Never Say This: Interview Red Flags That INSTANTLY Disqualify You

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Unlock. We're all about those light bulb moments. I'm talking to people who are still trying to figure out what they're meant to do, coaching them life to reach that magical, yes, this is it moment, and we'll also hear from those who've already found their dream careers and figure out exactly how they did it.

Whether you are looking for inspiration or actionable advice on finding a career you love, I've got you covered time to unlock some career clarity. Let's dive in.

Today we're gonna be talking [: 00:01:00

So today we're gonna be pulling back the curtain on what really separates the top 10% of candidates from everyone else. We're gonna be talking interview magic recruiter secrets, and the subtle behaviors that can win or lose the offers. And we are also gonna get into some of the quirky behind the scenes decision making that most job seekers never get to see.

ew funny what not to do with [: 00:02:00

And joining me today is Sarah Dineen. Sarah is an award-winning career coach with over 19 years of experience, and she empowers emerging and senior leaders to lend manager to senior director roles confidently. She specializes in job search coaching, personal branding, executive interviews, strategic networking, and securing high impact leadership positions.

Within 95% success rate, over 550 clients, coach, and an average 40 K salary increase. Her data-driven approach delivers a strong ROI certified in multiple career and recruiting disciplines. She helps professionals to build standout brands, ACE interviews, and navigate transit. Recognized globally for excellence.

She offers tailored coaching that aligns careers for strength, values, and ambitions, helping leader thrive across industries. Let's get started. Welcome Sarah. I.

Theresa: [: 00:03:00

Sarah: Hello Teresa. So happy to be with you here today. Thanks for hosting me.

Theresa: You are so welcome and I can't wait to pick your brain as a recruiter and as a career coach.

And you have incredible experience working with candidates from both sides of the desk. And I wanna start off with a question that so many people have on their mind, and it is, when you think back in your role as a recruiter, what separates the top 10% of candidates who end up landing a job from the.

Other 90% who don't, even if on paper they might be equally qualified.

self and how you actually, , [: 00:04:00

To the employers, let's say, pain points or what, , problems they have and how you can actually fulfill these, problems or challenges and attend to them by showing them the experience that you have and the skills you have, how you can do that. Uh, uh, for them. So it's about demonstrating your expertise, , and showing your value so they can understand why you and not others.

So it's about the delivery of your answer. And if I would add as well, another layer, it's about, um, how do you. And I would ask this question to everyone who is listening to us today. How do you, uh, make yourself stand out of the crowd? What's your competitive edge in today's market? Is it a specific skill?

osure that you got? Is it an [: 00:05:00

Theresa: I love that. And yes, both points. One, having a competitive it, having something that you can speak to and be known for.

And in the first part that you said, I really love how you emphasize that it's not just about communicating your experience, but making your experience relevant for the role that you're applying to.

Like the Absolutely. So what it's like, yes, this is great that you have done that in the past, but so what? And answering that for the hiring manager.

, but now you are present in [: 00:06:00

Theresa: Now that we started talking about interviews, let's dive deeper into that because a lot of what we, what happens in an interview and in communication in general, it's not just about what we say, it's also these subtle cues or behaviors. What are some of those behaviors that you, that you see in candidates that they might not even realize at all they're doing or not doing, but it actually influences the decision quite a bit?

Sarah: That is a very important question because, , especially when I do a lot of interview coaching, , this comes up, they know all the right answers, they say all the right words, but what would really differentiate a candidate from the other is the body language. So let me explain more is how they show up.

ace in the room and how they [: 00:07:00

It's not about that we are born with it. It can be acquired for sure. It's through practice. Practice and preparation will make you more confident. This is how you can, , instill that trait in you. And also the energy like. When you get into the room, we as interviewers, we feel the energy of that candidate.

me up with that energy where [: 00:08:00

I'm gonna be, acing this interview. It's that self-talk that you give yourself. I'm gonna be presenting. Well, they will like me. I mean, whether it happens or not still, you carry that energy. Yeah. And we step away from, , the disparate energy as much as possible, because also that will show up.

