blessings in disguise… those blessing will appear.

“A tongue has no bones. But it is strong enough to break a heart, a dream, or any hope for the future. So be wise with the words you choose to use.” 

- Anonymous 

We are in the word business. The words we use when we coach, the words job seekers use in interviews, and the words documented on resumes and online matter, because words determine how we feel, act, and react.  The expression, “Sticks and stones will break your bones, but names will never hurt you,” is a misnomer. There are more people lying on therapists’ couches and underachieving not because of the sticks, stones or the broken bones, but because of the words that wounded them. 

Language creates emotion

The words we use create emotion, both high and low. This is especially relevant today where political correctness also matters. In its simplest definition, political correctness “refers to language that seems intended to give the least amount of offense, especially when describing groups identified by external markers such as race, gender, culture, or sexual orientation.”  But, I was first introduced to this ‘verbal correctness’ early on when I was not allowed to say ‘shut up’ at home.  I could say ‘be quiet’ or ‘zip it,’ but not ‘shut up.’ 

Most people are more comfortable addressing a person as one who passed away, rather than one who died.  A deceased individual is preferred over a dead person. A stewardess has become a flight attendant, a trash collector is now a sanitation engineer, retail sales people are now team associates, and receptionists have become directors of first impressions.  Why the title changes?  It’s about emotion – how one feels.  I recently scheduled an Uber to the airport and when I got into the Prius, the diver said, “Good morning.  I’m Fernando, your transportation specialist.”  You see, Fernando isn’t just an Uber driver.  He is a transportation specialist working for Uber.  And it shows.

On resumes 

Recent research by TalentWorks, analyzed over 6,000 job applications from 66 industries, and suggested the perfect and recommended resume length is between 475 and 600 words.  For me, when writing a two-page executive resume, there are  between 1,000 – 1,500 words. No matter whether it’s 475 or 1,500 words, the resume is intended to influence interviews.  And this is determined strictly by the emotions the words and phrases on the resume communicate.  

There are more than 170,000 words in the English language available to job seekers and resume professionals.  That said, there seems to be just a few that the majority like to use, and seldom deviate from.  I’m referring to words like:  Self-motivated, results driven, highly energetic, good communication skills, a problem solver, a people person (so is my dog), and I could bore you with umpteenth more, but you get the point.  

If everyone is increasing sales, we might consider a stronger word like, ‘igniting’ or ‘propelling’ sales.  Instead of, ‘reduced expenses 27%,’ we could consider a more powerful word like, ‘slashed expenses 27%.’  Rather than, ‘provided outstanding levels of service,’ we might option, ‘provided evidence-based, industry-leading levels of service.’  With the ability to instantly use an online thesaurus, it would be advantageous for job seekers and resume pros to consider reviewing their work – with emphasis on optimizing and advancing language to achieve rapid results.   

Interviewing

Interviewers listen for key words – but not the keywords you might imagine.  When I interviewed the hundreds of hiring decision-makers for my McGraw-Hill book, Great Answers; Great Questions For Your Job Interview, The majority told me that they listen for differential phrases like, ‘I will,’ instead of ‘I hope.’  Other phrases included, ‘I look forward to,’ and “I am eager to,’ strike a chord.  In PARWCC’s Certified Interview Coach Training (CIC), aligning vocabulary is an easy, yet powerful strategy taught to build rapport and likability – to get hired!

On the coaching front

Human behaviorist, Ivan Pavlov, recognized that words produce associative reflexes.  Words such as, full recovery, curable, and healthy give people a subconscious lift because they have been conditioned, in a positive way, to feel better when they hear them.  Other words such as disease, cancer, surgery, and ‘you’ve been diagnosed with’… create fear and anxiety because they too, have been conditioned, in a defeating manner, so people feel distress when they hear them.

