OK So this is how this works.

I'm introverted which
means that me presenting

to a bunch of people is
not my natural state.

So what I did is I started out
with like twenty two slides and

then I figured you know you
guys see slides all day long.

That's all you do is look at
slides right from professors.

So I narrowed it down to nine slides.

And the first one is that one and

the last one is do you have any questions
right we're going to move fast.

I'm going to give you the real
information Now Listen Very Carefully.

I am here to tell you the truth about
getting a job in this job market for

any company no matter what your degree is.

Many people think that because
I'm a lead recruiter for Boeing.

That I just know about Boeing.

That's not true.

My job is to know what all my competitors
are doing to get the best talent.

And to come up with a plan.

Each year to get you instead of them.

So the information that we're going
to talk about tonight will help

you with any company.

I want you to be skeptical.

I want you to think of questions
I want you to think if you're

not quite sure that what I'm telling you
actually is true or will work for you.

I want you to challenge me at the end.

Ask me why.

And we'll talk from there.

OK.

Two things we're going to do
tonight we have two objectives.

The one thing is we're going to talk about
seven steps on how to apply on line.

I can tell you that almost everyone here

I would bet you money that
you're doing it wrong.

How I know you're doing it
wrong is because you're taught.

One thing which is always
fall of the directions right.

So when you go on a website gives.

You directions and everybody always tells
you to make sure you follow the directions

and I'm telling you that
following the directions.

Is the worst thing you can possibly do and
I'm going to explain to you why.

Logically.

OK.

So we're going to talk about the seven
steps and why so many people apply online.

And why you can apply to fifty or
one hundred jobs and never get called.

How many people in this room have
applied online to some company and

never were called.

Yeah.

Right.

OK so you're doing it wrong.

The ones that raise their hand.

I bet you're doing it wrong.

We're going to talk about what you have
to do this stuff is proven it is not my

opinion it's fifteen years of experience
in developing this seeing what works and

what doesn't and
because I'm technical in nature.

I understand the computer program right.

So I understand now how to combat it.

We're going to talk about that tonight.

Second thing we're going to talk
about is interview secrets so.

Instead of just telling you
what to do in the interview.

What I'm going to actually do
is I'm kinda show you live real

time how to turn a good
interview question into great.

So I'm going to ask for a volunteer.

I'm hoping somebody a volunteer if
not I'll give them like some kind

of cash bonus or something.

OK so.

Can somebody like hit the enter key.

I don't need to just as I'm going just
nice nice give yourself twenty dollars.

OK.

This is interesting right here.

Stop right here how to apply online right.

So everybody when you get
when you're told to go and

apply online especially
at the Career Fair.

That's almost like a little bit of
a blow off right when they lie.

Look at you and they smile and they read
your resume and ask you some questions and

they say wow you got some good stuff.

Well that's pretty
impressive go plan line.

You know what that means
didn't get an interview.

You failed.

At the prime directive of the career fair.

Please understand there is only one prime
directive of every career fair for you.

The student not.

Anything other then to get an interview
you're not there to do research.

You can do that on line you're
not there to get literature.

You can find that online you
are there to get an interview.

OK.

However.

Did you know that more people actually
get hired off the Web site process than

all the college recruiters combined Let's
listen to just a mathematical equation for

Boeing Boeing last year.

How many in turns you think we

had just summer in terms anybody want to
guess that wasn't already in my class.

And he guesses.

I'll give you one hundred
dollars if you get it right.

Not you seven hundred thousand internes
seven hundred fifty thousand seven fifty.

You're not close two thousand and

you're relatively close yet
but I just tell it.

Twelve hundred fifteen
summer in turns twelve.

That's a lot right.

I could take all of you if you were
summer interns and need a lot more.

However more summer internes and
full time people.

Got hired through the online process
then all of the college recruiters can

bind all of the campuses
that we go to OK So

you may think that the on line
process is a blow off all of those.

Vast majority of people
get hired through there.

Who can tell me.

What the number one reason why
companies want you to apply on line.

Who can tell me that if you can tell
me that I'll give you an interview.

Why is why do I have to
give them something for

them that with with Mr stoker Ph D.
back there.

That's who's going to interview you
about their tour at Georgia Tech alumni.

OK yeah that's one of them.

It's not the prime directive.

Yeah also a good answer but
not the prime directive.

Yes Or yeah do you

want me to just tell you that's
pretty close but not it's not it.

I don't think you're going to get it
only one person has ever gotten it.

I'm going to do one more server and

the crazy Georgia Tech teacher
gets faster another great answer.

And certainly true not the Prime Directive
listen carefully because this is the key

to the seven steps this is why what I'm
telling you is the truth and works.

The reason why companies.

Use the on line process is
to limit their liability.

What does that mean.

It means if they can create a process
that treats everyone equal.

Everyone the same.

They have a built in legal defense
if somebody comes and says I didn't

get hired because I'm part of this group
female or I'm black or white right.

This is the one thing
companies don't want they

want to make sure that everyone is
treated equally and if they get sued.

They lose money regardless of the.

Right or wrong right.

So they want to have a legal defense
that's so good that it makes the system so

difficult for
the candidates to set yourself apart.

They've moved the chess move right.

So now they thought you
follow the directions.

The directions they give you and
everyone is so equal.

It's impossible for
you to rise to the top.

And to differentiate yourself.

So the seven steps what it
does is it counter moves.

We now make a counter-move we
use that strength that they

have their prime directive that they
have by using an on line system and

now we make a counterattack.