Theresa: Yeah.

Yeah. I think that is important. Stepping away from the desperate energy. A client had said that to me then really stuck with me is as she was interviewing, she was like. Telling herself, the people interviewing me, they're actually rooting for me. They want me on their team.

They're rooting for me. Yeah. And that gave her the confidence. I think that is a really beautiful phrase to keep in mind, and I also wonder if you are in interview and the nerves get the better of you. I mean it, it is a nerve racking situation, right? Everyone gets anxious in you if mm-hmm. You vocalize that.

If you were to say as a candidate of like.

e just take a second here. I [: 00:09:00

Sarah: So this is actually, can get a bit personal meaning. It depends on the character of the interviewer, right? With me having that recruitment background, I would definitely hold that space for that candidate and I would give them grace and give them their time to actually, , whether it's settling in or whether it's reflecting or having a deep breath or, , taking that moment.

resence, part of it is that. [: 00:10:00

Or when someone has a, a, an opposite opinion to what you think or another point of view. So that can work as a flag or that can work, I mean, against you in the interview. So it really depends on the level of the role, but less than executive. And if it's not a client facing role, I would give Grace and would give them that space and list.

Try again.

Theresa: Yeah.

Sarah: Yes. Yeah.

Theresa: And I agree that. It really depends on the role and the level, um mm-hmm. But it also speaks if you can frame it in a way that your nerves are there, because you want it so much, and channel that or messaging into your enthusiasm and your excitement about the role.

I hear you. [: 00:11:00

Sarah: Yeah. And you know, you, you bring a very, uh, good point, Theresa, you know, in, uh, I mean, if we think of anxiety, there's positive anxiety and there is negative, right?

And, and always it's good to have a certain level of anxiety because that lets you perform even better, whether's in a test. Or in a meeting or in an interview, right? So that's okay. It's very normal as human beings for us to have that level of anxiety. However, I think, , it's really great if we can control that level of anxiety that it's not over.

just for a couple of minutes [: 00:12:00

Feel the room around you. Feel the space around you. Ground yourself as much as possible. Put away your phone for at least 15 minutes before your interview so you wouldn't receive a message that disturb you, or a call or write an email or a social media post, whatever it is. So. These tactics can help. Yes.

But yeah, definitely. Some people get so excited because they just love that organization. So I do hear you. Um, yeah, it's, it's definitely subjective, I would say. Yes. Yeah. I, depending on you interview with, yeah. Yes.

Theresa: I am so curious to go even more behind the scenes. What does the behind the scenes decision making process look like for recruiters and hiring managers and what happens behind the scene when a candidate isn't in the room?

this then help the candidate [: 00:13:00

Sarah: Yeah, it's definitely a lot of things that happen behind the scenes. I wanna start with the very, very first step. , My advice would be, , is to never take your screening call with the recruiter lightly.

It is your first, I would say, face-to-face contact with someone from the organization. Who is the recruiter, but they do have an influence internally for, for your image, but also the first impression you actually make. So it is a critical gateway or a critical step. Uh, that you need to take very seriously in how you present yourself, how you prepare your pitch, , your answers right to be complete and fully delivered with clarity and confidence.

how you communicate, , your [: 00:14:00

Because they came across as a stronger, , as a, a stronger candidate versus,, 5, 6, 7, for example. Right? So that is one, point taken into concentration that can influence decision makers because recruiters are not decision makers, but they do influence without authority big time. The other thing is, , usually hiring managers would ask us, why do you think.

nce as well your positioning [: 00:15:00

So the recruiter actually works as your internal advocate. Organization. So I do recommend as well to build a relationship with the recruiter. , Make them understand exactly who you are, what value you can bring, and, , so they can champion you throughout the process. , And, yeah, that's what I can say, , about internal dynamics.

