How To Pass a Job Interview – Interview Preparation MasterClass ✓

How To Pass a Job Interview – Interview Preparation MasterClass ✓

October 10, 2019 100 By Stanley Isaacs


Welcome to my masterclass! I am really excited you are. I hope you are too. Because, what you will learn over the next
40 minutes will significantly increase your chances of passing interviews. But not just that; you will also learn more
about how to create more opportunities, get more interviews, and position your candidacy
a lot more effectively. So, if you have an interview coming soon,
or if you are unemployed or underemployed, it’s your lucky day. Because things are about to change for you… So this masterclass is entirely free. Just by watching this masterclass entirely
without skipping, I promise you, I promise you that you will have a lot better chances
in your career. But I have 1 request from you. At the end of this video, I will talk about
my paid program. The LIG program. Which is where I teach you 2 very important
things; 1) How to get interviews with these multinational firms and 2) How to perform
signficiantly better in the interviews by being confident. Pretty much everything else, you will learn
in this masterclass. OK, let’s get started. Oh by the way, This is not a funny cat video. I am not a funny person in front of camera
and you are not going to be entertained. But you will learn. You will learn a lot. So, set your expectations clearly. I am not here to entertain you. GO get a cup of coffee, relax, and then start
the masterclass. Alright, let’s start; how to pass HR interviews… Let’s talk about this. When you reverse engineer getting a job, most
people – probably including you go through these steps;
Job Interview
Application Right? You think it’s a simple 3-step process. To get the interview you need to make an application,
to get the job you need to interview. Here is where most of you make the mistake. It’s not a 3-step journey getting a job. It’s a 4-step journey. And misunderstanding this is one of the major
reasons you fail interviews. So, let’s walk backwards again;
Job, Hiring manager interview
HR interview And Application. Hiring manager interview and HR interview
are so different that no one in their right mind should group them together. What works for your HR interview won’t work
for your Hiring Manager interview and vice versa. Now I know this seems obvious but it’s absolutely
crazy how many people make this mistake. So now let me teach you what works for your
HR interview; Let’s lay the ground work first. Look, you have to be extremely lucky to pass
HR interview playing her own game. Seriously, her game involves Myer’s Briggs
Character Type Indicators, like oh you have to be ENTP character to be a management consultant
or ENTJ to be a sales person, or you have to be ISTJ to be an accountant. You lose your shot even before you know about
it. And then you go around trying to understand
why you even failed that interview. You have no clue. Yeah, because maybe you didn’t demonstrate
the indicators of ENTP character or you just simply didn’t give the answers that she
thought were the right. This is a lose-lose game. You can’t beat HR in her own game. That’s why in my LIG course, one of the
strategies I teach is just to simply bypass them. We don’t bother with HR. As I said, it’s a lose-lose game. But you are not an LIG participant yet, so
let me teach you what to do if you happen to have an interview with HR. So, then what to do right? Well, you beat HR in your own game. I’ll get to it in a second. But I need you to first visualize HR in your
mind. Who is HR? They are usually anywhere between 22 to 28
years old, they have very little understanding of the actual work you’ll be undertaking. Their understanding of the subject matter
is incredibly low. Listen to this carefully… You beat them with your expertise, and confuse
the heck out of them with terminologies, methodologies that they won’t even know that exist. Did you get this? This is really important. I want to repeat it. So, you need to sort of exaggerate your value
adds and expertise so much that the HR with her own little expertise in the topic of – what
we do – has no option but to pass you on to the hiring manager. To someone who knows what you are talking
about. Unless you screw up in other areas, she’s
not going to be able to take that risk of failing an expert. A hiring manager can fail an expert. But HR can’t take that risk. Of course as long as you don’t screw up
in other areas. For example; if I talk about the 80% recoverability
rating we achieved in our last project, will HR have any idea what that is? And if I position myself as the primary catalyst
for that result because I used chimphosyntrias and that I am one of the few people in the
World who is an expert chimphosyntrian? By the way, chimphosyntria is an entirely
made up word… But I hope you see my point. Focus on the problem and how you are the solution
to it. If you are a sales person, talk about the
fact that you are one of the few people who truly mastered driving maximum value through
usage of Brian Tracey’s 7S method. If you are a management accountant, talk about
how your valuation methods through Discounted Cash Flow analysis reach minimum 80% confidence
intervals. So, the point is; get as specific and as technical
as you can and overwhelm the heck out of them. That’s what you want. Ok? So, now let’s talk about the urgency of
this. You must get rid of the HR stages as quickly
as you can because every single second you waste with HR, Hiring Manager is receiving