When coaching job seekers, whether creating resumes or the full complement of career coaching and employment services, words matter.  No client I ever worked with ever got excited about doing ‘homework.’  Yet most industry professionals still use that word.  On the other hand, when you present job seekers with ‘rapid employment assignments,’ they become much more engaged - just by changing words.  Eugene H. Peterson, an American scholar, theologian, and author, said, “We cannot be too careful about the words we use; we start out using them and they end up using us.”

What’s the difference between being terminated and being downsized?  Whether it’s true or not, if I was terminated, the belief is it’s my fault.  If I was downsized, the belief is it’s the company’s fault. Are your clients unemployed or are they in transition?  Are they conducting an aimless job search or a high-energy rapid employment campaign?  Even in wartime, battles have names like, Operation Overlord or Operation Desert Shield.  How many job seekers have emotionally charged, enthusiastic names for their job campaigns?  It makes a difference in attitude and self-confidence – and outcome.

AI can teach but not inspire

In PARWVV’s Certified Empowerment and Motivational Professional program (CEMP), Language Management is a key emotional channeling strategy we cover.  Having been fired myself by a best friend at age 39, I fully understand how emotions either create or destroy an employment campaign.  The goal, in coaching, is not to eliminate the negative, but to de-intensify the negative.  And words and phrases do this stunningly.

Seeking a job, as is all of life, is like a battery.  Half negative and half positive.  The negative will never leave the stage of life.  There will always be rejection, disappointment, and resistance.  The goal is to keep negativity at the back of the stage and not allow it to play a starring role.  To acknowledge it but not become consumed by it.  And one way to achieve this is to incorporate empowering language.  For instance:  

• “I’m scared” could become, “I have a healthy concern.”  

• “I’m a wreck” could become, “I’m experiencing some challenges.”

• “I’m livid” could become, “I’m pleasantly perturbed (or annoyed :-)”

• “I hate this” could become,  “I could do without this.”

• “I’m facing adversity” could become, “I’m looking for the blessings in disguise.”

• “This is a nightmare” could become, “this is a test of character.”

• “I’m depressed” could become, “I’m a bit out of whack.”

• “I’m fearful” could become, “I’m fearless.”

• “I have a problem” could become,” I have a challenge.”

Case Study from CEMP: The Rice Brothers

As adults, each twin stood approximately 2 feet 10 inches tall. As babies, their natural parents abandoned John and Greg Rice. They were told their parents got up one night and just left. The twins had been diagnosed at birth as dwarves, a condition that was apparently too much for their parents to handle. Frank Windsor, an elementary school janitor, and his wife Mildred provided a loving home and later adopted the twins.  

The Windsors also gave the boys something priceless - an outlook on life they would never forget. They reinforced in each boy that they could be anything they wanted to be. The twins would later say, “it was these words that defined our future and our lives.”  This is the story of a couple of big-time Palm Beach millionaires who own big houses, big fleets of cars, and a highly successful company called “Think Big.” Consider the power of words and meaning just in the naming of their company.

Because John and Greg Rice thought big, these small-in-stature guys made it big. With their adoptive parents’ inspirational language ingrained deep in their hearts, the twins built a thriving real estate and investment empire before expanding into other lucrative endeavors, including motivational speaking.  The technique of Language Management produced a big success story, considering the huge obstacles little John and Greg Rice faced.  (Note: John Rice died in 2005, at the age of 54)

The bottom line 

If you want to improve your client’s level of performance or effectiveness in seeking and securing the right job with the right company at the right compensation, consider paying attention to the words and phrases you are using and that they are using.  And then ask, “does this inspire optimal success?” 

“A tongue has no bones. But it is strong enough to create hope, instill confidence, and present a powerfully exciting vision of the future. So be wise with the words you choose to use.” 

- Jay Block

Questions like, “Why did this happen to me?” or, “How long and difficult will it take to get another job?” or, “Am I too old to get a new job?" do not inspire high-quality answers or rapid employment.  In the fast-paced, post pandemic world of conducting a job campaign, the adage ‘knowledge is power’ has never been more significant. Yet, it's not just about the quantity of knowledge one acquires, but the quality of the questions one asks to attain it.  High quality questions (In PARWCC’s CEMP certification, I refer to them as, ‘courageous questions’), hold an unparalleled power in conducting successful rapid employment campaigns, not to mention creating even better masterpiece resumes.