And that's where the seven steps come in.

OK.

Yeah just click a couple of these.

Hold right there.

OK first step.

Don't follow the directions
never follow the directions.

It's insanity to follow the directions.

In other words following the directions.

His bad right.

And all and all justify that

a second before you do anything
else you go to the company website.

And you actually print out all
the jobs that you qualify for.

Notice I didn't say all
the jobs that you like the most

all the jobs that you qualify for
you print them out.

Step two is you actually
take a highlighter and

you highlight the key words and phrases
that they're using to describe skills and

knowledge that they want you
to have skills and knowledge.

Now if you're a little bit
more experience in store.

If you have a few years of experience
it'll be skills knowledge and

level of experience but for everybody.

The traditional.

College students which most of you
are skills and knowledge highlight them.

Then what you do is you take those
keywords that you highlighted.

Key words and phrases.

And you actually incorporate
them verbatim into your resume.

What does that mean incorporate.

It means you change bullets you add
bullets you change your objective

you change whatever you add whatever
I don't care what you have to do but

all of those not some all.

Of the key words and phrases that
they're using to describe the skills and

knowledge that they want for the job
you are now going to incorporate them

throughout your resume you are not
going to change the order of

the words you are not going to change
the tense of the words for example.

How many of you in the room know
what finite element analysis

is finite element analysis OK for
those of you that don't and

very simple definition is that it's
a program that takes a structure

let's say the structure of a car you
put a force some more on the car and

figures out where its weak point is right
with pretty colors and stuff right.

So finite element analysis is something
that they are they're looking for

but that's a lot a lot of words
to say finite element analysis so

in the industry we call it.

F A.

So let's say you're an expert.

You're a graduate student at Georgia Tech
you wrote a book on finite element

analysis you teach the most advanced
class here you're one of the top ten.

Finite element analysis
people in the world.

And you're applying for
a job in the job says.

That they want somebody
with advanced skills

in finite element analysis and on your.

Résumé you have all these things

expert wrote the book teach
this advanced class and F.E.A..

You are counted out you
know why because on

the requisition it said finite
element analysis and on your resume.

It says F D A And
the person that's doing the screening.

Doesn't know what finite element analysis
is and doesn't know what F.E.M.A.

is all they do is they look for
the key words they type them in.

And they press enter and
your resume has it or

it doesn't exactly
the way it is on the job.

That's the difference.

You get it.

Key words and phrases verbatim.

Get them incorporated into your resume.

Why not just cut and paste them.

Here's the thing you could cut and
paste all of them just into one section

of your resume and you'll get through
the first screen on most companies.

But then actually somebody
looks at your resume and

then they saw that you just cut and paste
and then they put you in the no pile.

So incorporate is what you have
to do throughout your resume.

Go ahead to four five and six.

If you could.

Four is create a heading on your
resume that says interest area so

remember when I said don't cut and
paste right.

You're going to at the bottom of your
resume and if it goes into two pages or

three pages I don't care.

The computer doesn't care either.

I want to one page document
at the Career Fair.

So you can do front and back that's
acceptable one piece of paper that's fine.

Everybody tells you what I get it.

OK that's at the career for that's not
when you're applying on line when you're

applying on line I don't
care how long it is.

What I want you to do is make sure the key
words and phrases of the job that are in

their skills and knowledge right so
here's the interesting thing.

Create the heading at the bottom of
your resume after you incorporate.

The key words and phrases in create
an interest areas section and

you know what you do cut and
paste them again.

But instead of incorporating Now you
cut and paste you say all these are all

my interest areas to write
what does that do it raises

your percent compatibility It's like
a Google search when you go on Google.

And you type in you know.

Dogs.

Are you really going to search on
page five of the Google search.

You're going to search on page one and
you're going to get the information there.

It's exactly the same process.

If you have the interest area section that
you cut and paste after you incorporated

all the keywords they look at your
resume they see that the key words and

phrases are incorporated so they don't
just throw you out that you cut and paste.

But then you have the interest area
sections with the same key words and

phrases posted again and
increases your Kapoor send compatibility

rates that put you on the Google
search first page of their program and

those are the people they could call for
interviews percent compatibility.

That's what you do to get it.

What does that mean that means
every single resume the resumes

that you all have in your hands right now
or in your backpacks completely obsolete.

The second you made them all
those hours of going on line and

finding a distant perfect font.

No good.

Completely obsolete because
you're applying to a job.

That you have to cater the resume to.

And if you're not taking about forty five
minutes each to do it for every job.

What you have right now in your hand with
your resume is what I refer to as your

base resume you build off of that
you change it you modify it.

You cater it towards every single.

Job that you apply to on line and that's
how people get called for interviews you.

I'll give you.

There's many test cases one guy applied to
one hundred twenty jobs he came to me he

said I fall all the directions
everybody told me

I said Have you followed mine he goes
no he applied to twenty more jobs and

the next week he got called for
five of them within three days

he applied one hundred twenty jobs and
got called for a zero.

OK.

See when I said don't follow directions.

Now you do all these things you've
got the interesting areas cut and

paste Now guess what you're
ready to follow directions.

Now you're actually ready to
go on line on the process and

follow the directions that they have for
you and actually follow them and

apply how they want you to because
your resume is already ready.

It's ready to go.

It matches the job perfectly.

When you match the job perfectly.

That's who gets called.

And if you don't.

You don't get called.