100s of referrals for that role. Hiring manager is not going to sit around
wait for HR to send resume. Not gonna happen. These things work in parallel. The moment hiring manager is happy with the
candidate, the process is over. It doesn’t matter if you are waiting to
interview with HR or waiting to interview with Hiring Manager. No. The recruitment process is over once the hiring
manager is happy. It makes no difference whether you are already
in the recruitment cycle. Finished. Good bye. Hopefully this started to make sense to you. Now, you know how to do better with HR, but
the game isn’t over yet. Now, we have to talk about how to pass Hiring
Manager interviews. So, here is a little story for you. After I graduated from the business school
at the age of 30, my first interview was with Bloomberg. Initially with the HR. Obviously, before going to the interview I
have done my homework very well, studied for the interview and I have done a fine job in
the interview as well. I overwhelmed her with my expertise, and very
easily passed the interview. So, she immediately scheduled the next interview
with Hiring Manager. Great, right? Hiring Manager’s name was Stelvio and he
was going to be my direct line manager. Once again, prior to the interview, I have
done my best, I have studied for the interview and I even studied the Bloomberg terminal. Anyway, the interview day comes, and once
again I have done an excellent job. I presented their solutions so well, so attractively
that I could very clearly see the glamour in their eyes. Even before the interview was over, I was
already thinking that “I nailed it” and I am going to work for Bloomberg, make a 6
figure salary, make my family proud, move out of my studio, and get my dream car. See, this daydreaming continued for 2 days
and then came to a sudden halt. I wasn’t accepted for the role. Why? So, I requested for a coffee meeting with
the HR. She and I both being expatriates here made
it easy for us to develop friendship and this friendship allowed her to be very honest with
me. The problem was that the hiring manager, Stelvio,
he felt intimidated. He didn’t feel intimidated because I was
so good. No. he acknowledged my potential but rather
he just didn’t feel he could trust me, he didn’t see me as someone who would make
HIM look good, and help HIM flourish in his career. He felt that I would look after my very own
career not my manager’s. And he probably was right to think that way. So, as expected, when I heard this I was boiling
out of my head. How was that even professional turning down
a candidate because he was almost too good? How is that fair that I have to pay for his
own insecurities… Well, life isn’t fair. Years later, now I am 36, I found out that
this is actually very common, even in firms like PwC my employer, or McKinsey or P&G or
Google, it happens all the time. The fact of the matter is no matter; how professional
large multinational corporations are, they are still run by human beings. Human beings with insecurities, flaws, imperfections. This is a fact, and it will not change anytime
soon. We are selfish and self-centered creatures
and we look after our own interests. So, once my anger subsided after a week or
so, I looked back and re-lived the entire interview. What could I have done differently, how could
I change the outcome? Because in the end, for one reason or another,
I was the one who lost that opportunity. I failed. Ok, so, what could I have done differently? For me, It was very simple, don’t ONLY pay
attention to job description. But, what else? In my opinion, it goes like this, I am going
to call it Bloomberg’s Hierarchy of Needs So, as you see from this graph, your main
objective going into that interview is to make sure the hiring manager gets the feeling
of YES you know your job well, you are as expert as you claim, but also you are a genuine
person, you are likeable, and you are trustworthy. You are going to have to make sure he likes
you. If it calls for praising the guy, so what. Go complement him for his achievement, tell
him you’d love to have the opportunity to work for leaders like himself. What do you have to lose? So, how to create this perception. Obviously, going around telling people you
are genuine, likeable, and trustworthy won’t work for you. So, you have to insert these perceptions while
answering their questions and engaging in conversations. Think of it like the first date. It wouldn’t be very impressive if it was
you who only kept talking, right? Obviously, you are there to be interviewed
but that doesn’t change the fact that you can still take advantage of any question to
turn it into a conversation. It’s an exchange between two people rather
than a one way presentation or worse interrogation. Your ultimate objective is to make them like
you, find you trustworthy and honest, as well as an expert in the role you are applying
to. And There is no better way, I will repeat;
there is no better way to make someone instantly like you than listening to them. Not just hearing. But properly listening. If your interviewer is speaking as much as
you are in the interview, that usually means you are rocking that interview. Take my word for it, hiring managers will
always pick a candidate whom they feel they can trust over a candidate who has better
experience and skillsets. Look, in today’s job market, finding an
expert candidate for a vacancy isn’t very difficult anymore. I work for world’s largest management consulting
company in a managerial capacity, I am a very good management and strategy consultant, I
make over 6 figure salary and a very large bonus, but you know what; I am definitely