Not all questions are created equal

Consider the typical job interview when, toward the end of the interview the job seeker is asked if they have any questions to ask the interviewer.  Rather than asking customary and unimaginative questions like, "Can you share the specific expectations of this role?," a more courageous question might be, "If hired today, a year from now, how will you know I exceeded your wildest expectations?”

Keep in mind that the quality of questions asked determines the quality of one’s emotions.  And the quality of one’s emotions has a direct effect on the quality of one’s responses and subsequent actions.  Picture a spouse who returns home at the end of the day ragged, and looking like she’s been through the ringer and back.  Is there a difference if her spouse greets her at the door and asks, “What’s wrong with you?” as opposed to, “What’s troubling you?”  Or later, “What do you want for supper” as opposed to, “What can I make you for dinner that you’d enjoy?”

Now consider a job seeker who has just been downsized who asks, “How am I ever going to face my family?” as opposed to, “How can I rally my family to help me land a better opportunity, and to be an example to others on how to overcome adversity with class and dignity.”

When job seekers ask more precise, penetrating questions, they can easily filter through the noise of generalities, repetition, and monotony that their competition will embrace, to elevate every aspect of the job campaign including killing it on resumes, when networking, and in interviews.  Not to mention, consistently remaining in a peak-performing state of mind especially when encountering bumps in the road. 

Resume writers and career coaches inspire job seekers to ask courageous questions

Imagine the difference when you inspire job seekers to transition their inquiry from “Why on earth do I have to endure another torturous day of job hunting ?” to, “What action must I take to ensure that I control what I can control, so I design my future on my terms?” 

Don’t reframe questions – recreate them

Reframing questions is not what we do.  We don’t reframe – we recreate. By definition, reframing a questions is a methodology to solve problems by looking at problems with a new outlook or from a different perspective.  That’s great, but the problem with reframing questions is that the problem remains the same problem!  By asking courageous questions, we seek to transform the problem into an opportunity or possibility, with no deception, BS, or smoke and mirrors. For example:

Negative question:                        Why do I have to network and beg people for a job?

Reframed question:                      How can I successfully network for a job, and truly enjoy the process?

Courageous question:                 How can I successfully recruit an active sales force to promote me – for free!?

Let’s be honest, how many people say, “I can’t get to sleep at night because I’m so excited to wake up in the morning to start networking for a job?”   In reality, to most job seekers, networking means begging - massive pain. 

But when we give this more thought, we discover that networking is merely the process of recruiting a proactive personal salesforce (promotions team).  When job seekers share their unique selling propositions and organizational value with people they know, they create a team that will be on the lookout for job opportunities within their respective communities. 

I think you’ll agree that most job seekers will work harder, smarter, and more enthusiastically knowing they have a personal salesforce, as opposed to their typical association to networking.  When job seekers ask courageous questions, this opens their mindsets to come up with courageous answers to achieve their goals – while being fully and enthusiastically engaged.

When Michael J. Fox was diagnosed with Parkinson’s disease, asking courageous questions allowed him to accept and battle the disease in a constructive and dignified manner. He asked the question, “What good can come from this, and how can I turn this around?” He came up with a courageous answer. He said, “I can’t control the disease, but I can become an active participant in raising money to find a cure for this disease.”

Fox also asked the question: “What do I have to do to live as normal a life as I possibly can, and accept that lifestyle?” Here again, he asked courageous questions that resulted in courageous answers. “I came to the realization that Parkinson’s changes you. I’ve discovered a certain level of surrender to it, which isn’t to say capitulation or allowing it to overwhelm me.  By accepting it, it saves me a whole lot of mental work. It is what it is.”

Courageous questions are questions that inspire empowering answers, reduce fear, and ignite hope.  Consider the following:

•              How have I successfully dealt with this problem in the past? 

