Episode 84: Interviewing Tips for Professionals with David Adams

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(bright music)

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- Welcome back to the "Get
Unstuck & On Target Podcast."

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I'm Mike O'Neill with Bench Builders,

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and we help growing companies,
especially manufacturers,

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improve their people,
process and planning systems

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so they can scale smarter and faster.

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Joining me again is David Adams.

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David is an executive recruiter

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and the founder of CareerLink Network.

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Today's topic is, Interviewing Tips,

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not you interviewing the candidates,

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but the candidate being interviewed.

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Hey, welcome back, David.

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- Thank you and thank
you for inviting me back.

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- Well, I invite you
back for several reasons.

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One of which you did a great job

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when you were with us earlier,

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and two, I can't think of anybody

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who is more qualified
to offer your insights

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on how to prepare for and present yourself

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when you are the candidate.

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I can only imagine, you
probably have been involved

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with placing hundreds if not
thousands of professionals.

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- I have and being
prepared to do an interview

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is pretty much the only way
that you're going to win.

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It's a very competitive market,

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not only for the clients trying to hire,

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but there's a lot of people fighting

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for the same kind of role.

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I prep my candidates on how to win.

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If you're gonna bother to
interview, let's play to win.

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- With that in mind,
let's talk a little bit

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about the organization that you run.

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You started this, you've
added recruiters to the team,

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you place folks

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in a wide variety of settings-
- Yes.

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- Is there any pattern
to the types of positions

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that you are most often asked to fill?

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- We do everything from entry level

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all the way to the C-suite.

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We find that working laterally
with our clients is the best,

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so we don't honestly know

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what kind of role is gonna come forward.

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We get a lot of project management roles,

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project coordinators, marketing, sales,

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executive leadership roles
in a variety of industries.

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I often say that I place everything

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from CRISPR-Cas9, artificial
intelligence, to concrete,

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and we can bounce
successfully back and forth.

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But there's a tremendous common thread

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that runs in interviewing,

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it doesn't matter what type of position

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you're interviewing for,

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there are certain key core
questions that will come up

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that I've learned over my
now 30 years of doing this

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that candidates tend to not handle well

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which can blow the interview.

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And so, I have devised a prep session

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that will pull those questions
out so they pre-answer

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in their minds before they come up.

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And answering questions about what you do

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on a daily basis is easy, it's
these irritating questions

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that seem to always come up

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that they don't know how to answer,

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so I fix that problem.

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- Well, you not only fix it,

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but you kind of have
the mindset of winning.

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And I think what we have
to be mindful of is,

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the industry that you represent
has changed dramatically.

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- Oh, I have reinvented
myself so many times

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that it's amazing.

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From the type of industries
that I've worked for

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to the type of placements that I do,

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it's transformed tremendously, so.

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- It's changed dramatically,

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but here's what I'm
picking up on and that is,

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it used to be thought
that maybe a recruiter,

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that's a transaction.
- Right.

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- When a company has an opening
and you supply candidates

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for that opening-
- Correct.

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- In that your role primarily is limited

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to finding the candidates.
- A sourcer.

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No, I'm a broker now.

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I completely broker the
deal from start to finish.

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I actually even help my companies try

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to find the right
avenues to even verbalize

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what they're looking for.

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Because it is so hard to attract people,

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you have to have somebody
that can elevate your company

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to get the attention of the candidate.

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And then on the candidate side,

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I have to elevate them to take the time

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and want to interview.

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And if they're gonna put themselves out,

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I have to convince them,

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"Okay, now that I've taken
you out of that mindset,

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we need to play to win."

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I'm literally a broker,

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and then it comes down to the money.

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Even you deciding you like my candidate,

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that's just one portion of the whole deal,

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you've got to have somebody on
my side to push it together,

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because if I pull somebody out to come

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and look at your opportunity,

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chances are someone else
is calling them too,

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and we have to figure out a plan

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to win on both sides or we all lose.

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I'm now a broker, I am a career broker.

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So yes, thank you for
recognizing, it is true,

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it's not transaction, it is brokery.

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- You know, probably the
thing you do as a broker is,

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one, you help the employer clarify exactly

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what they're looking for,

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knowledge, skills, abilities,
aptitudes, cultural fit,

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but then you also are working

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with the candidates themselves.

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My assumption is, is that
when you present a candidate

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or candidates to the client,

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you wanna give them the
best choice they can,

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but you want those candidates-
- Right.

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- To be well prepared for
the interview process.

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That's where we'll probably spend

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most of our time-
- Okay.

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- On this podcast and that is-
- Absolutely.

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- You have found, after doing this

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as long as you have been doing this,

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there are some common mistakes
that interviewers make.

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Why don't we start with
those common mistakes?

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What you see?
- Sure.

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What I usually do, I will
prepare the candidate by saying,

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"Make sure you have a copy of your resume,

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your Brag Folder if
that's a necessary item

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in what's going on."

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And I want the person to take some time

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to review the company.

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Now that we have the
internet and everything,

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it's pretty easy, in matter
of minutes you can track down

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a good many things about an organization.

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So once I get past that,

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I prep the candidate on what to expect

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if it's a Zoom meeting such as this,

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I try to make sure the
person's in an environment

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that they can speak freely,
without pets, without children,

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without phones ringing,

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with a background drop
that's business appropriate.

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And so, most people are pretty
down with the Zooms now,

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so I don't have to do a whole lot on that.

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But then I take them
into the basic questions

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that are going to come up and
then I give them solutions

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on how to answer those questions.

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For instance, you can count
on these three questions,

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no matter what level
you're interviewing for,

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I don't care if it's your
first job out of college

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or you're going for that top
end executive C-suite position.

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There's gonna be the,
tell me about yourself,

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why are you looking and why
are you interested in us?

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Those three questions sound very easy,

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those three questions
are the most destroyed

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by a candidate that's out there.

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You can talk about your process,
what you do, everything,

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why you're special in your industry,

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but if you haven't
pre-thought those answers

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you're gonna fail.

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So I give them an example
on, tell me about yourself.

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You start out with your college education,

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then you move up to a couple
of working experiences

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that are relatable to what
it is that this company is,

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ending with where you are presently,

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but then you stop and say,
"Tell me, Mr. Employer,

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what are you looking for
to hire for this role?

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Let's compare my experience

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and see if this works
well for both of us."

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And that opens up a question

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that the interviewer has to give back.

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"Well, we're looking for X, Y, and Z."

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That's your ammunition
to sell your background

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and choose what you have
to fit what they want.

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And then I go even further and say,

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"If there's something you're lacking,

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don't apologize for that.

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You come back and say, 'You know what,

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that's the challenge I'm looking for,

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that's exactly what gets me excited

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about the opportunity
you have to hire for.'"

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And so it flips it back
around instead of saying,

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"Wow, I don't have that, I don't have it."