How do I know all
the companies are doing it.

Why do I know they doing it because I just
told you they want to limit liability.

So they want to make their
process very vanilla and

generic Now what you've done
is you're beating them.

Now you figured it out.

Now you just know how to play the game.

Now you're going to have so
many interviews.

You'll be nervous about
having too many interviews.

OK.

Follow the directions now.

And then apply the job and
then go to seven here real quick.

As you apply to more openings continually

update the key words and phrases Now
why do I put the seven step in there.

The reason is this because you're
learning what companies want.

If you're a mechanical engineer or aero
and you're looking for a structures job.

There's key words and phrases the.

They use when ever in any company
that they used to describe structures

that could be what's computer
systems they want you to use or

if you're a design error
engineer that could be.

It could be any of the the different
programs that they want you to have

OK So what you're doing is you're
updating your base resume.

And you're learning what the key words and
phrases.

Let me tell you a little
secret about corporate America

hiring managers they actually have a job.

They have to do besides hiring you.

They actually have to get something done.

They oftentimes don't like to contact.

The H.R. people and
say open up a rec it's a hassle to them.

Wazza headaches lots of
calls lots of paperwork and

they're building their plane and they have
a schedule that they have to meet and

all of a sudden we're telling them to
fill out all paperwork they're irritated.

You know what they do they go one line.

And they said listen I'm
just going to go online.

On the bowling website.

I'm going to find a similar job and just
copy that that's what they do all that so

they copy each other and
then they just post of those their own.

So the key words and phrases.

You'll see a pattern of them becoming
similar not just in industries but

across industries you get it.

OK.

Does anybody have any questions.

I'm only going to lob a few
questions on this because I want to

get to the interview part and
then I will open it up to everybody.

Yes Mr P.H.D. with the pizza box that
you stole from the other company.

OK your perch your it is

yes.

It's also why I just got a guy with a two.

Point two G.P.A. in.

Five people from MIT couldn't get in and
I got this guy in the US and

from MIT two point two G.P.A..

Do you really think Bowen is going
to look at a two point two G.P.A.

because we're not.

He got in you know he got in
he actually listened to me.

You know why because he never
got an interview before

he never got anybody that call him and
he had nothing to lose.

And he sat here like you.

Although there was like three hundred
people in the room and he waited for

me after that presentation to ask me what
he should do and I just told him all

the stuff that I'm telling you the very
next career fairy when two never in his

five years of engineering ever went to
a career fair ever got one interview ever

because all the companies said you're too
to we're not interested went to the career

fairs last semester of a senior year after
I coached him for forty five minutes

on this stuff and about how to how to go
to the Career Fair and what to do their.

Eleven interviews.

OK so.

Can you just take my word for
it here and just go do it and

then you can send me ten dollars
from your huge salary that you get.

OK let's go into the next part.

We'll be able to answer questions
about all stuff you know.

The out this is boring.

I already told you all this.

So we're going to go to this.

OK cool.

OK so why

don't I just teach you how to interview
I'm going to teach you what to do.

And then I'm going to show it to you how
it actually works because that's when

you'll start to learn.

There's a bunch of look at
it you know you can get it.

Go online right now.

And everybody else tell you how to
interview you know you can get this

information anywhere right.

Why isn't working for it.

Did you ever notice when you go online.

There's a lot of experts lot of experts.

Let me let me tell you a little story.

I was on Linked In which I
don't get in that often but

I was on Linked In and
there was a guy and he really needed

some advice he was about Lewis's home
he has two kids and he got laid off and

you could just tell by the e-mail that he
said he's tried everything he's read on

line and he just he doesn't want
to leave his kids are in school.

He got his whole life grew up there.

He grew up there was a boy and
he was asking for advice and so

somebody wrote him with advice and
I got on there and

I read the advice I read his description
of what he wanted and what he's tried and

clearly I could see what
he was doing wrong and

then I got distracted and
somebody else actually.

Mailed him on.

Linked In and told him the advice right.

So I read this advice.

It was horrible.

I mean it's exactly opposite
of what he should do.

I mean it's a if you had a way not to get
a job that would be the advice to follow.

Right.

And I'm saying this is
the problem is how do you know

the advice that you're getting on line or
even getting it.

Sometimes that career services or
Although Georgia Tech or service is good.

How do you know it's going to work for
you.

How do you know what's good.

So what I did is I looked
up the person the just to

see what their background is
because I always talk about.

Look at the advice but then research
the person giving it to you see what their

background is this is what her
job was she gave him advice and

then he wrote back and
said Thanks so much.

I'll give it a try.

Now.

This is what her job was she was a
receptionist at twenty four Hour Fitness.

No.

Kidding.

I had no prior experience in any
industry that was her first job and

she was giving advice as if she was
the expert because it's what worked for

her to get the receptionist job
at twenty four Hour Fitness.

No listen no problem with
twenty four Hour Fitness

be in a recession a split clearly he
wasn't looking for a receptionist job.

And clearly her advice was horrible.

So just so you know I had him call me and

we did exactly opposite of what she said
got called in two weeks and got a job.

OK one hundred examples like that I
can give you because what I'm teachin

is something no one else is I'm
just telling you the truth.

I'm telling you how the system works.

I'm telling you how actually
people get hired recruiters and

companies do not want you to know
this they do not want you to

know what I just told you and
you may think I'm being dramatic.

I'm not there's a reason behind why they
don't want you to know because their

jobs become exponentially
harder if you do know you

all the great people of Georgia Tech very
difficult to get into the school right.