•              How have others effectively dealt with this issue in the past?

•              How do I turn this problem into a challenge and meet this challenge with a positive attitude?

•              What can I learn from this, and how can I apply this to achieve the success I deserve? 

•              Who do I need to work with, or invest in, to ensure I achieve my goals quickly and enjoyably?

•              Will this matter a year from now?

•              How can I be a hero to myself and to others by meeting this challenge head on?

•              Am I spending more time on the problem than on the solution?

Taylor Swift’s journey to success, like most success stories, was not easy. She faced many challenges, including public scrutiny, personal attacks, and lawsuits. But she says that the questions she asks when dealing with difficult times is what keeps her going.  Swift habitually asks, “Am I willing to give up on my dreams?” and “Am I prepared to compromise my values and not be true to myself,” and “Isn’t everything I do a force for good - the whole reason to relentlessly and persistently do what I do – and accept the uncomfortable?” 

The opposite of a courageous question is a destructive question.  Destructive questions are those that destroy (or limit) optimism, possibility, and potential.  When job seekers become aware / mindful of questions they ask, they can then begin replacing destructive questions with courageous questions that lead to rapid success… while actually enjoying the journey in pursuit of a new job.

Destructive question:                  Why does this always happen to me?

Courageous question:                 What’s the blessing in disguise?

Destructive question:                  Why is the job search so uncomfortable and painful?

Courageous question:                 How can I become fully engaged in designing my future on my terms?

Destructive question:                  Will my spouse stay with me through this ordeal?

Courageous question:                 How can we enrich our lives by effectively resolving our manageable issues?

Destructive question:                  How will I ever get a new job at the same pay at my age?

Courageous question:                 How do I showcase achievements I’ve made in past jobs to land a great new one?

Destructive question:                  How long will the job search take?

Courageous question:                 How do I enjoy every day, knowing it’s one less I’ll have in this lifetime?

Destructive question:                  Where can I get my resume done the cheapest – or free online?

Courageous question:                 Who can I invest in to create a resume so I don’t cheapen my future?

Summary

The journey towards rapid employment in today's ever-evolving, artificial intelligence-driven job market, necessitates having the courage to ask higher quality, courageous questions.  This often means questioning the, “this is how we’ve always done it” wall of resistance.   Courageous questions to break through the wall might include, “Does this serve me?” or “Does this even make sense,” or “Do I know this to be true?”  or, “Is this the most empowering question I can ask in this situation?”

By empowering job seekers to harness the power of inquiry, they can better, and more rapidly, navigate the complexities of the employment landscape (and life) with confidence – and, most importantly, with a high degree of enthusiasm and engagement. 

* For more information: https://parwcc.com/page/CEMP_new

Murphy’s Law says that if I could prep my interview clients to effectively respond to “one million” specific interview questions, you can be sure the first three questions asked in the interview will be the one-millionth-one, one millionth-two, and the one-millionth-three… ones we didn’t prepare for. Composure lost. Job offer lost.

Another scenario. I successfully prep my interview client Joseph so well that he can confidently respond to any question asked in the interview. And sure enough, Joseph was able to address all questions and discussion points that were expected. What wasn’t expected, and what Joseph wasn’t prepared for, was the negative and confrontational tone of voice in which the interviewer asked some questions. Not only was the interviewer’s contemptuous voice a throw-off, but their facial expression shouted out “uninterested”. Composure lost. Job offer lost.

Ready For Anything

RFA is an acronym for Ready For Anything. RFA mindset interview coaching is an empowering method for preparing job seekers to, not only make a compelling case for their candidacy, but also to confidently confront unexpected situations or circumstance that might arise in an interview. It’s a mindset that results in a skill set that no matter what, job seekers exit the interview having left powerful, influential messages, or a demeanor that leads to the next steps in the hiring process.  