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If you say that, then honestly,

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your conversation's kind of over.

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Come back with, "I'm
glad you brought that up.

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I'm excited about that

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and that's the challenge I'm looking for."

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Then you've responded to it.

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Why are you looking at,
why are you interested

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are two other ones that
can be very dangerous.

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But, why are you looking?

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If I'm representing you, it's easy to say,

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"Well, David, the recruiter called me,

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CareerLink Network said that
this is a top opportunity

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so he gave me time to
research your company,

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and after looking at the direction

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you guys are going, your products,

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whatever it is that might
be a special interest,

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that's why I'm on the Zoom call with you,

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I really like what I have seen

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and honestly that's why I'm
on the horn with you now."

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You never wanna be negative
about your past, present,

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future, bosses, pay plans,
products, competitors,

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for any reason in an interview.

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And if you are, you will not be hired.

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So most people if you ask
them, "Why are you looking?"

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"Well, my paycheck's not coming on time,"

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to, "Yeah, they just back ordered this,

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they're not supportive of that."

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That's all negative.

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They don't wanna hear that,
because you know what?

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Everybody has something that's negative,

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and if they hear you
say something like that,

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they're afraid you're gonna say

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that about them at some point.

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So you have to take the high road and say,

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"I really wasn't looking,

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the recruiter called me and after looking

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at what you have to
offer, wow, I'm excited,

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and that's why I'm on this Zoom call."

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- May I go back-
- Yeah, absolutely.

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- And kinda recap what
you've shared so far?

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This is excellent.
- Hm-mm.

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- You've said it's universal regardless

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of the position-
- It is.

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- That you may be interviewing for.

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We work primarily with key leaders,

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so I will be thinking more
along the lines of a key leader

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who's been contacted
perhaps by your organization

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and you're prepping this
executive for that question,

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"Tell me about yourself."

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Let me see if I heard this correctly.

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You give an answer,

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but not necessarily a long winded answer.

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- Not at all.

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- You're advising our listeners...

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- It's your elevator's pitch.
- It's your elevator's pitch

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so you're speaking very succinctly,

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you don't go back to your childhood,

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you pick up pretty much in college,

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where you went to college,
what's your degree in,

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and if you've been in the
workforce for a while,

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spot check and share some
examples of work experience

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that may be relevant or closer
relevant to the position

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you're interviewing for.
- Exactly.

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- But before you get too far down that,

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you're advising your
clients, our listeners,

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is that, yes, you answer that question,

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but then you answer the question

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with a question and ask-
- Right.

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- "Tell me a little more
about what are you looking for

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and let me see if I can speak to that."

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That's brilliant, David.

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- It flips the question back,
it makes the person respond.

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They're gonna respond by
saying, "I want X, Y, and Z.

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This is what we have to
have or it will not work."

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And so, that gives you
the chance then to say,

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"Okay, that's what you need to focus on."

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I often say, okay, if you
are going to a car lot

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and you're looking at a car,

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the person's gonna come up and say,

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"Are you looking for a blue or red car?"

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Well, if you want red,
there's no point showing blue.

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You may have 500 blues, but they want red.

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So you need to find what is it

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that they think the role means

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so that you can tailor
back your experiences

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to fit their need, it's that simple.

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- You went on to say that...
- And that answers the,

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why are you looking and why
are you interested in us.

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You better have some
succinct business reasons

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that this company is of interest to you.

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It can't be "Well, David called me,

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and well, let's face it,
Daddy needs fresh shoes."

00:13:54.600 --> 00:13:56.040
That's not gonna work.

00:13:56.040 --> 00:14:00.210
You need to have, why are you
interested in that company?

00:14:00.210 --> 00:14:01.980
You need to be able to
say, "Well, you know,

00:14:01.980 --> 00:14:04.830
I've checked out your stock,
I've checked out your standing,

00:14:04.830 --> 00:14:06.750
you've got new products, you've got this,"

00:14:06.750 --> 00:14:09.600
whatever it is, you better have some sort

00:14:09.600 --> 00:14:10.653
of business reason.

00:14:11.520 --> 00:14:14.490
And by the way, I also tell people

00:14:14.490 --> 00:14:18.227
to never conduct an interview
with a company that's,

00:14:18.227 --> 00:14:20.370
"Oh, I just wanna to get to know you."

00:14:20.370 --> 00:14:22.260
That doesn't exist,

00:14:22.260 --> 00:14:24.990
that type of interview is more deadly

00:14:24.990 --> 00:14:28.713
than a straight on interview
because you're not prepared.

00:14:29.700 --> 00:14:32.550
If you get a call and you
have submitted your resume

00:14:32.550 --> 00:14:34.290
into a company on your own

00:14:34.290 --> 00:14:36.510
and you don't have representation,

00:14:36.510 --> 00:14:39.300
do not take an interview
and do it on the fly.

00:14:39.300 --> 00:14:41.670
You need to go through something like this

00:14:41.670 --> 00:14:43.053
in order to be prepared.

00:14:44.400 --> 00:14:46.417
If an HR person calls you and she says,

00:14:46.417 --> 00:14:48.877
"Oh, I just wanna get to know you."

00:14:48.877 --> 00:14:51.840
"Fantastic, thank you
so much for calling me,

00:14:51.840 --> 00:14:53.820
I'm very excited to do this.

00:14:53.820 --> 00:14:57.243
I'm not where we can conduct
this interview professionally,

00:14:58.410 --> 00:14:59.910
there's too many people around me,

00:14:59.910 --> 00:15:01.770
let's set a time and lemme call you back.

00:15:01.770 --> 00:15:03.717
Are you free tomorrow at 10 o'clock?"

00:15:04.560 --> 00:15:07.740
Give yourself the chance to be ready,

00:15:07.740 --> 00:15:10.260
do not interview off the fly.

00:15:10.260 --> 00:15:15.120
If you do, chances are,
if you win, you may,

00:15:15.120 --> 00:15:17.460
but let's improve your odds,

00:15:17.460 --> 00:15:20.940
let's get you ready and
improve your odds to win.

00:15:20.940 --> 00:15:22.710
- Mm, this is excellent.

00:15:22.710 --> 00:15:26.790
You also reminded us that
question of, why you're looking,

00:15:26.790 --> 00:15:29.370
is that, though they may
be some negative reasons

00:15:29.370 --> 00:15:33.420
why you might, you do not
necessarily wanna share that.

00:15:33.420 --> 00:15:37.560
- Can't do it because you're not going

00:15:37.560 --> 00:15:40.267
to be able to present it in a proper way.

00:15:40.267 --> 00:15:42.715
There are situations where,

00:15:42.715 --> 00:15:46.260
"My company got bought,
I'm losing my job."

00:15:46.260 --> 00:15:47.190
That's factual.

