Tips to Position Yourself as a Top Candidate

The Promotion Secret Most Professionals Discover Too Late   In over two decades of executive recruitment, I've observed a pattern among professionals who consistently advance in their careers versus those who stagnate despite equal talent and effort.   The difference? Strategic documentation of achievements, what I call a professional "brag book."   This isn't about boasting. It's about recognizing the reality of corporate decision-making: in quarterly review cycles and fast-paced environments, even exceptional work becomes invisible without proper documentation.   Your comprehensive brag book should include:   1️⃣ Achievement Portfolio: Concrete evidence of promotions, awards, successful projects, and initiatives that demonstrate your ability to deliver results   2️⃣ Quantifiable Impact: Specific metrics that translate your efforts into business value; revenue generated, costs reduced, efficiency improved, or risks mitigated   3️⃣ External Validation: Preserved testimonials from clients, acknowledgments from leadership, and formal recognition that provides third-party credibility   4️⃣ Leadership Moments: Documented instances where you identified problems independently and implemented solutions beyond your job description   The professionals I place in competitive positions understand a fundamental truth about organizational dynamics: visibility strategically created through documented evidence consistently outweighs undocumented effort, regardless of quality.   Update your brag book quarterly and bring it with you to performance discussions. Make it impossible for decision-makers to overlook your value when advancement opportunities arise.   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #careeradvancement #workplacesurvival #selfadvocacy #careerstrategist

Having spent my career on all sides of the hiring equation, I've seen so many top candidates be passed over for less qualifed choices. The painful truth? There are other factors at play. [But there’s a fix!] Here are some reasons hiring managers cite for ruling out an otherwise excellent candidate: 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗳𝗶𝘁 - Their perception of your working style, values, or personality may not align well with the company culture or team dynamics. 𝗧𝗵𝗲 𝗳𝗶𝘅: Speak to people inside the organization before you interview to unlock cultural details. Have 1-2 examples to show your alignment with the team. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝗸𝗶𝗹𝗹𝘀 - Despite strong technical qualifications, you may struggle with speaking clearly, demonstrate active listening, or pick up on social cues. 𝗧𝗵𝗲 𝗳𝗶𝘅: Practice with someone who can give you actionable feedback. Videotape yourself answering commonly asked questions, watch the videos, and adjust as needed. 𝗦𝗮𝗹𝗮𝗿𝘆 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 - Your requirements may be higher than the company's budget or out of alignment with their internal pay scales. 𝗧𝗵𝗲 𝗳𝗶𝘅: Use resources like mynextmove[dot]org to get data on regional pay scales in your field. Use a range, and indicate you have some flexibility for the right role. 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 - Your answers didn't highlight your skills and experience or you may have been negative, arrogant, or lacked energy. 𝗧𝗵𝗲 𝗳𝗶𝘅: Identify commonly asked questions for the role you’re pursuing, and organize your answers using your stories in the STAR format. Use a platform like BigInterview to get AI feedback on your answers, and video yourself to detect other issues. 𝗥𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 𝗼𝗿 𝗯𝗮𝗰𝗸𝗴𝗿𝗼𝘂𝗻𝗱 𝗰𝗵𝗲𝗰𝗸 𝗶𝘀𝘀𝘂𝗲𝘀 - Past employers may provide lukewarm references, or there might be concerns about your employment history. 𝗧𝗵𝗲 𝗳𝗶𝘅: Always speak to your references in advance and update them on any new skills and experiences. Ask them if they feel they can remain a good reference for the role you’re seeking. Then, as you get interviews, alert them and tell them what you’d like them to highlight if they are called. Be transparent about any issues that may come up in a background check. 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 - Someone else within the organization might have specific industry experience or connections that make them a better overall fit. 𝗧𝗵𝗲 𝗳𝗶𝘅: Ask the question, “Are there any internal candidates for this role?” during your first interview. At least that way you won’t be blindsided. ♻️Repost to pull back the curtain on career choice and job search issues! Follow Sarah Baker Andrusfor more advice like this!