And trust me, when a recruiter believe in you, they will stay advocating for you. That is just based on experience.

Theresa: I love the thought of seeing the recruiter as your internal advocate. Absolutely. And I remember that from my recruiting days. Yeah. That's what is happening. If you have a great candidate as a recruiter, you're gonna fight for them.

Sarah: Absolutely. Yeah. Absolutely. And I agree. Building that

Theresa: relationship with Cru Recruiter is huge.

Sarah: Yeah, yeah.

Theresa: You know,

ontact points. You know, the [: 00:16:00

So as well, like, you can perhaps ask other questions to the recruiter just to build as well the, the right image about this organization and so on and so forth. You will follow up with them because they are your contact person, so you can see how many touch points are there. So it is a good. , I would say amount of touch points to build rapport with them and to build that relationship.

Absolutely agree.

Theresa: Now what about candidates who don't check a hundred percent of the experience that they're looking for? They don't have direct experience, but they have done something that is transferrable. Mm-hmm. How can they position themselves on paper and in the interview that the decision maker actually get fit, and it's like, yes, I wanna consider this person even though they haven't done this exact thing in the past.

Sarah: Yeah. [: 00:17:00

So you have to have this, clarity about your different experiences and how you would categorize them so you are able to use them at the right time in the interview. So, , you can compare those different transferable skills that you came up with on how they align with the roles requirements, which you can conclude from the job description.

n example that resonate with [: 00:18:00

Course of action and the result and so on, but never say, I never did this before, because that will stick in their minds the first thing, and then that can become a flag. Rather, when you position your answer as in sharing a similar example that has similar, you know, context or similar dynamics, they will say, yeah, that person did it before, so that means they can.

Uh, like they can't do this, right? Um, it could be, if I can give a, a simple example, Theresa. , Let's say, , a customer service representative is now applying to a recruiter role. Customer service and recruitment have a lot in common. , Not only communication skills, but also that customer service mindset.

hey, , make sure they retain [: 00:19:00

This is just a simple, you know, example of how it can be. So not to be apologetic, but to be confident and sharing that story in confide.

Theresa: I absolutely agree, and since I work with women who are making career changes, I emphasize that a lot, that the burden of proving that your transferable skills are relevant is on the candidate.

n skills, but what is the so [: 00:20:00

Why should the hiring manager care? And you have to deliver that answer.

Sarah: Yeah, and, and you know, uh, Theresa, you are the, , , the expert in career clarity. So this is at the core of what you do. So I'm sure as well you've, , coach a lot of women, , on how they can position themselves with. With that confidence.

So, uh, you know, based on the several women that you have coached as well, what would you say, like a common theme that come up, when they do that career transition from one field to the other?

Theresa: I do really believe that most of the challenges are, it's all the internal voices of like, I can't, that won't work.

able and relevant, and I can [: 00:21:00

That is usually the key to then it becoming a

Sarah: reality. Right. A lot of it is the self-talk, right? Like in our heads of what's possible or not. And sometimes those limiting beliefs are actually written by us. Yeah. And are actually told by us. Yes. You know? Yeah. Of what we tell ourselves. Oh, they will not like me.

Oh, they, they will realize that I might be a fraud because I haven't done this before. But no, no one is a fraud. You are building that experience over the, over the years, you're gaining wisdom, you're gaining good judgment, good logic. So it's a matter of time just to learn more in that industry that you're pivoting to.

So, yeah, . It's unlearning something and then relearning it, right? Like it's a journey.

nside of yourself convinced, [: 00:22:00

You're never gonna become a project manager.

Sarah: Absolutely. If you don't believe

Theresa: it, exactly how they would believe it. Right. It's very hard to convince someone about of something that you don't believe yourself. Absolutely. But if you break it down and be like, okay, these are the skills that are required in project managers.

I have these skills. Yes, I've applied them in different ways, but I can't explain how I could execute it on it. And you believe that hiring.

