240. 10 Hours with Recruiters: Post COVID-19 Job Interview Strategies & Response Templates for Mid-Level to Senior Executives



60 videos. 85+ links. 200+ takeaways from this 10 hr training lesson:

[JOSHUA’S NOTE: Below are 10 hours of high-quality, curated content gleaned from professional recruiters and head hunters blended with my personal experience as a talent development specialist training over 15,000 professionals and university students, neatly bundled up and in one place.

This lesson builds upon the strategies and learning outcomes in Lesson 239. 6 Hours with Recruiters: Upgrade Your CV, Find Hidden Job Offers & 10x Response Rates. If you have applied to 20+ jobs and have not been contacted to set up a job interview, or if you feel you are over-qualified for the job offers you are receiving, consider returning to Lesson 239. to revise how to target and attract recruiters.]

TABLE OF CONTENTS

  1. How recruiters categorize candidates & why it’s ineffective
  2. What you really need to know before you start interviewing
  3. Job interview question sets:
  4. How executive headhunters ‘flip’ leaders and potential candidates

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Categorize candidates

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239. 10 Hours with Recruiters: Upgrade Your CV Template, Find Hidden Job Offers & 10x Response Rates



17 videos. 148+ links. 292+ takeaways from this 10 hr training lesson:

[JOSHUA’S NOTE: Below are 10 hours of high-quality, curated content gleaned from professional recruiters and head hunters blended with my personal experience as a talent development specialist training over 15,000 professionals and university students, neatly bundled up and in one place.]

LESSON TABLE OF CONTENTS

  1. The recruiter’s power & dilemma
  2. How Human Resources assess employees & candidates
  3. How recruiters find the ‘right’ talent
  4. How to get your profile & CV in front of recruiters
  5. How to find job openings and key hiring decision-makers
  6. How recruiters ‘flip’ leaders and potential candidates

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I’ve interviewed countless young designers and it’s bewildering to see how poor most of them are at communicating their merits. Many of them make it difficult for the interviewer to see their potential. The way you present your work – and yourself – is more important than the work you show. No matter how good it is, if you present it sloppily, or present yourself sloppily, you will struggle to find employment.