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It's one thing to say you can do something; it's another
to give examples of things you have done.
Think of recent strong strategic examples of work you've done, then when
the question is asked, answer with specifics, not in generalities. You
should say, 'Yes, I've done that before. Here's an example of a time I
did that. ' And then come back and ask the recruiter, 'Did that answer
Somehow, candidates get the impression that it's best to try to dance around difficult questions. "If you don't have a skill, just state it. Don't try to cover it up by talking and giving examples that aren't relevant. You're much better off saying you don't have that skill but perhaps you do have some related skills, and you're happy to tell them about that if they like."
Keep Your Guard Up
According to Fogarty, you can split recruiters into two schools. There are those who are very straight-laced and serious, and candidates better take the process seriously as well when dealing with them.
"Then you have recruiters like me," he says, chuckling. "I'm going to be that candidate's best friend when they call me. My technique is to put them at ease, because I want them to tell me everything, and a lot of candidates mess up in this area. They start to think, 'Oh, this guy is cool. I can tell him anything.' And then they cross the line." And that can take a candidate out of contention. Remember: Always maintain your professionalism.
Ask Great Questions
Fogarty says nothing impresses him more
than a really good question that not only shows you've researched the
company in general, but the specific job you're hoping to land as well.
"That makes me go, 'Wow, this person has really done their homework.
They not only know the company, but they know the role.'