Sarah: You know what? One of the powerful, , advices I give to my clients about job interviews and the, the reason why I say powerful, because I received feedback afterwards how it's worked for them.

ike, like the mindset shift, [: 00:23:00

Yes, they are, they are gonna take it, it's like that self talk. It's about that just mindset chip that yes, this role is mine. Yeah. , And again, it's a matter of just how they show up. So that is one of the advices that I definitely always see that they work.

Theresa: That's huge. Going to the interview as if you already have the role.

Yep. Powerful one. Yes. Yeah. I heard you talk about mastering your story before Sarah, and I love that. Mm-hmm. Idea. What are your recommendations on how someone can craft a strong personal story that is really impactful, but at the same time authentic? 'cause we never wanna be someone we are not. Authentic is often the key.

What are your recommendations there?

have to start with the why, [: 00:24:00

Current self today, or it could be that they shape your current leadership style, right, regardless, like depending on what is the, , question about, or maybe it shaped your current career direction of how it took you from A to Z to get here. So this is how you would show authenticity because you are showing that while you're connecting the dots, and also you are gonna be focusing on lessons learned, insights gained and.

tionality, right? So showing [: 00:25:00

Uh, it's like my own, , could be, , journey or story. Yeah. Right. , So for me, the y has been always about helping people find opportunities that change their life, have a positive impact, or actually as a fulfilling their aspirations. That's what always fulfills me as a professional and a person. So I realized how powerful, , of, , of a thing it can be if I am a recruiter.

Being present when I started [: 00:26:00

Mm-hmm. And then I thought, oh my God, like I'm actually now in a even,, a more impactful world where I can fulfill my purpose even more. And, , I must say definitely as we step from one field to the other, like from, , a recruiter to turning into a career coach, you had to unlearn. Different things.

Theresa: Yeah.

Sarah: So that was a journey of unlearning some of the, , different things in recruitment from a recruiter lens to have it actually more about empowerment. And you empower your clients and you hold that space for them. So it wasn't always perfect, it was a journey of ups and downs until it got me to this, , stable current position.

ifferent things you've done. [: 00:27:00

Theresa: It's huge to start with the why, and I love how you start with the why and then tell a story.

And I always remind people that people forget facts, but they will remember stories. And I'm actually curious too, , out of your most recent recruiting experience, if a candidate told a powerful story of how they accomplished something mm-hmm. Or versus telling facts off. Certain quantitative, qualitative accomplishments.

Right? What do you remember after? Do you remember the story or do you remember the facts?

Sarah: 100% the story. I'll tell you why, because, um, it just, uh, you know, the engagement is always higher when you hear a story because you wanna know what happened. What was the end of it? So you actually stay engaged in listening.

each other's stories. So the [: 00:28:00

When you tell, when you speak or you, you say for your answers. However, I do appreciate that technical questions come up and sometimes we have to attend to them. That is definitely okay, but wherever possible for you to integrate storytelling approach, please do. It does stick. In someone's mind. And by the way, it as well shows the human behind the paper so we get to know you better.

Yes. And that's what I enjoy. I, I enjoy like knowing people, more about like, you know, what they care about, what their backgrounds , and it just puts things more into perspective for the employers.

Theresa: I agree. There are stories. I've been out of recruiting for eight years now, but there are stories candidates.

ember any facts about any of [: 00:29:00

Sarah: Yeah, absolutely. Absolutely. Stories do stick. Always, always.

Theresa: What are the things that, so after the interview process, right? So you would have a recruiter screen, you pass them onto the hiring manager.

The hiring manager, interviews maybe one or two rounds, and then usually there's conversations happening. Give us an insight into those conversations. What do they say about candidates? What are the things they remember and value about a person and they, that they might not see in someone else?