Pittsburgh interview coach Deloris Jackson told me, “I recently worked with Angela for an important upcoming interview. We covered just about every topic, but interestingly enough, we did not, specifically, discuss how best to respond in an interview if a car came crashing through the front door of the office. But it happened. Complete chaos, confusion, and cacophony obviously disrupted the interview.  

“But Angela responded in such a way that she exited the interview having left a powerful, influential message, and a demeanor that led to her eventual hire. She quickly asked the interviewer how she could help, and assisted as best she could. When she got home, she sent a brief email to the interviewer, just saying she hoped everyone was okay – without any mention of the job or the interview. Her professionalism and character during a crisis were on display, in part because of her level of confidence going into the interview.”   

No coach, regardless of how seasoned or expert they are, can prepare a job candidate for every conceivable situation and question that could arise in an interview, because there are an infinite number to prepare for. Consider one last actual situation:  

Brandon was in the reception area waiting to be interviewed by Mrs. Sharma. Just before he was invited in, she received a phone call: “Mrs. Sharma, this is the school nurse. Now everything is okay, but your daughter slipped going up the slide at recess and sustained a few bumps and bruises. We cleaned them up, she has a few bandages to show off her battle scars, and she’s now resting comfortably. She doesn’t need stitches or to see a doctor, but whenever you or your husband can pick her up, I’m sure she’ll recuperate better with you at home.”   

Brandon is whisked into Mrs. Sharma’s office unaware of the situation, but feels something is off because… he can feel the tension. Brandon knows something is wrong because he’s lost Mrs. Sharma’s attention.  His initial thoughts are, “What did I do wrong?” or, “Did she decide on someone else and this is just a courtesy interview?” or, “Why doesn’t she like me?”

But Brandon was coached in RFA mindset interviewing - Ready For Anything. He is so confident and self-assured based on his preparation, he can manage any situation, especially unanticipated and uncomfortable ones. He knows the goal: always remain poised and always exit the interview having left a powerful, influential message or a demeanor that will result in successfully proceeding to the next step of the hiring process.  

As Brandon leaves the abridged interview he says, “I apologize if I did not adequately communicate my ability to contribute to your warehouse operations - as a dependable, honest and trustworthy employee. If you believe, as I do, that I would be an asset to your company, I’d welcome the opportunity to return to demonstrate this. In any case, thank you for your time and consideration.” 

The next day, Brandon received an apology email from Mrs. Sharma, a second interview, and an eventual job offer. You see, in Brandon’s Gotta Knows Intelligence Report, he discovered that the former warehouse person, whose position Brandon was interviewing for, was fired due to theft. Thus, he knew that honesty and trustworthiness were an important hot button. 

The ‘Gotta Knows’ Intelligence Report 

Self-confidence is born from wisdom, while composure is born out of self-confidence – believing in oneself and one’s messages. When you inspire your students in the art of RFA mindset interviewing, fear turns into courage, doubt becomes confidence, and composure leads the way. It’s a mindset that optimizes their interviewing skill set.

The Gotta Knows Intelligence Report provides the wisdom that results in confident RFA mindset interviewing. In PARWCC’s CIC program (Certified Interview Coach), it’s referred to as the Gotta Knows. When job candidates enter job interviews with a firm grasp of the 8 Gotta Knows…   they will be Ready For Anything that comes up in an interview – simply because an abundance of confidence and composure lead the way. 

(Note: Not every interview will lead to success.  RFA mindset interviewing also acknowledges that if, for whatever reason, the interview is not going well and cannot continue, one of the ‘Ready For Anything’ options includes professionally walking out of the interview). 

1. You GOTTA KNOW: The company (and interviewer(s)

• Job seekers need to know, not just the company’s products and services, but relevant information, that might include reputation, culture, industry presence (local, national, international), successes and challenges, the leadership team, etc.  

• If the interviewer is known in advance, obviously job seekers must research them and uncover as much as possible to quickly establish rapport. 

