Using building personal brand image for job interviews

Job interviews give the job seeker or candidate the best opportunity to put their personal brand to use in an effective and efficient way. As a job seeker, the concerned candidate needs to be focused, determined and consistent to convince the interviewer or recruiter that his/her personal brand is the perfect match for the advertised job position. The first step of impressing the interviewer or employer starts with the resume/CV as the resume can be considered as a passport for attending to face-to-face job interviews.

The resume of a candidate should be an accurate reflection of his/her brand and it should make easier for the interviewer to figure out what is the concerned candidate’s psychology. The resume must start with a quick positioning statement that concisely describes what the candidate offers, a brief summary of his/her qualifications and major accomplishments. The potential employer should be able to swiftly scan the resume and must be impressed and be fascinated enough to read it again for more details. Clarity and brevity are the two goals of a resume. As with the online version of the concerned candidate’s resume, the LinkedIn profile should also mirror the resume with the same goals in mind. The rest of the social media presence of the candidate should also be consistent.

The candidate must also be prepared for Skype interviews if he or she is to be interviewed on Skype. The actual face to face job interviews is like a playground for putting the personal brand into action. The candidate should behave in a manner that pleases the interviewers in meeting with the candidate and the time spent on him or her. A firm handshake and eye contact with a lot of energy and a big smile are the things that immediately reflect a positive brand image of the concerned candidate. The clothes and accessories a candidate wears for each job interview also tells a lot about his/her personal brand image. It also reflects about how serious or important the job interview is for the candidate.

Last but not the least, the answers to the questions should be presented as a focused statement or a positioning statement with carefully crafted message points. When the candidate is allowed to ask some questions, then he or she should stick to a few questions (at most two) that will allow him or her to prove that he or she is the right fit for the job.

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