Sarah: Alright. Um, so I must say it's maybe how the mind works, your closing.

it'll stick in their minds. [: 00:30:00

It's the same approach in the interview. Mm-hmm. So it could be that you conclude in nutshell what they're looking for and affirming. With confidence that you do carry these skills, you do carry these qualities and this is how you are able to help them and you can add value. So this is basically, , you vocalizing what they can expect from you.

lding and long-term strategy [: 00:31:00

I've done that consistently, whether it is working with high value. Partners, , I grew, uh, you know, uh, different portfolios and so on, and collaborating with leadership to align with strategies and so on. And I'm excited about bringing that impact to you and helping you even expanding that work more. So tell me what are the next steps?

It is so much filled with confidence. Yes. Like, you just got it. You know what they're speaking about and you tell them, I got you. Yes. Tell me what next steps. So it's as if you actually gave yourself the role, but you're not saying it, but they will feel it, right? They'll feel that, you know, power, confidence, impact, and they will be like, oh, what are next steps?

Theresa: Yeah.

Sarah: Yes.

. I always tell people that. [: 00:32:00

Sarah: I agree.

Theresa: I agree. And when you are have, when you are given the opportunity to ask questions, in the end you use that opportunity to ask good questions.

Yes. And then if they ask, like, do you have any more questions? You can say, no, not at this point. Thank you so much for the insights you've given me. But what I want to leave you with is. And then exactly what you said is how I am the perfect person to solve the problem that you are hiring for.

Sarah: Absolutely. It is all about

Theresa: that. Yeah. And when that hire manager leaves the room or the recruiter, that's gonna be in their mind like, yes.

telligent, uh, vested you've [: 00:33:00

Yes.

Theresa: Ly and never, ever do not ask questions. It actually, I keep telling people it happens quite a bit, that people in interviews say like, no, I don't have any questions. Oh my God. And I'm thinking to myself, I'm like, okay, so you're telling me that you want to spend 40 hours every week here at our organization doing this role, and you don't have a single question?

Oh my God. Yeah, for most of the time it's an immediate no.

Sarah: Yeah. And like how come you don't have any questions after that one hour interview? Right. Or after you looked at our website, the raw, like, I'm sure you've got many or a lot. You look at anything, there has to be a question. At least one. Yes. At least one.

one good always. Right. Good [: 00:34:00

Uh, what do you think are the success metrics for the year? Or how would you, , consider success for this role? Uh, tell me more about the team, , structure. Like they can be a lot and even many can come up as they, , have the conversation of that hour.

Theresa: Absolutely. I wanted to tap into a term that you brought up in one of the earlier questions, and that was executive presence.

We hear it a lot, but it feels so vague. It's like executive presence is like this, it flows around there, but what does that actually look like in interview, either in person or online, and how can someone develop that?

ow you show up, how you hold [: 00:35:00

It's about clarity and connection, how you connect with others, right? So it shows as well, always it shows up even before you speak. So it's how you carry yourself and that definitely comes, , by practice and by being more self-aware and by, , acquiring that, , presence. For sure. It's also when you take poses, when you speak, so people listen, like they listen because you know you are knowing how to deliver that speech or that talk.

s well like how you maintain [: 00:36:00

One way to do it when you speak over Zoom is to look right away on the camera, not on the screen. So that will give more connection , or, or actually a stronger sense of connection with the people you're speaking to. And most importantly, for all of this, to feel natural and authentic, it has to never be scripted.

It's about internalizing what you wanna say, but not memorizing. Yeah. Yes. That does require practice does require, you know, a lot of rehearsing. Um, and you can do that to be very well prepared, which will lead to confidence. Definitely just internalize, like, know what you wanna say and just let it flow naturally from you.

now, there's a lot of humble [: 00:37:00

So they don't wanna, you know, like show up. Uh, they would think as overconfident or egoistic. So they are actually saging their executive presence. So there's that thin line between how you show up as confident or overconfident. So you, you need to manage that. But also, you know, some people who are as well, very humble and very like, uh, maybe warm or close to the heart.

