Why Being Qualified Isn't Enough Anymore (And What is)

If you're going to land a job offer in a very, very competitive market, you're going to need to know these 4 things. I'm Natalie Fisher, career mindset coach. I'm here to help you with how to land a job offer in the competitive market, in the most difficult market we've seen, and what landed 99+ offers in the last 12 months with my clients and with the people who have been following me and the breakthroughs these are the 4 things that you're going to need to know. The first thing is what actually kills a job offer. And what I mean by this is what kills a search, a job search? What makes a search go stagnant? What makes a job search not work? And the answer to that is lack of opportunities. Most people do not have enough opportunities in their pipeline, and the reason is because they don't know how to create them. They're waiting for them to pop up on job boards. They're at the mercy of whatever they see. They're at the mercy of whoever contacts them. They're not actually going out there to skillfully create opportunity. They don't realize that's a possibility. They don't realize that's something that is completely within their control. So creating opportunity is the first thing that you need to master, and it is a skill that a lot of people do not have. As an entrepreneur, I have tried a bazillion things to create opportunity for myself and have now created a business that has a steady flow of referrals coming to me from years of having built up a reputation. Now you can create opportunity right now with the right language, with the right words, with the right energy, with the right mindset. If you're interested in learning more about opportunity stacking, sign up for my free training, which goes into more detail about that. Thing number 2 you will need to do— these next 3 things are gonna go into detail about how to close the offer and what you need to do once you actually get into the interview room. The first thing that most people don't get right is the communication of their value. So I have this concept called the VCVC method. It stands for value creation, value communication. Now, the concept behind this method is that you need to have created enough value, but not just that, because just creating value is not enough. You need to be able to communicate it in a way that lands with the people who need it. Most people do not know how to do this. They're not doing it right or intentionally. They're going into interviews and answering the questions thinking that if they give a right answer, then they will get the job, thinking that if they're qualified, that should simply indicate that they could get the job. The problem is when there's so many people that are qualified, so many people who could do the job, you need specific things to actually set you apart and actually push you forward in the decision-making process. Most people are just doing the bare minimum, just trying to answer the questions, try to get them right. And this worked before. This is how people would get jobs before, but it's not enough now, especially when we have so much competition and we hear it coming down to the last 2 to 3 people and hear the feedback of, it was just a very, very difficult decision. You were great, but we had to go with this other person. So these are the mechanisms that actually push you forward. So VCVC, value creation, value communication, means you need to be able to communicate your value in a way that's specific. lands with the person you're speaking to. Okay? And that is an underrated skill that we don't learn and instead think, oh, well, I just need to go back and get more certifications, or I need to have more experience before I can have a shot at that job. And the truth is, that is not the case. The truth is you need to build the skill of communicating your value more effectively. The majority of clients I work with, they already have a lot of value created. They're really good at creating value, but creating value alone is not enough. You need to communicate it in a way that makes somebody want it and create desire for it. And that is a skill that most people do not have. If you wanna learn more detail about it, sign up for the free training below, the reasons why you're not landing offers, and I go into detail around this one. The third one is story resonance. Most people believe that if they're qualified and they apply and they answer the questions correctly, that they should be able to land the offer and that it should be that simple. That's why people are complaining when they're not, when this is not happening. They're thinking that everything is unfair and that it's impossible. They do a lot of complaining about this. But the truth is, just being qualified is not enough. Yes, being qualified can get you in the door. It can make you look good on paper, but looking good on paper is just one part of it. So if you were, for example, if you were dating, you're in the market to find your life partner, or you're looking for a husband or wife and you wanna be partnered with someone, you might see somebody on a dating site and they might look good on paper and you might be like, okay, cool, I'm interested in this person. They look good on paper. Let's meet them, right? And then you meet them and there's gonna have to be more than just the good on paper part, right? They might be qualified to be your partner. They might have a certain level of income. They might have a certain lifestyle. Like that all on paper might be good, but that doesn't make you necessarily make the decision for you. What else needs to be present? What else actually needs to be there for you to have desire to say yes to them or for you to commit to them? The answer to that is chemistry, emotional resonance. You have to have an emotional response to them. So looking good on paper is a good start, But it is definitely not what closes a deal. It's not what makes someone sign on the dotted line to commit to you, whether that's a job offer or whether that's marriage or whatever that is gonna be. There needs to be an emotional component. So telling stories actually creates emotional resonance when done right. So the problem I see most of the time is people are telling stories with the STAR method, and the STAR method is a good method. I will not knock that method. I have taught that method my whole career and I've used it. But the problem now is that it's very much the bare minimum because you can tell a STAR story and it can be technically And for those of you who don't know what STAR is, it stands for Situation, Task, Action, Result. It's a structure of how you lay out the facts of what you've done before. And you can tell a STAR story, it can be technically perfect, but it can have no emotional resonance. It might not land with somebody because it can still be a list of facts. You can tell the situation, you can tell the task, you can tell what you did, and you can tell the result. And those components all might be there, but if there's no emotional resonance, it's not gonna make the person fall in love with you. It's not going to create desire for the person to hire you. All it's going to do is be like, yep, that person can do the job, but so can all these 3 other people that we're deciding between. It has to create emotional resonance, and that's what people don't know. And so that's another skill that people don't understand that's preventing you from landing offers if you're not landing an offer. Now the 4th one is the TARGET method, which is what I've developed as the TARGET method. It's asking questions before you answer. Here's what most people are trying to do. They go into the interview, the interviewer asks them a question, they think, what might be a good answer? What is the right answer? What do they want to hear? And they come up with something in their head and then they answer the question. Or maybe it's a pre-rehearsed answer that you have. But the problem with this is you can't possibly know what they want to hear because you don't know what they're thinking. You don't really know why they're asking the question. You don't know the question behind the question. You don't really know what it is that they want from you. And One person is gonna be focusing on something different than another person. Hiring managers, they're gonna have different personality types, they're gonna have different priorities, they're gonna be prioritizing different things in their own heads. So what I suggest is that you ask strategic questions throughout the interview before you answer. This is another skill. You gotta do it really specifically because you don't wanna hijack the interview. They essentially are leading the interview, but you get to put in little asides where you get information that then lets you Speak directly to what they want. And this is how you sell yourself. You sell yourself based on what's important to them, not on just what you think is the right answer. When we don't have that information, we're essentially shooting in the dark. You're like trying to hit a bullseye, but you don't even know where the bullseye is, and you have no idea what's actually going to land with that person, what's important to that person. If you would like more on this, there's a training I have in the comments called Why You're Not Landing Offers, and I go into these 4 mechanisms in greater detail, and I tell you what you need to do in order to create that emotional resonance with people, the value creation and the value communication that people need to hear in order for you to stand out, and how to create those opportunities in a way where your career never gets stagnant because you always have opportunities coming. What would it feel like to have just like a constant flow of referrals knowing you can actually pick up the phone and have an opportunity lined up or have an interview lined up? Like, that is what I'm talking about. That is what I've been able to build throughout this process and throughout this— these systems that I've used myself. And this is I'm working with, with my clients. I've tested this out throughout the past 12 months. I've been doing a lot of testing with my one-on-one clients as far as what is working and how they're creating these offers. And I invite you to come in, to come on in and learn those details with me. So click the link below and go on, get onto that training. Now, if you like this video, give me a thumbs up. If you didn't like it, give me a thumbs down and get outta here. And I will see you in next week's video. Thank you so much for watching. I will see you soon. Bye-bye.