00:15:47.190 --> 00:15:49.860
If you can be factual, that's okay,

00:15:49.860 --> 00:15:52.567
but you follow up by saying,

00:15:52.567 --> 00:15:53.970
"Here's a letter,

00:15:53.970 --> 00:15:57.480
I can send you a letter that
shows it was them and not me."

00:15:57.480 --> 00:16:01.020
And so, that's being factual.

00:16:01.020 --> 00:16:03.360
But you also need to stay on the positive,

00:16:03.360 --> 00:16:06.960
you know, "Hey, I fully
understand it, companies change,

00:16:06.960 --> 00:16:09.870
this opportunity that I had changed,

00:16:09.870 --> 00:16:13.830
it's not personal, it's just business."

00:16:13.830 --> 00:16:15.030
And then you move on.

00:16:15.030 --> 00:16:17.073
If you sound like a negative,

00:16:17.910 --> 00:16:21.157
as they say a negative Nancy or whatever,

00:16:21.157 --> 00:16:23.130
they're not gonna wanna hire you,

00:16:23.130 --> 00:16:25.470
so try to stay as positive.

00:16:25.470 --> 00:16:28.263
If someone takes you
down the negative road,

00:16:29.520 --> 00:16:33.877
respond to the question and
get off of it by saying,

00:16:33.877 --> 00:16:38.100
"Well, it's been a tremendous
learning opportunity for me

00:16:38.100 --> 00:16:40.377
and I'm much better off
for having done it."

00:16:42.020 --> 00:16:44.910
You can't make it sound
really super negative,

00:16:44.910 --> 00:16:46.953
if you do, there again, you will fail.

00:16:48.270 --> 00:16:52.260
- You know, David, you
know my background in HR,

00:16:52.260 --> 00:16:55.020
and when I was sourcing candidates,

00:16:55.020 --> 00:16:58.560
I'd always kind of read what percentage

00:16:58.560 --> 00:17:02.760
of people are looking?

00:17:02.760 --> 00:17:03.600
- Right.

00:17:03.600 --> 00:17:07.660
- In your opinion, what
percentage are people looking?

00:17:09.180 --> 00:17:13.353
- Today, it's not very
strong, it's a low percentage,

00:17:14.670 --> 00:17:18.480
and that will probably change
as well in a few years,

00:17:18.480 --> 00:17:21.510
but right now, if they're looking,

00:17:21.510 --> 00:17:26.510
there are five companies that
are clamoring to get them.

00:17:26.700 --> 00:17:31.563
And that's why you need somebody
that can broker for you.

00:17:32.550 --> 00:17:35.490
One, if you're looking,
you get a better deal,

00:17:35.490 --> 00:17:38.250
I'm gonna negotiate and get
you what you're looking for,

00:17:38.250 --> 00:17:40.800
but two, on the company side,

00:17:40.800 --> 00:17:42.930
your chances of winning are a lot better

00:17:42.930 --> 00:17:47.460
if you have representation
for you as a company trying

00:17:47.460 --> 00:17:51.540
to move through all the minutiae
with all these candidates,

00:17:51.540 --> 00:17:54.210
and the tire kickers and what have you.

00:17:54.210 --> 00:17:56.190
In a lot of states now, as you know,

00:17:56.190 --> 00:17:59.880
you can't ask money questions, but I can,

00:17:59.880 --> 00:18:01.833
I can figure out where they are,

00:18:02.670 --> 00:18:05.880
or I may already know because
I've pulled from that company

00:18:05.880 --> 00:18:07.710
so I know a range,

00:18:07.710 --> 00:18:12.710
and it just saves an awful lot
of time on both ends of it.

00:18:14.100 --> 00:18:17.910
And then one of the things
I wanted to also bring up,

00:18:17.910 --> 00:18:19.383
I have a client that I said,

00:18:21.309 --> 00:18:23.626
"Your pay plan is not in alignment

00:18:23.626 --> 00:18:28.626
with what your expectations
are by a long shot.

00:18:29.220 --> 00:18:31.410
I'm sorry I cannot help you,

00:18:31.410 --> 00:18:33.720
because you've been looking for a while,

00:18:33.720 --> 00:18:36.990
you have to understand
your industry pays this

00:18:36.990 --> 00:18:38.977
and you're down here."
- Hm-mm.

00:18:38.977 --> 00:18:41.880
- "Nobody's gonna take your
job because they don't need it,

00:18:41.880 --> 00:18:44.430
and if they did take the
job, they're not qualified.

00:18:44.430 --> 00:18:47.340
So, I can't help you."

00:18:47.340 --> 00:18:50.253
And so, that is part of it as well.

00:18:51.300 --> 00:18:53.190
- Can we go back to something
you said a moment ago,

00:18:53.190 --> 00:18:55.230
because we kind of have gone both

00:18:55.230 --> 00:18:57.390
from the perspective of the employer,

00:18:57.390 --> 00:18:59.490
from the perspective
of you, the recruiter,

00:18:59.490 --> 00:19:02.774
and the perspective of the candidate.

00:19:02.774 --> 00:19:04.860
- Right.
- You made a comment about,

00:19:04.860 --> 00:19:06.060
you can't ask

00:19:06.060 --> 00:19:08.130
about salary information.
- Correct.

00:19:08.130 --> 00:19:09.660
- Just for clarification,

00:19:09.660 --> 00:19:12.660
some states have basically outlawed

00:19:12.660 --> 00:19:16.020
that inquiry by the employer.

00:19:16.020 --> 00:19:19.860
- And most companies now
have just withdrawn that.

00:19:19.860 --> 00:19:22.950
The bigger, the companies that
have a defined HR department,

00:19:22.950 --> 00:19:26.370
they've withdrawn that
question, they no longer ask it,

00:19:26.370 --> 00:19:30.780
it's even been taken off
of their applications

00:19:30.780 --> 00:19:32.100
that you have to fill out.

00:19:32.100 --> 00:19:35.730
They do put expectations though,

00:19:35.730 --> 00:19:37.980
and that's where things can get tricky,

00:19:37.980 --> 00:19:40.470
so I can coach people around that.

00:19:40.470 --> 00:19:42.037
- So the work around is they may say,

00:19:42.037 --> 00:19:44.850
"What are your salary expectations?"

00:19:44.850 --> 00:19:46.597
That's more forward-looking versus

00:19:46.597 --> 00:19:49.830
"What is or has been your past salary?"

00:19:49.830 --> 00:19:51.467
And not to get too technical fast,

00:19:51.467 --> 00:19:53.854
but the reason why...
- How do you answer that?

00:19:53.854 --> 00:19:55.440
- Well, how do you answer that, yeah.

00:19:55.440 --> 00:19:57.663
- Yes, I have an answer for that one too.