They make a joke here and there every, every like sentence that can as well, you know, sometimes, , not work to your, uh, advantage if you're not using the joke at the right time. So it's about that balance and it comes by practice for sure.

Theresa: This was great advice, Sarah. I love it. And I also feel it's really powerful to practice on a video and then watch yourself.

ortable this is, and to this [: 00:38:00

I, yeah. I ha I, I keep doing something with my hands that is really distracting, or the way I sound here is not the way I wanna sound and can really

Sarah: I agree.

Theresa: Show you. What is, what are the pieces you want to tweak in order to show up as executive presence?

Sarah: Absolutely. It's a lot of self-awareness. Uh, and it is work in progress for sure.

Yeah.

his forever, but I'd love to [: 00:39:00

Sarah: Oh my God. Yeah. So, uh, two came to my mind, uh, because they were based on experience or a situation. Mm-hmm. Uh, the first one was when a candidate was asked, what motivated you to apply to this role and organization? They were saying all the good things about why they're wrong when it came to the organization.

as out, you know, that, that [: 00:40:00

Theresa: omg.

Oh my God. And that is great. On top of that one, Sarah, if you don't mind, um, me throwing that in there also.

If you asked why this role of this company, and the answer is, well, it pays well, it's remote. Um, I get six weeks of vacation in great healthcare.

Sarah: Yeah. Yeah. Not the right answer.

Theresa: It's all about you,

Sarah: right? Like it's all about

Theresa: you. Yes. Make it about them. So it

Sarah: has to be like, yes. I always say the motivation question has to be twofold.

re. Yeah. So they see you as [: 00:41:00

You know, we are all human beings and we are curious about who we are gonna be working with as the direct manager. So asking right away about how is the manager like that can be a little bit off. Mm. Uh, you, you are still early on in the process and maybe you haven't met them yet, or, or so.

It's a little bit like, like why are they so worried about the manager? I would keep that until like, you really build a rapport or you can explore it yourself when you meet them, really in the interviews. So that's another one. Yeah. And um, the third one that came to my mind, which happened that some. It happened a few times.

they really,, have been, in [: 00:42:00

Still, that would mean they would speak about us and our, and behind our back. Or maybe they, we would think they're a problem child or maybe we're right, like whatever. These are the impressions that people would get because they don't know you. Exactly. Or they take it as gossiping, which is, oops. It's not the place to say these things.

Right. So always. Reframe your answers in a positive, professional way, but of course, , making sure you answer the question. Yeah. So those few things just came to my mind. , I don't know. What about you? Do you think any that comes to

Theresa: Yeah, and I wonder if this is a thing in Canada too, but voicemails, maybe I'm just a stick voicemail, but.

These funny voicemails like, Hey, you free each so and so hanging out at the beach having a beer. Leave me a message. I might get back to you. I might not. That's

Sarah: a candidate, right?

Theresa: Yeah.

Sarah: That's a

Theresa: candidate.[: 00:43:00

Sarah: Yeah, absolutely. Yeah, there are, there are creative voice notes for sure. Uh, they are. Um, and yes, we use voice notes a lot as well in Canada, so that can happen and can pop up. , The other thing which is very, I think, difficult to manage because social media can be just open out there, just, , be as.

Self-aware as possible in what you post in social media. I mean, we shouldn't judge any candidate based on their social media presence. It's not, you know, our space to do so. But I do know some employers who actually check informally the different social media accounts just to get a better sense of that candidate.

So. You know? Yeah, I know it's personal spaces, but as well just, , a very light advice, like be more aware on where you post these days. Yes,

I a hundred percent with you [: 00:44:00

Sarah: yeah.

Theresa: It was a very strong and clear guidance. You do not Google candidates, like as recruiters. We knew about the hiring manager when we send them a candidate.

There were some managers we had to remind every time. Do not. I agree. They do it anyway. We shouldn't. You shouldn't, we shouldn't. But they do it anyway.