I've hired for hundreds of roles at Waffle House. The top 1% of candidates? You all have this in common (and it's not what you think) ↓ It's not your resume. It's not your experience. It's not even your skills. The top 1% of candidates have a well-thought-out strategy. Here's what I mean: These elite candidates don't just apply to every job they see. They focus on companies they're truly passionate about. Their approach is comprehensive: 1. They start at the company website, applying directly. 2. They leverage LinkedIn connections to find referrals within the company. 3. Their resumes are tailored specifically to the job they're applying for. 4. They prepare extensively for interviews, studying the company and role. 5. After interviews, they send thoughtful thank-you notes to recruiters and hiring managers. This strategy sets them apart in several ways: - It demonstrates genuine interest in the company - It shows initiative and resourcefulness - It highlights their attention to detail - It proves they go above and beyond The result? These candidates stand out from the crowd. They're not just another resume in the pile. They're memorable, prepared, and impressive. This approach takes more time and effort. But it dramatically increases your chances of landing the job. Want to be in the top 1% of candidates? Transform your job search with a targeted, comprehensive strategy for each application. Quality over quantity wins every time. Elevate your job search strategy today.

I've interviewed 100s of people for 6-figure roles. (Here's what nobody tells you...) It's not the most qualified candidate who gets the job. It's the best prepared for the interview. How to prep like the top 1%: 1. Research the company like you already work there. ↳ Know their challenges, victories, and latest news. 2. Practice your answers out loud. ↳ What sounds good in your head may not when spoken. 3. Prepare 3 specific stories that showcase your skills. ↳ Focus on your adaptability and leadership. 4. Study the job description. Find the top 3 skills they want. ↳ Then craft examples proving you have them. 5. Do a mock interview with a trusted person. ↳ Someone who will give you honest feedback. 💡 And 7 questions to ask that make YOU stand out: 99% of candidates ask basic questions at the end. Don't waste this opportunity to impress! Ask these instead: ➟ What does success look like in the first 90 days? ➟ What are the biggest challenges facing the team that I could help solve? ➟ How would you describe the management style of the person I'd be reporting to? ➟ What distinguishes your top performers from everyone else? ➟ How does the company support professional development and growth? ➟ What made YOU decide to join this company, and what keeps you here? ➟ What do new employees find surprising after they start? The best candidates don't just answer questions. They create meaningful conversations. Remember: Interviews are a two-way street. You're evaluating them just as much as they are you. You spend 90,000 hours of your life at work. Choose a company and manager that support your growth. Your career will thank you. P.S. What's your best tip for nailing your interview? Share in the comments to help others prepare. ♻️ Valuable? Repost to share with your network. 🔖 Follow Justin Wright for more on career success. Want my 80 best cheat sheets? Get them here for free: BrillianceBrief.com   

Unfortunately, many job seekers aren’t comfortable with self-promotion because they equate it with bragging. Or they don’t do it because they lack confidence or certainty in their value as a candidate. I’ve spoken to thousands of job seekers who underestimate their skills and accomplishments. The problem is that we are passed over for great opportunities and higher earnings when we don't share them. Employers can't guess or assume your abilities; you must make them clear and compelling. Self-promotion is a powerful tool for career advancement when done authentically and effectively. Here are 5 ways to draw attention to your qualifications and skills without sounding arrogant. 1. Quantify Achievements: Show the impact of your leadership by quantifying your achievements. Did you increase revenue or reduce costs? By how much? Did you lead a team? How big was it and what were the results of your team's work? Use concrete numbers where possible to illustrate your effectiveness. 2. Highlight Leadership and Strategic Skills: As an executive, it's important to demonstrate not only your ability to manage, but also to lead and strategize. Highlight experiences where you've set strategy, guided teams through change, or demonstrated thought leadership. 3. Tailor Your Resume: Customize your resume for each application, highlighting the most relevant experiences and accomplishments. 4. Use Action Verbs and Power Words: Start each bullet point with a strong action verb like "led," "spearheaded," "orchestrated," etc. This helps create a powerful image of you as a proactive leader. 5. Showcase Your Executive Presence: Executive presence is a blend of temperament, competencies, and skills that send all the right signals. Show instances where you've had to make tough decisions, guide a team, or navigate a company through challenging times. If you found these tips helpful save this post and reshare with your network to help others. #LinkedInTopVoices #Careers #PersonalBranding