00:19:59.010 --> 00:20:00.200
First of all I tell them,

00:20:00.200 --> 00:20:03.180
if that gets into my
questions portion of it,

00:20:03.180 --> 00:20:05.280
but I'll go ahead and jump to that one.

00:20:05.280 --> 00:20:10.230
If a company asks you, "What
are your salary expectations?"

00:20:10.230 --> 00:20:11.880
There's a couple ways to do that,

00:20:11.880 --> 00:20:15.277
and I find the most effective is to say,

00:20:15.277 --> 00:20:20.277
"I'm on a package that pulls me to 150.

00:20:20.610 --> 00:20:24.570
However, what's more important
to me is the opportunity

00:20:24.570 --> 00:20:29.570
and the chance to improve
myself and my career.

00:20:30.120 --> 00:20:32.247
Can I do that by joining your team?"

00:20:33.420 --> 00:20:38.420
Or you can also say, "I'm on
a package that pulls me to X,

00:20:39.930 --> 00:20:42.750
but what I'm more interested
in is the opportunity,

00:20:42.750 --> 00:20:46.170
and with my efforts,
the chance to improve,"

00:20:46.170 --> 00:20:48.067
if it's sales related.

00:20:48.067 --> 00:20:52.650
"Can I do that by joining your team?"

00:20:52.650 --> 00:20:54.930
Always get that, team, word in too.

00:20:54.930 --> 00:20:58.260
And they have to come back and say, "Yes."

00:20:58.260 --> 00:21:02.820
And so, you have them saying
yes to you in an interview,

00:21:02.820 --> 00:21:05.970
and psychologically, you
start building a profile

00:21:05.970 --> 00:21:08.010
that's falling into your favor.

00:21:08.010 --> 00:21:09.487
If they come back and say,

00:21:09.487 --> 00:21:11.880
"Yeah, you're a little
out of our expectations

00:21:11.880 --> 00:21:13.410
of what we can pay,"

00:21:13.410 --> 00:21:17.010
Say, "You know what, let's
not make this about money,

00:21:17.010 --> 00:21:21.660
let's make this about me
being a fit in the company.

00:21:21.660 --> 00:21:24.299
If I'm a fit in the organization,

00:21:24.299 --> 00:21:26.820
we'll find a way to work the other out.

00:21:26.820 --> 00:21:30.450
So today, let's concentrate
on me being a fit

00:21:30.450 --> 00:21:34.200
and then we can tackle
that at another time."

00:21:34.200 --> 00:21:36.450
And so the interviewer's
sitting there going,

00:21:37.410 --> 00:21:39.030
you can't overcome that.

00:21:39.030 --> 00:21:40.620
It's like, okay,

00:21:40.620 --> 00:21:43.230
if you're hitting test
balls back and forth,

00:21:43.230 --> 00:21:44.370
you just hit a grand slam,

00:21:44.370 --> 00:21:46.560
they can't get that one back to you.

00:21:46.560 --> 00:21:49.860
So, there you go, and it works.

00:21:49.860 --> 00:21:52.650
- So if I understood
what you said correctly,

00:21:52.650 --> 00:21:55.110
and that is when they ask,
what are your expectations,

00:21:55.110 --> 00:21:58.923
the way that you advise
the candidate would be,

00:22:01.251 --> 00:22:02.380
"I'm on a custom-"
- "I'm on a package."

00:22:02.380 --> 00:22:03.450
- "On a path,"

00:22:03.450 --> 00:22:05.820
and you kind of give a total number.

00:22:05.820 --> 00:22:08.430
That total number may be base,

00:22:08.430 --> 00:22:09.990
it may be base plus bonus,

00:22:09.990 --> 00:22:11.643
it may be base plus bonus-
- A lot of things.

00:22:11.643 --> 00:22:15.750
- Plus benefits, but what-
- It's a package.

00:22:15.750 --> 00:22:18.870
- It's a package, it's
not clearly defined,

00:22:18.870 --> 00:22:21.450
but what you're doing is
putting a number out there.

00:22:21.450 --> 00:22:24.775
And if they don't choke-
- Then you're in good shape.

00:22:24.775 --> 00:22:25.830
- Then you're in good shape.

00:22:25.830 --> 00:22:28.590
- Yeah, and if they do
choke, you still have an out.

00:22:28.590 --> 00:22:32.550
You can say, "Let's make it
about me being a fit with you,

00:22:32.550 --> 00:22:34.527
the rest can be worked out."

00:22:36.006 --> 00:22:39.490
And that's particularly
effective if the role has

00:22:41.889 --> 00:22:45.180
a bonus factor attached to it in some way.

00:22:45.180 --> 00:22:46.694
- Yes.
- And most roles

00:22:46.694 --> 00:22:50.100
that I work on have some form of a bonus,

00:22:50.100 --> 00:22:52.080
or they have commissions and a bonus,

00:22:52.080 --> 00:22:56.073
there's usually more than one
way to build up to that money.

00:22:57.030 --> 00:22:59.707
When you do that, they're
most likely not gonna say,

00:22:59.707 --> 00:23:03.210
"Well, what is your salary now?"

00:23:03.210 --> 00:23:06.960
They're not gonna ask that,
they just know they're in range.

00:23:06.960 --> 00:23:09.510
And so, I'm never gonna present someone

00:23:09.510 --> 00:23:11.073
to a company that can't afford.

00:23:12.330 --> 00:23:14.520
Why do it, why should I put you in?

00:23:14.520 --> 00:23:18.750
If your expectations are
two and they're at one,

00:23:18.750 --> 00:23:19.920
there's too great of a difference,

00:23:19.920 --> 00:23:22.020
there's no reason to move them forward.

00:23:22.020 --> 00:23:26.583
And so, that's how to handle
that particular question.

00:23:29.580 --> 00:23:31.080
Oh, there's one other question,

00:23:31.080 --> 00:23:34.710
one other basic question they
generally ask people that,

00:23:34.710 --> 00:23:36.930
it's the question I hate the most.

00:23:36.930 --> 00:23:39.810
It's the, what do you wanna
be when you grow up question,

00:23:39.810 --> 00:23:41.460
the, what's your five year goal?

00:23:41.460 --> 00:23:43.860
Where do you see yourself in five years?

00:23:43.860 --> 00:23:47.045
Companies are asking that
because particularly now

00:23:47.045 --> 00:23:52.045
the generation that's between
25 and 35 move companies

00:23:52.770 --> 00:23:54.300
about every six months,

00:23:54.300 --> 00:23:56.550
and it's unbelievable how fast they move,

00:23:56.550 --> 00:23:59.820
and they keep getting hired,
which is amazing to me,

00:23:59.820 --> 00:24:02.550
but they still get hired.

00:24:02.550 --> 00:24:06.540
If you're asked the
five-year goal question,

00:24:06.540 --> 00:24:09.308
where do you see yourself in five years?