If you know these tricks.

It's harder for me to figure out
who the best candidates are right.

I got to actually work.

I don't want to do that.

I just want you to come up to the booth
and you'll make your mistakes on.

I'll say no and.

I'll take ten percent of
the people that I see and

put them on the interview schedule.

Right.

None of them want you to know these
things because it makes their job harder.

Situation behavior outcome
that's all you need there is

a star situation task
action result fine but

that's four things I'm giving you
three would you rather remember three.

It's easier to write situation behavior
outcome must be sixty to ninety seconds

must be sixty to ninety seconds
you want to know the key.

To a great interview answer.

It's not content not content.

They'll tell you it is.

Every bit and it's logical that it is
right if I ask you a question do you have

a really good example.

Doesn't that make sense that
you would get a high score.

Doesn't work that way.

People are telling you.

Something that seems to be logical but
it's not the truth.

It's the format of your
answer victim great scores.

It is not the content.

Let me give you an example.

If you have great formats.

And average content.

You will score higher than if you
have great content an average format.

And it makes sense.

So listen this is why it makes sense.

Listen carefully.

My job is to find things in your interview
answer that are attributes that you have.

That you will now bring to my company.

OK I'm looking for things in your answer.

If your answer is not formulated.

If your answer is well organized or
disjointed I'm searching.

I'm not hearing your story.

I'm searching for
the attribute that I cannot find.

Because your story is not organized
it's not formatted correctly.

Why don't you do this just give me what
I'm looking for just give it to me.

Without me asking.

Give me the format of a great story.

This is the format of a great
story situation behavior outcome.

Every single interview answer
that you have will have a story.

S. one specific exam.

Well do not say I got three examples for
this.

I don't care about three examples I
care about one I don't care about two

I care about one I want one great answer.

One great example situation
situation is painting a picture.

Descriptors Where were you what
was the team about what class

was a four how many
people were on the scene.

What was the color of
the wallpaper in the room.

You leave that last one out.

It was a joke.

OK.

Behavior is your behavior.

What did you do.

How did you go about doing it.

What programs that use why did you decide
to go there to Jass going to Buddy

advice for advice.

How did you go about getting there advice
not what the team did I don't care what

the team did I know you all want me to
know that you're a good team player right.

Who in the room is a horrible team player.

Raise your hands.

Well actually I'm not that
good a team player by the way.

OK but that's why I work virtually.

Right.

I don't have to go to a lot of meetings.

I don't have to sign those fork and
birthday cards for people.

I don't know I don't have
to go to pot luck dinner.

For somebody whose birthday.

OK.

Awesome.

And I get a lot more done behavior
your behavior not the team's behavior.

Outcome.

You guys are horrible at outcome horrible.

You know why because you give me this
great picture you paint the picture you

tell me about your behavior why you did
it what you came up with blah blah blah.

And then you know you say
what was the outcome.

You say and
the outcome was we got an A in the class.

How long was that I got an A in
a class like five seconds.

Excellent.

You've got another
fifteen seconds to fill.

What are you going to say now.

This is the key of what you want to do and
the outcome.

Give me the evidence
that you were successful.

I got an A in the class but
the professor came up to me and

wanted me to come to the next class and
actually present that information.

Our whole team or
we got to speak at this particular event.

The professor asked us to
come to do that evidence of

why you were successful not
just that you got an A but

the evidence of why it was successful
minimum of twenty seconds twenty

to thirty seconds on each of those do the
quick math twenty to thirty seconds and

there's three sections in C. times that by
three so that's sixty to ninety seconds

to see that graduate degree is helping
me out man don't need a Ph D. for that.

OK six to seven stories ready to go.

Things like leadership stuff like that and
if you're interviewing for

the specific job how about just asking for
the job.

Ask for the stink a job.

Why not.

So at the end.

The very last thing you're going to do
is you're going to say ready to write.

DO NOT paraphrase what
I'm going to tell you.

Do not change any words
to not add words in.

Listen carefully very last thing.

Though the very last
question that I have for

you is I'd like to ask you for the job.

If you hire me.

I promise I'll work hard for you.

OK Now you heard it now start writing.

I need it you need it.

This is going to get
you the job by the way.

Do you really think if you
were to say that that bill.

Forget about you.

What if you're nervous in the interview.

Not that any of you are but
your roommates.

What if you're nervous in the interview
and you're just a little off and

what if you're a little off and they take
that is that maybe you're just not that

interested in the job when you really
want the job and that's why you're so.

Nervous when you ask for
the job on the very last thing you do

it makes sure that they know you
want it and you're committed to it.

The very last question I would like to
ask you is I would like to ask you for

the job.

If you hire me I'll work hard for you.

Simple as that it's a personal plea.

It's affective it works OK.

OK so this all sounds kind of good right.

So why don't I just
show you how it's done.

So what I want to do is I want to ask for

a volunteer and I'm going to give you like
the choice of four questions to answer.

What's your greatest strength
your greatest weakness your

greatest accomplishment or

your greatest disappointments so that's
you can pick any of those four questions.

Yet I can't go over there that far right.

OK.

And you get the answer
in front of everybody.

Which is very easy.

To answer in front of this giant crowd.

You guys were in a nervous at all.

You know introducing me but
you will be tomorrow.

There we have an internal panel tomorrow
night over in this room at six o'clock and

all the bowing in turns
are going to come in and

they're going to tell you what they
did inside and outside of work.

