Comments on: Full frontal personal marketing assault

By: Gary Slinger » When You Go To The Interview

Gary Slinger » When You Go To The Interview — Thu, 09 Feb 2006 20:32:25 +0000

[...] 3. Your 90 or 100 day plan. I “stole” this idea from Bren’s Slacker Manager site. He originally wrote about it here, , and followed up on it here, along with the observation that he’d got the job he’d interviewed for. . This is the only thing that I’m writing about here that I haven’t done personally in earlier interviews in my career. I can say quite definitely that I’ll be doing this for my next interview, whenever that may be. I think it’s a great idea. I’m going to also observe that for the last few years, I’ve been a hiring manager, and sat in on more interviews than I can remember, either as the primary interviewer, as part of the technical screen, or as part of an overall interview panel, and no-one has ever offered up one of these plans in a session I was in. It would have stood out, quite definitely. I want that when I go interviewing again. So, read Bren’s posts – and read the comments on them as well, and then have a think, and try it yourself. [...]

By: jeff

jeff — Thu, 19 Jan 2006 19:38:42 +0000

Congrats Bren,

I guess if you didn’t suceed you would look for another samples resumes
to get another job :D not just a joke, i admire the way you made your move.i will write it to my strategy’s marketing book that i’m writing (just for my friends, i won’t sell it ;)

By: Simon Heap

Simon Heap — Wed, 13 Jul 2005 01:45:57 +0000

Congratulations Bren

By: Troy Worman

Troy Worman — Thu, 07 Jul 2005 02:59:34 +0000

Congratulations! This is a fantastic story and a great example of “not waiting for permission to succeed!”

By: Nathan

Nathan — Wed, 06 Jul 2005 04:18:03 +0000

Congrats — although I must admit my gut feeling was that you wouldget the job. So few people take job application strategically thatwhen someone does the kind of preparation you’ve done, employers want to reward them.

My understanding is that a “response to the key selection criteria”is standard practise in academia. It is also a requirement/expectationfor non-Faculty at our University. Essentially, candidates respondto each of the key selection criteria, describing how their experiencematches that criterion (e.g. “On this project…”, “In this role, …”, etc.). One to two paragraphs per criterion, and applicants can highlight their best strengths for the role.

Of course, there are the standard things about well proof-read CVs and basic organisational research so that you can discuss the job with some clue, and ask some meaningful questions of the interview panel. Anything you can do to distinguish yourself as someone who is interested in *this* job at *this* organisation (and why), and not just any job that kinda sounds right, anywhere.

By: Jeff Lutz

Jeff Lutz — Sat, 02 Jul 2005 22:10:56 +0000

Congrats man!

By: Pappy

Pappy — Sat, 02 Jul 2005 13:06:03 +0000

Congratulations. It was perfectly obvious to me that sooner or later your employer would realize what they had in their midst. You showed yourself off appropriately and documented your strategy beautifully. To me it was not just your KSAs (that got you there) but the “O” (other things) that put you over the top.

By: Eric

Eric — Fri, 01 Jul 2005 19:28:50 +0000

This is great. I only wish you included the template that you used (just like you did with the “to do” list)…

By: Cathy Lewis

Cathy Lewis — Fri, 01 Jul 2005 14:59:27 +0000

Congratulations, Bren – that’s awesome!! I think your post is a terrific reference, and I’m very happy for you that the process you went through, while valuable in its own right, paid off. Let us know how that 100 day plan works out now that you’ll have the opportunity to implement it.

By: Lisa Haneberg

Lisa Haneberg — Fri, 01 Jul 2005 14:01:48 +0000

Bren – Congratulations! I think the way you approached this is a great example for people. Sometimes, well thought through tenacity and planning really makes a difference! I hope you enjoy your new position!