00:24:09.308 --> 00:24:11.097
There is a good answer.

00:24:11.097 --> 00:24:15.240
And that answer is, "I see
myself as a valuable member

00:24:15.240 --> 00:24:16.113
of your team.

00:24:17.340 --> 00:24:20.370
And after I have proven myself to be so,

00:24:20.370 --> 00:24:24.030
I hope I'm recognized
for my accomplishments

00:24:24.030 --> 00:24:26.067
and then advanced accordingly."

00:24:27.900 --> 00:24:29.400
What does that mean?

00:24:29.400 --> 00:24:32.250
Exactly, it is an answer

00:24:32.250 --> 00:24:35.340
that you can run a political office with.

00:24:35.340 --> 00:24:38.970
You have not backed yourself
into a corner in any way,

00:24:38.970 --> 00:24:40.050
and that's the whole thing.

00:24:40.050 --> 00:24:41.977
You don't wanna be pushed
into a corner saying,

00:24:41.977 --> 00:24:45.423
"Well, if I'm not a manager in
six months, I'm out of here"

00:24:46.710 --> 00:24:48.060
or what have you.

00:24:48.060 --> 00:24:53.060
And so, that answer works,
it really does work.

00:24:53.070 --> 00:24:56.850
Because every company now,
they have some sort of,

00:24:56.850 --> 00:24:59.252
you know, "In six months
we can move you to this,

00:24:59.252 --> 00:25:00.930
in a year you get moved to that,

00:25:00.930 --> 00:25:05.037
and then we move you up in
finances, title, whatever."

00:25:06.930 --> 00:25:08.347
But you don't say it,

00:25:08.347 --> 00:25:11.400
"I just hope you recognize
me for my talents

00:25:11.400 --> 00:25:12.537
and you move me up."

00:25:14.040 --> 00:25:17.973
Boom, that answers that question.

00:25:19.020 --> 00:25:21.573
- David, you're on a roll,
keep these tips coming.

00:25:22.680 --> 00:25:25.620
- Well, I know we have a
limited amount of time.

00:25:25.620 --> 00:25:28.800
So now, I usually flip it from there

00:25:28.800 --> 00:25:33.390
and I give the candidate
questions they need to ask.

00:25:33.390 --> 00:25:37.080
Because as I'm doing it,
I also know that I have,

00:25:37.080 --> 00:25:41.190
I have generally between
20 to 30 minutes at most.

00:25:41.190 --> 00:25:45.240
And if I can get 15 with some
people, you know, that's good,

00:25:45.240 --> 00:25:48.720
so I just power through these questions.

00:25:48.720 --> 00:25:53.593
The questions that I suggest
that my candidates ask

00:25:54.480 --> 00:25:57.240
are designed to create a dialogue

00:25:57.240 --> 00:26:01.680
or a conversation between the
person that's interviewing you

00:26:01.680 --> 00:26:05.838
and for you to get
enough answers to decide

00:26:05.838 --> 00:26:09.570
if you even want to go forward.

00:26:09.570 --> 00:26:11.700
I always say, play to win.

00:26:11.700 --> 00:26:13.170
If I'm representing you,

00:26:13.170 --> 00:26:15.780
after the interview, if you don't like it,

00:26:15.780 --> 00:26:18.000
remove you professionally.

00:26:18.000 --> 00:26:19.710
But over the years,

00:26:19.710 --> 00:26:21.990
I don't even know how many
times I've had candidates

00:26:21.990 --> 00:26:23.800
to come back and they said,
"You know, I thought about this

00:26:23.800 --> 00:26:25.447
and I really want it."

00:26:25.447 --> 00:26:28.467
"Sorry, you didn't follow
the program, it's a no."

00:26:29.820 --> 00:26:32.400
But if the candidate does everything,

00:26:32.400 --> 00:26:37.140
then it becomes your decision
because the company wants you,

00:26:37.140 --> 00:26:39.840
and then you can decide,
"Meh, not my cup of tea,

00:26:39.840 --> 00:26:41.520
I'll stay where I am."

00:26:41.520 --> 00:26:43.410
Or "Great, let's move on."

00:26:43.410 --> 00:26:46.740
So let's go over some of those questions.

00:26:46.740 --> 00:26:51.307
First of all, it's a
simple one, but it's like,

00:26:51.307 --> 00:26:54.540
"What are some of the first
things that I would need

00:26:54.540 --> 00:26:57.907
to accomplish when I start on your team?"

00:26:57.907 --> 00:26:59.377
- Great.

00:26:59.377 --> 00:27:02.280
- "And, well, the first thing is..."

00:27:02.280 --> 00:27:04.200
It is an assumptive close question,

00:27:04.200 --> 00:27:06.480
anything that comes out of their mouth,

00:27:06.480 --> 00:27:08.790
you have hit them with a close

00:27:08.790 --> 00:27:10.710
and so, they're saying yes to you.

00:27:10.710 --> 00:27:12.630
I don't care, "Well, you
have to go through training,

00:27:12.630 --> 00:27:14.250
blah, blah, blah, blah, blah, blah."

00:27:14.250 --> 00:27:19.250
Doesn't matter, it's an
assumptive close question.

00:27:19.680 --> 00:27:24.517
The second one I say or I suggest is,

00:27:24.517 --> 00:27:28.683
"You know, Mr. Interviewer, I
am looking for a career home.

00:27:29.640 --> 00:27:32.700
I have a position now, but
I'm looking for a career home.

00:27:32.700 --> 00:27:33.903
I think I see that.

00:27:34.980 --> 00:27:39.060
That being said, could you
share with me your thoughts

00:27:39.060 --> 00:27:44.060
on the company's commitment
level to this position."

00:27:44.100 --> 00:27:48.074
If it's a sales role, "The
territory and the products,"

00:27:48.074 --> 00:27:50.247
or just, "The position."

00:27:51.210 --> 00:27:54.930
And then you stop and you
let the company come back

00:27:54.930 --> 00:27:58.020
and they start selling to you

00:27:58.020 --> 00:27:59.993
the company's commitment level.

00:27:59.993 --> 00:28:03.360
Companies always wanna
know your commitment level,

00:28:03.360 --> 00:28:04.950
let's hear theirs.

00:28:04.950 --> 00:28:06.900
And if they start selling back to you,

00:28:06.900 --> 00:28:09.540
psychologically, you're advancing

00:28:09.540 --> 00:28:12.000
to the top of their choices.

00:28:12.000 --> 00:28:12.877
Because now they're saying,

00:28:12.877 --> 00:28:16.140
"oh, we're very committed,
blah, blah, blah, blah, blah,"

00:28:16.140 --> 00:28:18.300
whatever they're saying.

00:28:18.300 --> 00:28:21.870
Or worse, "Well, Fred didn't
make it, Marty didn't make it,

00:28:21.870 --> 00:28:24.517
now we're gonna try you."