Sarah: But they do it. Exactly, yes. Informally they do it. Yeah,

Theresa: they do. And I, yeah, it's not the right thing to do, but I do understand, I can't understand from their perspective why they wanna know more about the person that's joining their team potentially.

Um, then they should be using the interview to get to know them, but something that happens.

Sarah: And, and also LinkedIn, right? That is like definitely the platform Oh yeah. That we wanna refer to. Right. But some hiring managers do go beyond LinkedIn. Yeah. Yeah. I agree with, yeah.

so on like no matter what is [: 00:45:00

Yes. Be mindful. Google yourself. Definitely Google yourself. I agree To see what comes up under your name and yeah, be mindful when you, it's great. It's a great practice to post and comment on LinkedIn, but again, if you, all you do is bashing your last employer, even though that might have been valid and you might've been mistreated, mm-hmm.

It is better set. It's better to see these things not on a public forum.

Sarah: I totally agree. 150%. Yeah. It is something that can be, , regretful later on. Yes. Mm-hmm. Yeah. Yeah. Absolutely. Yeah.

Theresa: Yes. This is a different era, this social media, and I know everything being so publicly, it's also, it's as simple as making your accounts private.

Sarah: Yes, exactly.

Theresa: Yeah,

nkedIn can never be private, [: 00:46:00

Theresa: Well, Sarah, that's been amazing so much.

Sarah: Likewise, so many nuggets of

Theresa: wisdom.

Um, how can our listeners connect with you and learn more about you and the work you're doing?

Sarah: Absolutely. Um, it is all through LinkedIn. , It's simply my name, Sarah Udin. You can find me there and I would be happy to receive your dms or your connection requests so you can find me there. Thank you so much, Theresa, for having me today.

It's has been a great conversation. As always, never a dull moment with you and yeah. , Thank you so much.

Theresa: Thank you Sarah. And Sarah is just absolutely incredibly knowledgeable. As you saw on this interview, on all things job search interviews, resume. So if you have specific questions, heard the are open, please reach out to her.

[: 00:47:00

Wow, what a conversation. I hope that you are walking away with a fresh perspective on interviews, recruiters, and how to really position yourself as a standout candidate. Let's recap some of our key takeaways. Number one, position yourself as the solution. It is not enough to simply list your experience.

here's what I have done to, [: 00:48:00

Number two, master confidence through preparation and energy, and I love that Sarah showed us that . Confidence isn't something that you were born with or not born with, but it is something that you build through practice.

She recommended consistent preparation and rehearsal to increase confidence in delivery, managing your nerves with breathing exercises and grounding techniques before interviews. And I especially love the advice of adopting the mindset of, I already have this role. To protect calm confidence and executive presence, and that will help you demonstrate presence and connection, which are both critical, especially in high stakes interviews.

to summarize what the hiring [: 00:49:00

I've done this consistently, and I'm excited to bring that same impact to your team. What are the next steps this type of closing positions you as memorable and proactive in the decisions maker's mind.

So if you are ready to take this steeper and you want support aligning your career with what truly lights you up, I am here to help you go ahead and book a free consultation with me and let's get you to career clarity and record time. You will find the link to book the consultation in the show. And of course, don't forget to join me again next week for another episode full of insights, inspiration, and actionable advice on finding a career you love because you truly do not have to settle.

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And that's a wrap for today's episode of Career Clarity Unlocked, if you feeling stuck in that. What's next? Spiral and are ready to finally break free. Let's chat. You can book your free career clarity call where we'll uncover what's really important to you. Tackle any obstacles holding you back and map out your best next step.

Schedule your free 30 minute call today on career bloom coaching.com and before you head out, be sure to follow us on Apple Podcasts or Spotify, so you never miss an episode. If today's conversation gave you new insights and inspiration, please leave a review. It really helps us reach more amazing listeners like you.

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