2. You GOTTA KNOW: Why you want to work for the company

• In some way, shape, or form, the question will be asked, “What draws you to our company?”  The expression, no one cares how much you know until they know how much you care, is relevant here.  So the response to the question, “Why do you care to work for us?” must be a passionate, confident and believable one.

3. You GOTTA KNOW: What you can deliver, generate, and produce for your paycheck 

• Consider that the best plumbers, quarterbacks, parents, and job coaches have the same job responsibilities.  The difference between the best and the worst is ‘results.’ Knowing the ultimate results that are worthy of one’s compensation is the all-important hot button to influence job offers. If you don’t know what you bring to the table, it’s hard to get invited.   

4. You GOTTA KNOW: The Hierarchy of your skills and qualifications  

• In today’s short-attention-span-world, it’s not just what we say and how we say it, it’s also the order (hierarchy) in which we present it.  Job seekers must know their core skills, qualifications, and traits that produce results (#3 above).  If an interviewer wants to know X, Y, and Z and a job seeker presents A, B, and C followed by X, Y, and Z… it might be too late; focus lost.  Hierarchy matters.     

5. You GOTTA KNOW: How to validate that you can, indeed, produce the results you claim you can deliver.

• It’s called providing evidence.  Job candidates must provide qualitative and quantitative achievements and then explain, how they actually accomplished them” (STAR).  

• As noted in many of my books, written brought-to-the-interview ‘reference portfolios’ (or PDF-ready attachments) that confirm and validate past results, constitute a secret weapon to rapid job offers. 

6. You GOTTA KNOW: The Industry 

• Remember, this is RFA mindset interviewing, so relevant industry history, growth potential, effects of AI, logistics, trends, challenges, etc. are important to know.  Not to be a know-it-all, but to demonstrate a keen interest in the industry as well as the company. 

7. You GOTTA KNOW: Obstacles to hire, and the Law of Ignoring

• The interview coach asks her student, “What questions do you hope to God the interviewer doesn’t ask?”  Great question!  The Law of Ignoring says, “Whatever you ignore gets worse in time, or comes back to bite you in the butt.”  Adress all skeletons in the closet and red flags… then identify creative and credible ways to neutralize them.  

8. You GOTTA KNOW: 3-5 ‘tip-the-scale-in-your-favor’ questions to ask the interviewer

• When a job candidate has 3-5 powerful and well-thought-out questions that show a strong interest, confidence soars and employers are pleasantly impressed.  For instance, “A year from now, if hired today, how will you know I exceeded your high expectations?” 

Summary

RFA mindset interviewing is a comprehensive interview prep strategy where job seekers have a firm grasp of the Gotta Knows, to use their personal power to successfully manage anything that arises in the interview with confidence and poise. And, of course, with the primary goal of exiting the interview having left powerful, influential messages, and a demeanor that leads to the next steps in the hiring process.

I like secret weapons. If they work, that is. It’s the unexpected that very often tips the scale in favor of rapid success. When it comes to resumes, there are two secret weapons that can be incorporated into a 2024 document to provide job seekers with a clear competitive advantage. 

Now to be straightforward, the only reason they’re secret weapons is not because the concepts are some hidden, rocket-science-type secret. It’s because 1) few are willing to go the extra mile to prepare and incorporate them into their resumes, 2) they are reluctant to alter their traditional approach, or 3) Both.

Evidence-based game changer

Both secret weapons (or “success strategies” if you prefer), are time-tested, evidenced-based, and validated by today’s hiring professionals. Though I could conduct a workshop on each secret weapon, below is an abridged presentation of two ‘game-changing’ strategies for crafting elite rapid employment resumes.  