00:28:24.517 --> 00:28:27.788
"Yay, let me step up to that, not."

00:28:27.788 --> 00:28:30.780
And so it gives you an idea

00:28:30.780 --> 00:28:35.460
of what they think the
company is committed to

00:28:35.460 --> 00:28:40.460
and it helps you to decide,
"Do I want this or not?"

00:28:40.800 --> 00:28:43.893
So it really is a very good question.

00:28:46.470 --> 00:28:47.880
Let's see, what else?

00:28:47.880 --> 00:28:49.413
Their commitment level,

00:28:51.517 --> 00:28:54.900
"What do I need to focus
on if I'm on your team,

00:28:54.900 --> 00:28:59.680
what do I need to focus
on to make this position

00:29:00.660 --> 00:29:01.927
what you want it to be?"

00:29:03.090 --> 00:29:05.193
That's another question you can ask.

00:29:07.477 --> 00:29:09.453
"Why are you hiring this role?

00:29:10.320 --> 00:29:13.290
I can typically tell you
why the opening is there,

00:29:13.290 --> 00:29:15.900
but let's assume you
don't have representation

00:29:15.900 --> 00:29:18.097
and you're going through the interview,

00:29:18.097 --> 00:29:20.817
"You know, share with me,
why is this role open now?"

00:29:22.110 --> 00:29:25.470
Well, that can open up
a whole can of worms.

00:29:25.470 --> 00:29:28.890
There again, somebody may
have failed, what have you,

00:29:28.890 --> 00:29:33.890
and the territory or the
position may be tainted

00:29:33.990 --> 00:29:36.840
and you're walking into a hornet's nest.

00:29:36.840 --> 00:29:39.030
And that's okay, you may
be the kind of person

00:29:39.030 --> 00:29:40.620
that loves that challenge.

00:29:40.620 --> 00:29:43.440
And if they come back,
that sounds negative,

00:29:43.440 --> 00:29:44.970
you can come back and say, "You know what?

00:29:44.970 --> 00:29:48.780
I'm really glad that this
territory is on the bottom ranks.

00:29:48.780 --> 00:29:50.910
I'm gonna come in and I'm gonna be a hero

00:29:50.910 --> 00:29:53.280
because I'm gonna take it to the top."

00:29:53.280 --> 00:29:56.160
If the position's, "well, this is top,

00:29:56.160 --> 00:29:58.890
it's the best territory in the company.

00:29:58.890 --> 00:30:01.650
We promoted them out and I'm not sure

00:30:01.650 --> 00:30:03.367
how well you can do with it."

00:30:03.367 --> 00:30:05.760
"You know what, that's exactly

00:30:05.760 --> 00:30:07.110
the challenge I'm looking for.

00:30:07.110 --> 00:30:08.970
If it's already the top,

00:30:08.970 --> 00:30:10.560
I'm gonna take it the next height,

00:30:10.560 --> 00:30:14.520
I'm gonna find places
that person didn't see."

00:30:14.520 --> 00:30:19.520
So, any way that you can
go to outrun with that

00:30:19.680 --> 00:30:20.820
when you ask that question,

00:30:20.820 --> 00:30:23.100
there's two ways you can go with it.

00:30:23.100 --> 00:30:26.070
Generally speaking
interviewers like to be,

00:30:26.070 --> 00:30:29.790
the glass is half empty
and it's got a hole

00:30:29.790 --> 00:30:31.860
and it's draining in the shoe.

00:30:31.860 --> 00:30:33.990
And so, you have to be able

00:30:33.990 --> 00:30:36.360
to flip that back around to a positive,

00:30:36.360 --> 00:30:38.190
no matter which way it goes,

00:30:38.190 --> 00:30:40.380
it needs to be to a positive.

00:30:40.380 --> 00:30:43.650
Now, the most important question

00:30:43.650 --> 00:30:48.000
that you can possibly have
is a closing question.

00:30:48.000 --> 00:30:51.030
I don't care if you're going
for an engineering role,

00:30:51.030 --> 00:30:54.600
sales role, top executive
role, it doesn't matter.

00:30:54.600 --> 00:30:58.890
You need to be able to ask,
"Have I won your vote?"

00:30:58.890 --> 00:31:02.737
And depending on your disposition,

00:31:02.737 --> 00:31:05.520
the closing question can
go a lot of different ways,

00:31:05.520 --> 00:31:07.770
but say, "Hey, I've
enjoyed chatting with you

00:31:07.770 --> 00:31:08.880
and I hope to hear from you,"

00:31:08.880 --> 00:31:11.010
that is not a closing question,

00:31:11.010 --> 00:31:13.833
you have to ask for their vote,

00:31:15.151 --> 00:31:18.720
and an example, "Have I won your vote?

00:31:18.720 --> 00:31:21.210
We've spent the last 30, 40 minutes

00:31:21.210 --> 00:31:23.460
on the Zoom call together,

00:31:23.460 --> 00:31:27.630
based on what we've gone
over, what are your thoughts?

00:31:27.630 --> 00:31:30.240
Have I won your vote
to go to the next step?

00:31:30.240 --> 00:31:32.290
Because, you know what, I would like to."

00:31:34.230 --> 00:31:38.310
And then stop, do not say anything else

00:31:38.310 --> 00:31:41.287
and let them come back and say,

00:31:41.287 --> 00:31:43.920
"You know, we are interviewing,

00:31:43.920 --> 00:31:46.713
we've got like 20 people
that we're interviewing.

00:31:47.850 --> 00:31:49.380
You know, this, that and another,

00:31:49.380 --> 00:31:52.560
I'm gonna have to check my crystal ball,

00:31:52.560 --> 00:31:56.040
you know, blah, blah, blah,
excuse, excuse, excuse."

00:31:56.040 --> 00:31:59.040
That's okay, that's called a roadblock.

00:31:59.040 --> 00:32:00.429
You come back and say,

00:32:00.429 --> 00:32:02.340
"You know what, I'm not surprised

00:32:02.340 --> 00:32:04.650
that you have a lot of
people to pick from,

00:32:04.650 --> 00:32:07.860
this is a great role, you
guys have a lot going on.

00:32:07.860 --> 00:32:11.070
But while I have you on this Zoom call

00:32:11.070 --> 00:32:13.323
or phone call or in-person call,

00:32:14.850 --> 00:32:17.880
while I have your attention right now,

00:32:17.880 --> 00:32:20.400
have you heard the things from me

00:32:20.400 --> 00:32:24.330
to determine if I get to be pushed forward

00:32:24.330 --> 00:32:25.290
to that next step?

00:32:25.290 --> 00:32:27.240
'Cause this is really important to me,"

00:32:28.350 --> 00:32:29.373
and then stop.