So if you're interested in going to that.

I'll see you there.

And then what we're going
to do is I'm going to

ask you one of those questions
you can answer any of them.

We're all going to listen.

And then I'm going to teach
you how to score them.

So like a recruiter I'm going to actually
teach you how they actually score you OK.

And then we're going to learn.

So who wants to volunteer to do that.

No you can volunteer.

No you can either.

I do know he can't he's a Ph D.
They're crazy.

I'd say and
I already know his story anyway.

I've already talked to him I've
talked to these two already really.

What year or year are you.

Really.

OK He's a fourth year.

He'll do what your major.

OK So check this out.

We don't really like your
space people will use them.

OK So check this out.

This is how you score like a recruiter
It's called a Likert scale.

Right.
So the master's master's people.

Know what the Likert scale is it's
just a numerical scale that gives you

a quantifiable one let me just explain
it this way one through seven one.

Is so horrible.

I'm kicking you out of the interview.

OK it's just stupid.

It's insanely bad.

OK two is.

I'm seriously considering kicking
you out of the interview.

It's really bad.

OK Three is it slightly better than
I want to kick you out but your.

Come out OK.

Four is it's average.

Five is you're good.

Six is your very good.

And seven there is no definition
because if you get a seven you

know what because there's
tears running down my face.

OK.

Rarely do I give seven
is by the way rarely.

OK.

One through seven you get it.

OK Well one what one do you
want to answer you've got

your strength your weakness your greatest
disappointment your greatest achievement.

Any one of those for
my friend you go with achievement.

You're not going to say getting
in the Georgia Tech area.

Excellent.

All right listen carefully
what you're listening for

is the stuff that I just taught you.

I don't expect you to be perfect.

Clearly in front of all these people but
it's.

Process right.

Listen very carefully.

OK Tell me your greatest achievements.

All right now what we're going to
do is we're going to score and OK.

We're going to start with ones.

Really just full and twos.

Are you guys going to pick like
the middle score because you're wimpy and

you just want to pick that because
that's what the crowd normally does.

I don't want to be wrong.

So I'm a pick like three or four.

OK three pts a couple phrase

but one of them is by a Ph D.
you were thrown it out force.

Can you raise him higher.

OK so.

Force.

Fives.

Holy cow.

Bunch of five man.

Six is No six is one six you're between
a five in a sixty you're saying a five.

There's no between By the way seven.

One two three.

OK So you want to know what the score is.

It's a four.

It's a four.

Now here's an interesting thing
one of the interviewers for

Boeing is back there who
is a Georgia Tech read and

he doesn't know what I'm going to score
on this and he scored a four as well.

It's a four now four.

Is OK it's average for
doesn't get you the job.

Now here's the interesting thing is

I know all of you in the room think
that that was a really good answer.

And he's got great content and
the format is weak.

And that's why you got a four.

Would you agree on that.

OK so what we're going to do now
is we're going to teach you.

Which is awesome.

We actually have some the work with
we're going to teach you how to change

your answer using the stuff
that I taught you.

Real time now you have to be patient.

This is going to take about five minutes.

You've got to shake it off if you
start getting bored five minutes and

then you'll see something cool at the end.

OK promise you.

Yeah yeah yeah yeah I
can I can up the volume.

OK So this is what I want you to do.

We're going to do the same answer but
I want you to do is I want you to

concentrate on the situation only I
don't care about behavior and outcome.

I want you to talk about
the details of the company.

How many people were in your group.

What your assignment was.

How many other people were involved stuff
like that what you were responsible for

details.

My friend.

OK but
I only want you to do the situation.

That's it.

OK so what's your credit greatest
achievement give me the situation.

OK

now what you're going to do is you're
going to concentrate on your behavior

only only your behavior don't care
about the situation don't care about

the outcome that was great
by a way in the situation.

Yeah.

So you can name the project.

Yeah I was making

the assumption that he was slightly has it
in because he may not know if he can but

yeah I want to know the specific
project but that was good.

Now what I want you to do is work on
your behavior but in the behavior.

I want you to I mean get down into
the weeds about how you approached

it who you talked to how did you go
about solving the things who did you get

advice from all the things you know
what did you develop a spreadsheet.

What was your plan of attack.

How did you go about
creating a plan right.

So just your behavior the question
was what your grades achievement.

OK now is going to concentrate
on behavior only go.

I'm

OK but you're a little long but
good very good with

the with the level of detail that's
the level I want now outcome.

Now remember the evidence
of why it was successful

the details behind the evidence
of why it was successful.

OK.

What was the outcome.

Who are the remarks from right

now.

OK this is where I don't want to lose you.

OK this is where you might
say just bear with me for

another ninety seconds you're
going to say the answer again but

it's going to go all the way
through you're going to concentrate

first on the situation then you're
going to go to the behavior and

into the outcome concentrate on
the level of detail and each of them.

OK tell me what you're great and
then you guys are going to score.

Tell me your greatest achievement.

OK let's score of how many ones and

twos threes fours

fives a couple of five six seven

that was good that was a six.

That was a sick.

I'm giving them a six because remember
he's in front of all you as well.

Right.

That's kind of hard six
my friend you went from

not getting an offer
which is four to a six.

I'm giving you an offer on fighting for

you that just took seven
minutes of your time to see

the difference between an average answer
that most of you thought was a five.

Now most of you think it's a six.