Secret Weapon #1: 

Beyond the Links

Writing for The Muse, lyse Kalish quoted The Muse’s job search expert, Clayton Wert: “It’s acceptable to use links in your resume, cover letter, or any form of the job application—assuming you’re submitting it online. I’m of the belief that 90% of applications are now online, and (job seekers) should be adding links to their portfolios, LinkedIn pages, and possibly more depending on their industry and the type of work that they’ve done. It’s best to put as much out there as possible when applying to jobs, because attention is everything in the job search.” (https://rb.gy/cd0a83) 

The Indeed Editorial Team wrote, “Including links on a resume, gives hiring managers insights into your additional credentials and expertise. Traditional resumes are usually longer than a page, require more time to read and might leave (hiring decision-makers) with some doubts, as they may not verify all the claims in a candidate's resume. Links help you optimize your resume and highlight proof of your work, making it easy for the hiring team to identify your credibility.”  (https://rb.gy/ntdznu). 

Beyond the Links: The Real Secret Weapon

The real secret weapon is the preparation that goes into the posts directed by the links on the resume. When working with her job seekers, Vivian Davenport says, “Anyone can insert their links for Facebook, LinkedIn, and other online venues. But my objective is to ensure that when potential employers click on the links, they find it well worth their brief attention.” Just like a resume, whenever the links are opened, the content must shout out key value messages that WOW them. What do you bring to the table that will get you invited to the table? Often this takes a few days or a week or more before the job search actually begins because we must get the right information on the links. 

“So well before we place links on the resume,” Davenport continues, “we make sure the content – on blogs, posts, articles, websites, videos, etc., align with the selling or value proposition on the resume. For instance, we identify the key hiring messages, relevant achievements, current and future industry trends, and perhaps 12-15 critical key words / phrases. And then we integrate them into the targeted online venues so when recruiters and hiring managers open the links – they immediately see the WOW messages.”

Wert said, “In the technical space, it’s imperative that (hiring decision-makers) know that you’ve successfully built out various projects that they can easily click to, and from, them on your resume, cover letter, portfolio, etc. But that doesn’t mean it’s not important for other fields as well—editorial, production, marketing, PR, design, to name a few. Even webinars, speaking engagements, media interviews you were a part of are sometimes worth including.”  

The secret weapon goes far beyond just placing links on resumes. It is the strategic preparation and immediate delivery of key information (WOW messages) when the links are opened. 

Secret Weapon #2: 

Professional Reference Portfolio

We live in a litigative society and as a result, it’s next to impossible for most companies to get quick and accurate references from prior employers when looking to hire new employees. The professional reference portfolio is a powerful tool that deviates from traditional ways of thinking, and may very well be the most powerful tool in a job seeker’s tool box.

If you grab a few books from your library and examine the back covers, chances are you’ll see a few short testimonials, perhaps two or three sentences long, that passionately promote the books. A reference portfolio is exactly the same. It’s a one-page document with four to six short reference testimonials that passionately promote job seekers.

AND IT’S THE LAST PAGE OF THE RESUME!

In a recent survey, 78% of recruiters, HR professionals, and hiring managers said they have “a healthy degree of skepticism’ when first reading resumes – expecting some level of exaggeration, embellishment, and misinformation. A reference portfolio is a ‘game changer’ because, when used strategically, it eliminates that initial skepticism. In fact, it replaces it with positive engagement!

The portfolio is made up of professional references that confirm or validate the information, achievements, and value propositions presented on the résumé. Recent grads or job seekers with limited (or no) work-related references, will identify non-employment-related professional references that attest to their employment value.  

Once job seekers have identified and confirmed four to six people who agreed to provide references, I advise job seekers to write the references themselves (with the help, of course, of their coaches) because:

1. Most people hate writing references. 

2. Most people don’t know what to write.  

3. If they know what to write, it’s usually boilerplate and underwhelming.

4. Most people take forever to write the reference. 

   • Remember, the reference portfolio is the last page of the resume, so getting this wrapped up quickly and effectively is critical.

   • Job seekers obviously know the people they’re asking to provide a reference. Which means they know what and how to word the reference so it aligns with the resume.

It’s important that job seekers, and their coaches, write the references because they know exactly what needs to be written that supports and confirms the selling points on the resume. For example, if a job seeker states on their resume that they can increase efficiency, and they provide specific achievements of doing this in past jobs, a reference from a former boss validating this on the reference portfolio is beyond powerful. 