00:32:30.300 --> 00:32:33.157
And they're gonna generally say "Yes,"

00:32:33.157 --> 00:32:35.490
'cause at that point they want rid of you.

00:32:35.490 --> 00:32:37.800
So they're going to say, "Yes,"

00:32:37.800 --> 00:32:42.150
but at least you forced them
to give you an affirmative,

00:32:42.150 --> 00:32:43.620
and that's what you're looking for.

00:32:43.620 --> 00:32:47.130
Because psychologically,
you're still building your case

00:32:47.130 --> 00:32:50.640
and you're trying to win that next step.

00:32:50.640 --> 00:32:53.850
Even if you may not want it, win the step,

00:32:53.850 --> 00:32:58.050
and then you get you get to
decide, not let them decide.

00:32:58.050 --> 00:33:01.953
So these things really do work.

00:33:02.790 --> 00:33:05.700
In conclusion to it, I always make sure

00:33:05.700 --> 00:33:10.700
that they ask for the person's
contact email information.

00:33:10.770 --> 00:33:13.860
If that person has been responsible

00:33:13.860 --> 00:33:16.350
for setting up the Zoom call,

00:33:16.350 --> 00:33:20.190
then you generally have their contact,

00:33:20.190 --> 00:33:24.570
but sometimes HR does it and
you don't have all of that.

00:33:24.570 --> 00:33:27.510
Always get that information

00:33:27.510 --> 00:33:32.510
and then send a follow up thank you email.

00:33:32.730 --> 00:33:35.077
I'm astonished at the
people that are like,

00:33:35.077 --> 00:33:37.770
"Really, you do this?"

00:33:37.770 --> 00:33:42.770
Yes, always, it's a
simple block-style letter,

00:33:44.430 --> 00:33:47.737
the person's name, the
company name, the date.

00:33:47.737 --> 00:33:50.460
"Dear Fred, thank you for the opportunity

00:33:50.460 --> 00:33:54.845
to interview today for the role of X.

00:33:54.845 --> 00:33:57.690
After our conversation I
feel like my background

00:33:57.690 --> 00:33:59.520
would blah, blah, blah, blah."

00:33:59.520 --> 00:34:01.217
And then drop down,

00:34:01.217 --> 00:34:04.110
"I you have any questions
prior to our next meeting,

00:34:04.110 --> 00:34:06.690
please don't hesitate to contact me.

00:34:06.690 --> 00:34:08.610
My personal cell phone number is,

00:34:08.610 --> 00:34:10.110
sincerely, you."

00:34:10.110 --> 00:34:13.890
It's really simple, send, boom, done.

00:34:13.890 --> 00:34:16.080
But, I also do this,

00:34:16.080 --> 00:34:18.420
never send that letter until

00:34:18.420 --> 00:34:21.150
you've had a chance to proofread it.

00:34:21.150 --> 00:34:23.790
You need to print that
letter, put it on the desk,

00:34:23.790 --> 00:34:25.110
walk away from the letter,

00:34:25.110 --> 00:34:27.120
come back five or 10 minutes later,

00:34:27.120 --> 00:34:29.370
pick it up, read it out loud.

00:34:29.370 --> 00:34:33.330
Does it say the message
you want them to see?

00:34:33.330 --> 00:34:38.250
If it doesn't, change it and fix it.

00:34:38.250 --> 00:34:41.370
Once you push Send, it's gone

00:34:41.370 --> 00:34:43.953
and that's their last reflection upon you.

00:34:45.180 --> 00:34:47.100
That's a little tip I give everyone,

00:34:47.100 --> 00:34:48.723
I do this my myself.

00:34:51.030 --> 00:34:53.100
If I'm just sending you a text or an email

00:34:53.100 --> 00:34:54.480
I don't worry about that,

00:34:54.480 --> 00:34:58.290
but if it's something that
has this significance to it,

00:34:58.290 --> 00:34:59.790
I do it myself.

00:34:59.790 --> 00:35:02.160
If I'm introducing myself to a client

00:35:02.160 --> 00:35:05.400
and they need to know more information,

00:35:05.400 --> 00:35:10.400
I may take 10 or 15 times
looking at it before I send it

00:35:11.070 --> 00:35:16.070
because I'm a stickler for
everything being exactly right,

00:35:16.080 --> 00:35:20.760
and this newer generation has
no concept on how to do that,

00:35:20.760 --> 00:35:22.890
they would rather send a text.

00:35:22.890 --> 00:35:25.740
In this situation a text does not work,

00:35:25.740 --> 00:35:28.740
And you might say "It's
better than nothing."

00:35:28.740 --> 00:35:30.390
No, it isn't.

00:35:30.390 --> 00:35:31.860
Do the letter, it's simple,

00:35:31.860 --> 00:35:33.753
everybody has a computer, do it.

00:35:35.643 --> 00:35:36.476
So in a shorter time period,

00:35:40.710 --> 00:35:43.170
that's kind of what I go through.

00:35:43.170 --> 00:35:46.320
If there is specifics to a job,

00:35:46.320 --> 00:35:48.753
I hone in on those specifics,

00:35:49.680 --> 00:35:51.510
you know, if I think
there's something they need

00:35:51.510 --> 00:35:54.240
to really highlight in
their career, I bring it up,

00:35:54.240 --> 00:35:55.290
if there's something they need

00:35:55.290 --> 00:35:57.270
to self-shoot in their career,

00:35:57.270 --> 00:36:00.240
I give them how to get past it.

00:36:00.240 --> 00:36:03.390
A lot of times the self-shooting is

00:36:03.390 --> 00:36:06.060
because they've had too many job changes.

00:36:06.060 --> 00:36:07.743
That's reality now,

00:36:09.080 --> 00:36:11.820
but the employers still don't like it.

00:36:11.820 --> 00:36:13.200
It's how you present it,

00:36:13.200 --> 00:36:17.317
if you have improved yourself
each time, you can say,

00:36:17.317 --> 00:36:20.010
"Well, I was recruited away for this one

00:36:20.010 --> 00:36:22.650
and then a former manager called me,

00:36:22.650 --> 00:36:24.570
and now I'm at this company,

00:36:24.570 --> 00:36:26.460
and David called me.

00:36:26.460 --> 00:36:29.460
And so, I know it looks
like some quick moves,

00:36:29.460 --> 00:36:30.960
but I have been able to advance

00:36:30.960 --> 00:36:34.950
and learn a tremendous amount
in a shorter amount of time."

00:36:34.950 --> 00:36:37.410
So, feature, advantage, benefit.

00:36:37.410 --> 00:36:38.850
The feature's your background,

00:36:38.850 --> 00:36:40.830
the advantage, you have experience,

00:36:40.830 --> 00:36:43.290
but the benefit is you're gonna bring bank

00:36:43.290 --> 00:36:45.180
to the bottom line quick.