Are you ready to take your career to 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗹𝗲𝘃𝗲𝗹, but unsure how to make it happen? The key to your next promotion might be closer than you think. As a career and leadership coach, I've seen countless managers struggle with career stagnation. The good news? With the right strategy, you can position yourself for that coveted promotion. Here's your 5-point guide to not just ask for a promotion, but to ensure you're the top candidate when the opportunity arises: 𝗕𝗲𝗰𝗼𝗺𝗲 𝗶𝗻𝗱𝗶𝘀𝗽𝗲𝗻𝘀𝗮𝗯𝗹𝗲: Before you even think about asking for a promotion, make yourself irreplaceable. Take on additional responsibilities (responsibilities, no more work), volunteer for challenging projects, and consistently exceed expectations. Document your achievements and the value you bring to your role and the organization. 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘀𝗸𝗶𝗹𝗹𝘀: A promotion often means leading others. Start honing your leadership skills now. Mentor colleagues, lead cross-functional projects, or take on a leadership role in company initiatives. Show that you're ready for increased responsibility. 𝗕𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗻𝗲𝘁𝘄𝗼𝗿𝗸: Promotions aren't just about what you know, but who you know. Cultivate relationships across your organization. Seek out mentors in senior positions and build alliances with decision-makers. Your network can be your strongest advocate when promotion opportunities arise. 𝗔𝗹𝗶𝗴𝗻 𝘄𝗶𝘁𝗵 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗴𝗼𝗮𝗹𝘀: Understand your company's strategic objectives and align your work accordingly. Demonstrate how your contributions directly impact the bottom line and support the organization's vision. This shows you're thinking at a higher level, a key trait for promotion candidates. 𝗧𝗶𝗺𝗲 𝗶𝘁 𝗿𝗶𝗴𝗵𝘁: Timing is crucial when asking for a promotion. Monitor the company's performance, be aware of organizational changes, and choose a moment when your recent achievements are fresh in your manager's mind. Prepare a compelling case that outlines your readiness for the next level and how it benefits the company. Remember, asking for a promotion isn't just about the ask—it's about strategically positioning yourself as the obvious choice. By following these steps, you're not just hoping for a promotion; you're actively creating the conditions for your success. Are you ready to take control of your career trajectory? Start implementing these strategies today, and watch as new opportunities unfold before you. #CareerAdvancement #LeadershipDevelopment #PromotionStrategy #ProfessionalGrowth #CareerCoaching #SuccessfulLeaders #CareerEmpowerment

The best promotions don't go to the most talented people. I’ve worked with thousands of professionals in my career. If there’s anything I’ve noticed after a decade in tech, it’s the fact that the promotions and high-visibility projects go to those with advocates. Here are the key reasons why advocates are essential for career growth (and some practical tips to gain and nurture them) 🔵 Advocates amplify your visibility. ↳ They talk about your achievements to others. This spreads your name and work beyond your immediate circle. 𝗧𝗶𝗽: If you’re a heads down person like me, it’s time to lift your head up to build relationships with colleagues and mentors who can vouch for your skills and contributions. 🔵 Advocates provide opportunities. ↳ They recommend you for projects and roles. This opens doors that you might not even know exist. 𝗧𝗶𝗽: Show your value consistently so that advocates feel confident in recommending you. 🔵 Advocates build your credibility. ↳ They lend their reputation to yours. This enhances your professional standing and trustworthiness. 𝗧𝗶𝗽: Maintain integrity and professionalism to ensure advocates are proud to support you. 🔵 Advocates ensure your efforts are recognized. ↳ They make sure your hard work is seen by decision-makers.This leads to promotions and career advancement. 𝗧𝗶𝗽: Document your achievements and share them with your advocates regularly. Bonus: 🔵 Advocates help you build a network. ↳ They introduce you to influential people. This expands your professional connections and opportunities. 𝗧𝗶𝗽: Your network is one of the most valuable things you’ll take with you in your career. Don’t let these opportunities go to waste! Seize the opportunity to build strong advocates and supercharge your career in the final months of 2024. If you’re not sure where to find your first advocate, try building a good relationship with your manager. Here’s my FREE LinkedIn Learning Course that can help you turn your managers into your #1 advocates: https://lnkd.in/gPXXNckd 💬 What are your obstacles when it comes to finding advocates at work?

In the corporate world, people tell you to: - Work hard - Be patient - Deliver more value - Eventually, you’ll get noticed I tried it, and all I got was frustration. I was overlooked for executive roles because I didn’t realize this sooner: Hard work isn’t enough if no one knows about it. Once I learned to self promote, I went from overlooked to VP in 7 years. Now I teach all of my clients: → Always be selling yourself (ABS) Selling yourself doesn't have to be big or loud. One simple way to do it: Start every one-on-one with a win Most of us start our one-on-ones with problems and challenges. If we are lucky we get 10 seconds at the end to bring up a win. Flip the script. Start every one-on-one with your manager with a goal you achieved or win you are celebrating. Two reasons: 1) It sets the tone of the conversation. When you start with the positive it becomes more positive. 2) It trains you to talk about your success I know a lot of high achievers have a strong resistance to self-advocacy. You need to push through that resistance and create the habit of selling yourself. Because after a while, it will become second nature and 10x your career growth.