Why this guy was not hired

Hey there, this is Natalie Fisher, and today I'm going to share a real-life story about why this guy who came to interview at the company where I work was not hired. So I was craving something a little different, so I'm going to be telling a few real-life stories from work. So what inspired the video was Today at work, we had a guy come for an interview, and the team that interviewed him said no to hiring him. It was an absolutely resounding no. He had a great resume. He was a really nice guy, but the team's unanimous consensus was absolutely not. So why? I always ask why. So in this video, we're going to talk about the number one reason people do not get hired, and it's almost always the same reason. It's just communicated in different ways every time. So we're going to talk about that, and then we're going to talk about the 3 ways that you can make sure that this doesn't happen to you. Ready? Stay tuned. Okay, so as I was saying, as the HR girl, I always ask for specific feedback when someone is a no, and then I deliver that feedback to the candidate because I think that they deserve that much. I mean, they took the time to come in and they took the time out of their interview, or they took the time out of their day to come and interview. And if we're not going to hire them, then we can at least give them a reason. A lot of companies don't do this, but I do. So what was the big reason? You're probably asking. Well, the hiring team worded it like this. He doesn't have that much Java experience. When answering questions about projects that he had worked on in the past, he didn't provide enough depth to his answers. Now, his resume was good. That's why they brought him in, and it looked like he had enough Java experience on paper. So that's why he made it to the interview in the first place. I think this guy was a lot better than he presented himself to be in the interview. And this is the same reason that everyone gives as to why they chose not to hire a candidate in some form or another. And what it ultimately comes down to is The candidate did not communicate their value enough to the hiring manager or the hiring team, and someone else came in and they did communicate that value. So what are 3 things that you can do to make sure that you're communicating your value to the max? So that's what I'm going to share in this video. So the first thing is get really specific. So this is where your stories come in. And I talk a lot about stories and that's my main interview tool that I help people with. So I have a ton of example stories in other YouTube videos on my channel. So make sure to check those out. But my main one is where I compare a story that's super boring, that technically answers the question, but doesn't have a lot of depth to it. And then I compare it to the same story, but it's a super impressive, impressive version of that story. So check out any of my behavioral interview questions and that I've answered in YouTube videos, or you can download my free examples guide below this video where I give you 10 examples in the format of a PDF. So I've got lots of examples for you, just not in this video. So number 2, tie the value of what you did to what you can do for the company in the future. So when you're asking these questions, ask a couple of key questions at the beginning. So use those answers to then give you the information you need to tie in how your value contributes to what they need right now. So you can do that during the interview. Ask questions at the beginning, get some good answers, and use them. You want to get them excited about what you'll be bringing to the table. You can do this by doing some preliminary research about what they need right now and asking them up front to see if you're on the right track. Then you can start to put together a plan of what you'll be working on for them in the next month, 3 months of being hired. So when you're done answering— this is number 3— you want to get instant feedback on your questions by using these methods. So once you've done answered your question, you can say, did that answer your question? Does that make sense? Or did that give you a good idea? I'm happy to go into more detail. The goal is to satisfy the interviewer with your answer, not leaving him wanting more or leaving him wondering or uncertain or kind of wishy-washy on, on your answer. So if the interviewer is left wondering about something, they might not always ask you. So you may be able to tell by their facial expression or how they behave. But something that I always do is I say, did that answer your question? In a nice friendly tone. I'm always like, did that answer your question? Or I can provide more details if you'd like me to. And let them know that you're happy to go into as much depth as needed because you are open and honest about what you know and about what you don't know. And this is also a great method to build rapport with them. So this is going to create a sense of trust as well, and he or she will see that you are there to give them a full picture of your history and that you're happy to explain in more depth and more detail if you need to. Very often they will take you up on this offer to provide more detail, so definitely make sure that you are checking in with them. And there you have it, the number one reason people don't get hired because they failed to communicate their value. So if you can get this, then you are going to be way ahead of most people. Their values strongly enough. And I went over 3 techniques that you can use to make sure that you're communicating your value super effectively. If you like this video and you're interested in going deeper on this topic, I have a free guide, as I mentioned, and it can really help. So So you can click the link below to download this free guide. And what you'll learn is, first of all, you'll learn a breakdown of a specific formula that you can use to answer most of these questions. Plus you'll learn step-by-step examples for all the questions that are the most common when you're interviewing. And you'll receive fill-in-the-blank templates for each of these questions. So all you need to do is fill in the blanks. With your own stories. And then all you got to do is practice them and you're ready to go. And just in case you're still getting stuck, because people all the time say to me, I don't have any stories, there are 25 questions that you can ask yourself to prepare for your own stories a lot faster and more effectively. So these questions are designed to get you thinking. So use those and start crafting your own stories right away by just clicking the link below. You'll get this information in a beautifully designed workbook that is specifically designed to help you prepare for your own interviews. And it's been super helpful for a lot of people. I get feedback on it daily. So I love for you to also benefit from this information. So go ahead, click the link below to grab it now. Thank you so much for watching. My name is Natalie Fisher. You can find me over at nataliefisher.ca. And I will see you next week. I have a little bit of a cold, so if that video sounded a bit snuffly, that's why. Anyway, thanks for watching, and you can't catch my cold, so you're all good.