00:36:45.180 --> 00:36:48.600
So always keep those in mind as well.

00:36:48.600 --> 00:36:49.500
- You've brought a lot of bank

00:36:49.500 --> 00:36:53.310
to this bottom line on this podcast.

00:36:53.310 --> 00:36:55.680
We have packed a lot in.

00:36:55.680 --> 00:36:59.850
David, as we kind of start
wrapping up our time together,

00:36:59.850 --> 00:37:03.810
could I ask you to kind
of reflect on a situation

00:37:03.810 --> 00:37:07.260
by which maybe a client
of yours was in fact stuck

00:37:07.260 --> 00:37:10.830
and what did it take to help
that client get unstuck?

00:37:10.830 --> 00:37:13.220
- Well, there's two
sides to that question.

00:37:13.220 --> 00:37:14.700
On the candidate side,

00:37:14.700 --> 00:37:17.970
I see people who are
going through interviews

00:37:17.970 --> 00:37:21.180
and they're not winning and
they wanna make a change.

00:37:21.180 --> 00:37:23.880
Whatever's going wrong in
their career, where they are,

00:37:23.880 --> 00:37:25.440
they wanna make a change.

00:37:25.440 --> 00:37:27.390
And they're interviewing and interviewing

00:37:27.390 --> 00:37:28.470
and they're losing.

00:37:28.470 --> 00:37:29.760
There's a reason they're losing,

00:37:29.760 --> 00:37:32.460
it's because they're not
answering these questions correct.

00:37:32.460 --> 00:37:34.957
And once I do this prep, they're like,

00:37:34.957 --> 00:37:37.590
"Where were you two companies ago?"

00:37:37.590 --> 00:37:39.570
Well, I didn't represent them.

00:37:39.570 --> 00:37:43.710
So, you know, that's why
they're getting stuck.

00:37:43.710 --> 00:37:48.630
They're not taking time
to do these simple steps.

00:37:48.630 --> 00:37:51.060
If they will do that,
they will become unstuck.

00:37:51.060 --> 00:37:53.130
On the company'S side,

00:37:53.130 --> 00:37:55.950
if they're not prepared to handle this

00:37:55.950 --> 00:37:58.620
and have reasons why somebody
should come over there,

00:37:58.620 --> 00:37:59.880
they're not gonna win either,

00:37:59.880 --> 00:38:00.993
because there's other companies

00:38:00.993 --> 00:38:02.760
that are gonna outbid them.

00:38:02.760 --> 00:38:05.312
And it is a bidding war right now,

00:38:05.312 --> 00:38:10.312
there are territories in
industries that it is a bidding war

00:38:10.980 --> 00:38:14.790
to see who can put the greater
package in front of someone,

00:38:14.790 --> 00:38:19.790
and it's tough on both sides of the coin.

00:38:20.280 --> 00:38:23.270
So did that help answer it?

00:38:23.270 --> 00:38:27.630
- It answered beautifully from
more than one perspective.

00:38:27.630 --> 00:38:29.580
Dave, you have given us

00:38:29.580 --> 00:38:33.240
a lot of good information, excellent tips,

00:38:33.240 --> 00:38:36.030
but if people wanna reach
out to you and connect,

00:38:36.030 --> 00:38:38.100
what's the best way for them to do so?

00:38:38.100 --> 00:38:41.223
- You can look me up on
LinkedIn, first of all,

00:38:41.223 --> 00:38:43.200
and it's just, CareerLink,

00:38:43.200 --> 00:38:45.866
my name is so common,
it's kinda hard to find

00:38:45.866 --> 00:38:47.370
'cause there's a zillion of them,

00:38:47.370 --> 00:38:51.840
but if you go to Google,
type in my name, David Adams,

00:38:51.840 --> 00:38:54.000
CareerLink Network, and
then the word LinkedIn,

00:38:54.000 --> 00:38:55.470
it'll pull me right up.

00:38:55.470 --> 00:38:59.100
And send me a request to join
and please highlight that

00:38:59.100 --> 00:39:04.100
so I can tell you that you had the chance

00:39:04.260 --> 00:39:08.190
to view this online service from you.

00:39:08.190 --> 00:39:12.480
And that way, you know, I will respond.

00:39:12.480 --> 00:39:14.130
You can also reach out to me,

00:39:14.130 --> 00:39:18.210
my email address is
dadams@careerlinknetwork.com,

00:39:18.210 --> 00:39:23.010
and my phone number's 423-424-4602.

00:39:23.010 --> 00:39:25.020
And so, I generally answer,

00:39:25.020 --> 00:39:28.050
if I don't, I try to get back
to everyone who calls me.

00:39:28.050 --> 00:39:32.220
So I guess that's why I'm a
little bit different than most,

00:39:32.220 --> 00:39:36.090
I will answer the phone if I can, so.

00:39:36.090 --> 00:39:39.060
- You are different than most,

00:39:39.060 --> 00:39:42.060
every time I've ever
called you, you answer

00:39:42.060 --> 00:39:44.460
and are highly responsive,

00:39:44.460 --> 00:39:45.930
and that's obviously the reason why

00:39:45.930 --> 00:39:48.870
I wanted to invite you back.
- Thank You.

00:39:48.870 --> 00:39:52.500
- David, This has been most informative.

00:39:52.500 --> 00:39:55.500
Thanks for sharing yet
again your expertise.

00:39:55.500 --> 00:39:57.896
- Absolutely, happy to do so.

00:39:57.896 --> 00:40:01.080
- I also wanna thank our
listeners for joining us today.

00:40:01.080 --> 00:40:03.990
We upload the latest
episode to Apple, Google,

00:40:03.990 --> 00:40:06.330
and Spotify every Thursday,

00:40:06.330 --> 00:40:09.570
so if you've enjoyed this
conversation with David,

00:40:09.570 --> 00:40:10.833
please subscribe.

00:40:11.880 --> 00:40:14.040
Is your company growing quickly?

00:40:14.040 --> 00:40:17.730
Are you worried that you
don't have the right people

00:40:17.730 --> 00:40:21.720
and processes in place to
handle that increased workload?

00:40:21.720 --> 00:40:24.030
If yes, let's talk,

00:40:24.030 --> 00:40:28.710
head to bench-builders.com
to schedule a call.

00:40:28.710 --> 00:40:31.800
We'll explore ways to help you
solve those nagging problems

00:40:31.800 --> 00:40:35.970
so you can scale faster and smarter.

00:40:35.970 --> 00:40:37.980
So I wanna thank you for joining us

00:40:37.980 --> 00:40:40.732
and I hope you have picked
up on some tips from David

00:40:40.732 --> 00:40:44.850
that would help you get
unstuck and on target.

00:40:44.850 --> 00:40:45.723
Until next time.

00:40:46.582 --> 00:40:49.249
(bright music)