And it is a six and that my friend
gets you the job you do that for

just three or four questions and
I know they'll ask you more.

It doesn't matter if you do it just for
the first three or

four questions they
are saying in their head.

My God we've got to get this guy.

They don't really care about
the rest of the interview.

They're thinking about what they were
going to have to do to get you when.

This is the different he's a fourth year.

He's arrow.

He went from a four to a six and

seven minutes of just in
front of all these piers.

That's the example of a great
dancer you want to seven your

seven comes when you smooth everything
out the transition is just smooth.

Right.

That's the difference if any of you.

If all of you can just do what he
did right now you will have more

offers than all your friends
combined because he gave me

what we all look for without me
having to ask you see how that works.

OK.

What questions you have about
anything that you saw today or.

About anything else about
Boeing about anything.

But how much you're going to get paid.

I'll tell you that if you want.

Yeah.

You got to speak loud.

You.

You know I don't care what stories.

Yeah yeah.

He said he basically said that it does
your answers of your questions have

to be school based only and
I said no they can be and

he in turn experience or
outside experience it doesn't matter.

OK it's the format.

Plus the content that gets you greatness.

You had solid content which was great to
work with and yet you only scored a four.

But now all you did is you changed your
format you added detail to it and now you

have a six with the same content is what
I'm saying was that a question back there.

What else you got speak aloud.

Well I don't care if it's the same
internship as long as it's a different

story within that internship the question
was What if you get similar right.

Similar questions that you can answer
about the same internship it's OK but

don't use the same example use a different
example it's OK to use five different

examples from your internship if if you
really have that many of that are good.

What else.

Yeah.

Swear at them.

Like if you were you know to drop the F.
bomb in the interview that's probably bad.

If you're being taped.

Like I am dropping the F.
bomb would be bad too.

I can I can tell you this.

Your failure to ask about the interviewer
is a critical mistake in my opinion and

your failure to ask the very last thing
for the job is a mammoth critical failure.

So the second.

QUESTION And every interview
will be about the interviewer.

You will ask something like Can you tell
me a little bit about your career how

you got started showing
why is that very simple.

What happens when you're on
the verge of an A If you're a B.

But if you're on the verge
of an A What do you do.

How do you resolve that to get in they
go to the professor's office right.

Say Professor I know we were
in a sign chapter fourteen but

I read it on my own did
a couple problems I like to.

You know look over for me and in
the professor that's great that's great.

And then at the end of the time they
say well that's class participation I

got a little movement
there they get a name.

I made a career out of that.

All right.

Second last question is always in a very
last question is always about the job.

Yes sir.
Yeah a place to

start.

Yeah yeah

yeah

good one of the questions.

C.F. yes or no.

How would you twist the greatest weakness
question to your advantage right.

You guys are all scared of
that weakness question right.

How about you just tell the truth.

And you have a good
story with great format.

That's one approach it actually works.

The only thing is I like
how I like to answer it.

Is I like you to answer back
in the past when you had

the weakness and then tell a story
about how you overcame it and

how what you learned from that
weakness has now benefited you.

So for
example when you were a freshman right.

And you came to Georgia Tech you didn't
know what where you were you know in for

you know you weren't quite sure
if you're ready for college and

your grades suffer the first semester and
then you see what I'm saying you go

you go through the journey and you came
up with a with a method the study and

then that helped you all
through your entire career.

You see how it was a weakness
in the past how you overcame it.

How then it helps you for the for now and

then in the future and
if that doesn't work.

Just tell the truth my weakness
is this what I don't want you

to do is tell me a critical
weakness that's bad like.

I always progress and
I never get anything done on time.

Procrastination is nonexistent in
your vocabulary in an interview.

Because when you say from time to time I
procrastinate what that really means is

I'm going to procrastinate on my very
first sign it with my first boss and

then he's going to call you and say
that you are an idiot the recruiter for

recommending them because they
never get anything done on time.

Get done things done.

Not on time early early is good
on time is OK late is bad.

OK what are the questions we have.

What's my favorite question that I ask.

If.

You are an animal who would you be or what
would you be is no it's not I wouldn't

ask that stupid question completely but
you want to know the right answer to that.

No no that's that's a good one but
it's not it.

If the crazy companies ask if you're if
you are an animal what you animal would

you be NO NO duck billed

platypus no particular reason.

It's a stupid question.

All right.

No I don't ask that question
What's my favorite question.

I don't have one.

I just ask everybody the same
questions that are written down and

I score you based on those questions.

I do at the Career Fair I like to ask
you what you know about the company.

And if you tell me something.

Then I'll ask you what else do you know
and that clears most of the people out

because some of the people that just
looked at the first phrase on the website.

Thought that they knew you
know did the research and

then I asked them some else and
they didn't know.

So that's an easy way.

The tricky up a little bit.

So no two facts about the company
was there a question.

Over here.
You were doing a lot of writing during

this presentation by the way that's good.

All right.
What do you got.

Is there a question that
I prefer to be asks.

No the reason that you asked

the question about don't ask me
if I'm pregnant or something.

OK just stick with
the regular questions of that

very general like can you tell me how
you got involved with the company or

why you've decided to stay with
the company why do you do that.

The reason you do that is you.

I just listen to you all this time.

Right.

And now you're asking about me and

I get to talk about me and
I like that because that's a nice.

That's a good subject and
so then when you leave.

I feel good.

Because I got to talk about me it's so
your score goes up.

Now that my seem funny.

It's actual psychology it actually works.