How this works: 

Job seekers will (with the help of their coaches): 

1. Identify 4-6 people who agree to be references.  

2. Write the references in a few compelling sentences, or one short reader-friendly paragraph.

3. Present the finished written references to the people for their approval and/or edification.   

4. Compile the finalized 4-6 references on a single page in an organized, reader-friendly manner, including contact information… and incorporate it as the last page of the resume.

What if people prefer to write the references themselves?

No worries, but job seekers will want to request that they focus on one or two topics. For example, Jack is seeking a new job and Alyssa agreed to be a reference.  

Jack: “Alyssa, thanks for agreeing to provide a reference.  I know this is a bit inconvenient, and time is of the essence, so would you have any objection if I write out a few lines – then send it to you for your review, so you can make any changes you want to make?” 

Alyssa: “Actually, thanks, Jack, but I don’t mind at all. I’d love to write it myself.”

Jack: “Great, thanks. If you would, please focus on my skill of increasing and optimizing efficiency, as this is a skill I am promoting on my resume.  And if possible, I want to begin my job search next week, so could you have this completed by the end of this week?” 

The Secret Weapon that Introduces the Secret Weapon

Once the reference portfolio is complete, it becomes the last page of the resume. Then use another secret weapon to introduce it in cover letters and emails.  It’s a P.S. (in BOLD):  

P.S.: I have enclosed a reference portfolio as the last page of my resume, to validate that the information contained on my resume is truthful and accurate.

By doing this, hiring professionals will read the résumé with a level of positive engagement almost never experienced. Most have no idea what a reference portfolio is and will go directly to the portfolio. Then to the resume. Then to a scheduled interview.  

JANET R. WILSON

Palm Beach Gardens, FL 33410 (561) 555.1212

email@email.com

Reference Portfolio

John P. Hendricks, Director of Operations email@email.com

THE PGA COMPANIES

 “Janet Wilson was, without question, the best assistant warehouse manager The PGA Companies has ever had. She single handedly designed and implemented a JIT inventory program that reduced inventory 23% while improving customer services levels to a record 98.7%. She will be a valuable asset to any company requiring leadership in warehouse management.”

Ed Shuman, Senior Buyer email@email.com

PING CORPORATION (212) 555-6012

 “Janet is the ultimate warehouse management professional. As Assistant Manager for The PGA Companies, we worked exclusively with her – and developed a positive and effective win-win relationship. She negotiated a number of innovative terms and conditions with our company that reduced her organization’s on-hand inventory levels by 38% but increased annual sales volume 26%. This was so successful; we are now offering this system to our other customers.”

Susan B. Johnston, Assistant Warehouse Manager email@email.com

SOUTH MICHIGAN GOLF OUTLET

“I would not have the job I have today without the training, supervision, and empowerment of Janet Wilson. I worked for Janet at The PGA Companies for 4 years and, in that time, she taught me how to be a highly effective leader in warehouse management. So few people ever get the unique opportunity to learn from a true professional and better human being. I can’t imagine anyone more qualified than Janet to be a warehouse manager in a high volume, fast-track environment.”

Frank Fordum, Warehouse Manager (email@email.com

THE PGA COMPANIES (561) 555-7234

“Janet Wilson has worked as my Assistant Warehouse Manager for the past seven years. There is not one aspect of high-volume warehouse operations that she is not an expert at.  In fact, it is said that everyone is replaceable – but when Janet leaves The PGA Companies when she and her family relocate to the West Coast, she will be sorely missed… and almost irreplaceable.”

Sydney Rebecca Muhammad, Project Coordinator, WPB, FL email@email.com

MAKE-A-WISH FOUNDATION 

“This is not a professional, work-related reference. But let it be known that Janet Wilson has been an active volunteer at Make-A-Wish, West Palm Beach for the past six years, and her character is constructed of compassion, patience-under-fire, and integrity. If these are important attributes to an employer, Janet sets a pretty high bar.”