It actually works.

Yeah I know I got to go
louder on the volume.

OK yeah

well I would say I really
never thought about it.

I did my best in each class and
there are some classes that I'm

a little bit better but at a three point
nine six A four I thought that was enough.

Yeah.

Don't try to be too humorous in the end
I mean I'm just doing that because

you know I'm fairly funny.

Yeah.

You don't.

That's a great question How do you tailor
your answer when you're talking to an H.R.

person relative to like
a technical person you don't.

That's the beautiful thing about this.

The way that I just talk to you is
it doesn't change if you're in turn

if you're a co-op if you're full time it
does not change doesn't change if an H.R.

person or
a technical person is talking to you.

Let me ask you a question.

Most of you in the room are technical
by nature OK So why is it.

Do they that they always send H.R. people.

Why do.

Yeah yeah.

People are better at the soft
skill of interviewing and

evaluating people then engineers and
technical people much better.

As a matter of fact is anybody in
the room a business major business major

Ok craziness you are so

in general business majors much
better interviewing much better.

They're just brain that works that way.

Right.
So

when I talk to technical people I'm
actually providing you a formula.

All I've done is given you
a formula This way your brain.

Now can set a formula now you
know how to answer the question.

In a way that the H.R. people love and
the engineers love everybody loves it.

It's a love fest for

crying out loud if you just follow
what I told you to do what else.

Yeah yeah yeah yeah

yeah yeah yeah OK So

the question was if you're like
get a mindbender coins question or

one of those and you're thinking about
you just can't get the answer you know

what you do you say you know what.

I just can't get the answer but
I'll I'll find it and get it to you.

And then you follow up light and
you find it and

you get it to them within
twenty four hours right.

Don't worry.

Because you're not supposed to solve some
of those problems right they just want to

know how you handle it.

Don't struggle for ever.

OK because we need to get some
work done during the day and

if we actually stopped when a problem came
up that we didn't know how to solve and

just sat there until we figured it out.

Well.

We wouldn't really make anything right.

So struggle with it a little bit talk
about what your thought process is out

loud about how you would go
about talking about it and then.

If you can't get it say you know I can't
get it but I'll get back to you know that

you know how do you
approach the career fair.

You want three great things to
approach career fair tomorrow.

Three like crazy good things.

OK I'll make a deal.

I'll give you the three great things and
when I'm asking you for two favors one

actually do them do the three
things I'm telling you to

when they work and they will come to
the billing booth and tell me they work.

OK tomorrow.

And while there's three don't.

Me.

OK number one bring with you to the Career
Fair a past performance of valuation.

Along with your resume past
performance evaluation.

You're going to give your resume you're
going to do your little thirty second

commercial you're going
to say I also brought you

a copy of my past performance
evaluation and give it to.

Why.

Very simple.

It's psychology again what it does
is it reduces the risk in their

mind hiring you because
what you're saying what we

know is interviewing is a soft science
it's not an exact formula right.

So there's some subjectivity to it right.

So if you give them
a performance evaluation

what you're saying is this is the kind
of performance you can expect from me.

If you hire me.

It is a documented.

Example of your performance
that lowers the risk

in their mind of giving you
an interview or hiring you and bang.

They want to put you on the list
because it lowers the risk.

That's one K. two.

What if I could teach you.

Right now the questions that they're
going to ask you at the booth.

Would that be helpful in
other words if I can tell you

ahead of time what the person is actually
going to ask you exactly would that be

worth something to do you think you would
score better knowing that information.

So you'll have time to prepare
to write when you get up to

the what if I told you there's a way
that I can do that would you believe me.

Well no one shaking their head.

They're all like what
is this a magic trick.

It's very simple.

There's two ways to do it.

First you buddy up with somebody who maybe
doesn't like the same companies as you but

even if they do and
they stand in line and they go up to

the recruiter and they talk to them and
they get out of line and they tell you

what questions they asked because we don't
ask a whole lot of different questions

we get into a script and ask the same
questions to the candidates over and over.

Now we may say talk to you a little bit
about your resume write something specific

on your resume but that's not a problem
but we'll ask you the same questions over.

We're not that smart.

Right.

We just what do you
know about the company.

What do you think you want to do you see
what I'm saying when that because second

way get a freshman write pay him a dollar

to stand in line in just go up and
ask Hey I'm a freshman so.

I'm just kind of looking
on what I should be doing.

Can you tell me the questions
you asked people and

they said yeah sure I ask him this they
ask him and then they'll write it down and

they'll take a bunch of the giveaways.

And then they'll come back to you and
you'll give them a dollar and

they'll give you the questions free.

Why don't you just walk up to the table.

As they're talking to people
pretend like you're reading some of

their literature and
listen for the questions.

When you do that when that because
all this would make sense.

Are you really going to do it.

Why wouldn't you.

That's just fun.

OK.

Third thing.

Third thing.

First of all if you do the first two
things the chances are you're not

getting interviews remote.

I'm telling you it is remote.

But the third thing is
the thing that works well for

a ninety percent of the time.

Yes it is that high.

Yes we did a sample size yes the samples.

Low.

It was ninety percent ish.

It was high.

Listen carefully.

Remember when I told you to write
that down about asking for the job.

This is another thing that
you want to write down.

Don't change the words
all that stuff again.

So you're at the Career Fair tomorrow.

You're at the bowling booth.

You did not come to see me right.

I don't want to lie.

I don't really like people.

I would rather have you talk to the other
people because first of all I didn't

teach them how to combat any of
the stuff that I'm telling you right.

Plus I just want them to do the work and
I just kind of want to eat and drink and.

OK.

Well listen carefully.

If you're there and you're doing your
sixty second commercial and you did two

other things and you're still just not
they're not offering an interview.

And you're coming down to the end.

And they're shaking your hand and
they're saying hey that's great.

Hey your grade your resumes
great your skills are great.

THIS IS SO GREAT go apply online.

You fail the Prime Directive right
which most of the time you will.

Unless you do this.

You say to them at the very last second
when they're shaking your hand and

they're telling you go to the website
they're telling you how good you are and

you know that that means you didn't get
an interview and you need to say this.

Exactly.

You need to say.

I would really appreciate
an interview with you tomorrow.

If you grant me that interview.

I promise I won't let you down.

I'm going to say it again.

I would really appreciate
an interview with you tomorrow.

If you grant me an interview.

I promise I won't let you down.

Why does that work.

Tell me if you are me.

If you're the recruiter.

How do you say no to it.

What are the words.

How do you explain it.

And you can't lie.

They don't have the script to combat that.

They have no clue how to answer that and
you know what they do.

Put you on the interview schedule.

You know why because if anything they're
curious to see if you'll actually

come through.

They're curious the see you're
a wild card at that time.

Right now being from Georgia Tech
football you understand wild character.

OK well this year.

They don't have a mechanism in their head
to say no they want to say yes it works.

Ninety percent of the time I
just told you the golden goose.

And I'm going to tell you.

Half of you in the room to seventy
five percent will still not do it.

You know why it's uncomfortable for
you to do it.

It's out of your comfort zone and
you won't do it and

you know what you're going to do.

You're going to be mad at yourself
because you're going to walk away without

an interview when you could've just
told when you could've just done it and

you would have had an interview.

I don't want complaints about
how many interviews you have.

If you actually use it because
you'll be seeing me come

up you'll come up to the booth and
say and this happens all the time.

I need to get home right now I have seven
interviews tomorrow I had nothing before

I'm so stressed out.

I'm telling you it's the golden goose
there's I I have not successfully

seen anyone on any team in any company
ever say no to that I've not done it.

Now there.

There could be.

Listen my schedule is completely full.

Because you went there the last
five minutes of the Career Fair OK

well that's good.

Here's another thing is I'm not scared to
tell you no so you don't want to try it on

me because if because I'll just tell you
no and my feelings are hurt by that right.

But the H.R. people they want
everything to be good and.

Everyone to be happy and get along.

They want you to feel good.

I don't care so so so fine the H.R.

people in the group actually works on
engineers or H.R. people just try it.

Please.

It'll work for you OK.

Any questions.

We got like ten minutes for questions.

Was this helpful to you did
you learn anything today.

Can you please just do what I
tell you to do just trust me.

I've been doing a for

a long time I will help you you will
get jobs you will get interviews.

Just do what I asked you
to do have a little trust.

OK yeah.

I think sixty

to ninety seconds is the total amount
of time for each interview answer.

Yeah well your thirty second commercial.

Yeah.

My name is Joe Smith.

My major is this My major is mechanical
engineering I really I love all

mechanical engineering but recently really
had a lot of interest in structures or

design and I'm looking for
an intern position with your company done.

Right that's it.

It can be really boring like that.

It's great.

You're telling me who you
are you introducing yourself you

tell me what you want.

Let's get on with it.

See what I'm saying keep it simple.

Yeah.

No that's another beautiful thing.

So crazy Ph D. as a material science.

This works for you as well.

All right.

Yes I'm sorry I can't hear you.

I didn't hear what she said.

I'll come over.

Overestimate or
underestimate what you think so.

Like if they ask you.

Celery you want to say like two hundred
fifty K. Why that's what I would do

I wouldn't I wouldn't over underestimate
anything I would be as honest as possible.

You know why because most of you
over stated your resume already.

Because that's what they you do right.

I get it used thing.

Tell the truth be honest open and
honest is always the best policy.

No matter what happens.

Because I'm going to I'm going to
know if you're exaggerating because

that's what I do.

I figure it out and

then you know what happens if I think that
you're exaggerating a little bit too much.

I'll now ask you more questions
about that topic right.

And you don't want that I just want to

ask you questions you give
me such a good answer.

I just want to get on to
the next answer six right.

No need to probe you at all.

No need to ask any more questions
you were just that's a home run.

Let's get on to the next question.

You think.

OK so now.

Yeah this is the difference between
the advice that you're getting outside

here and my advice.

The advice that you're getting
outside of here is wrong.

And mine is right.

Seriously be honest don't over understate
anything be sincere and that's good.

Gets you to jobs.

He gets you the job.

OK what other why don't question and
then I'm going to hang out and

I'm going to still pretend like I know
what I'm talking about afterward so

if you have more questions.

Yes Last question of
the day better be good man.

Yeah

you should ask for the interview.

Even if they say they're not
interviewing right because they

are going to have to interview at some
time and when you ask for an interview

tomorrow really doesn't matter whether
they're interviewing tomorrow or not.

It just you're creating in
the urgency that you're ready now.

And you're also letting them
know that you're interested.

So if they interview a week
from now that's fine too.

You got an interview right.

Always ask for the interview always
no matter what you do always ask for

the interview always ask for the job.

I want to thank everybody for common.

I hope that this was productive for you.

Thank you thank you.