not one in a million. There are thousands of management consultants
out there who are better than me but unemployed. There are also thousands of resumes very similar
to yours. Trust me, you are not one in a million either. So, when it comes to interviewing with hiring
manager, these soft skills are the real differentiators for you. Your likeability factor, your trustworthiness,
that’s what makes the cut. Now, this ties me to the third topic we will
cover today. And it is about differentiating yourself. Please feel free to take a break. Go get a cup of coffee so you are on top of
your game for this topic. But before you go, if you are liking the video
so far, please leave a comment for me down below! It’s an important for me. You see, in today’s job market, everyone
is the same. Everyone is analytical, everyone is a great
presenter, everyone is blab la bla… There is this MBA persona,almost clones of
same person… It’s so hard to differentiate one candidate
from one another. It’s unbelievable really. I mean I join at least a couple interviews
every week at PwC as a hiring manager and this really has become a phenanmonon in recent
years. Everyone is the same, with similar skills,
similar experiences, and even the format of the CVs are so similar
So, here is the punchline for you! unless you can significantly differentiate
yourself from the others, you will be eliminated by incredibly small things. This will happen especially by HR. They are going to say ah your cv has a spelling
error, “oh that means you don’t pay attention to details” good bye… oh you only have
3 years of experience in this field whereas the other candidate has 4 years. Good bye… See, my point. Unless you have strong, very strong differentiators
you will be eliminated because of incredibly stupid things. You need strong differentiators. I can’t tell you what your differentiators
must be. As you have your own as I have mine. But I can tell you what mine is, maybe it’ll
give you some ideas. and this, this alone makes me easily pass
all the initial stages of any interview. So, when I join an interview, I first give
them what they want, here are skills, here are my experiences, here are the examples
from my work history and here are the results, here is my education… So, I first tick the box, but then, I give
the bonus. The bonus is I am a champion sailor. I have been sailing for the past 27 years,
and have won 100s of national and international championships. It is not easy sailing for 27 years and being
a champion, representing your country, I have been getting sponsorships since I was 8 years
old. So, the moment I start talking about my sailing
background, all of a sudden I become “The Sailor Guy”. I am no longer the exact freaking replica
of 100 other candidates. I am different than them. So, they remember me… The sailor guy… Hmmm… That’s what you need. Of course you don’t have to be a sailor,
it can be anything, could be chess, could be anything
that leaves the impression that you are one hell of determined person. Ok this topic is done. But before I move on to the next one, I want
to quickly talk about something very important. So, here is another punchline;
You have about 3 to 5 months to find a job before HR starts labeling you as unemployable. So, if you have been unemployed for about
5 months, you need very strong reasons to justify that gap in your career. Hiring managers, like myself, wouldn’t really
care about this as much but HR will just right out of the bat will eliminate your resume. They won’t take that risk of hiring someone
who potentially failed all previous interviews. That’s what they’ll think. They won’t think oh you have been unemployed
because you cared for your family, or you just wanted to travel, no… No! In their minds, they make a very simple analogy,
if you are unemployed or even underemployed for more than 3 months, then that means you
must have failed all the interviews. That means there is something wrong with you. So, they see that in your CV, and they’ll
just trash it. So, if you have been unemployed or underemployed
for sometime, do your best, increase your efforts, so you won’t get labeled as unemployable
by some 21 year old HR person. Ok? Good let’s move on! What I call “unwritten requirements” are
the kind of requirements that don’t get mentioned in the job description but they
are almost the single biggest reason why most candidates fail. We’ll talk about it now. One of the greatest quotes I ever read was
from Sun Tzu, in his book The Art of War he says Every battle
is won or lost before it’s ever fought. Think about it for a second. Your strategy, and preparation is what’s
going to make you pass or fail that interview. But, Before I get to my point, I want to give
you 2 inputs; Here is a question for you; Is there any possibility
that you can list down in your resume, everything you have done in a particular employment? And explain it all In 4 or 5 bullet points? No way, right? You have done millions of things at your past
employment and it would take a book length CV to list them all. Agreed? Input Number 2; Just like first point, there
are many things that you are required to do but are not clearly written in the job description
of the role. There are various reasons for this; one of
them is that It would take them too long to write everything. They simply don’t have enough space in the
job board. And the other reason is because the person
who prepares the job description, most of the time has no idea what you will be doing. See, JDs are most often prepared by HR. Not by the hiring manager. So, sometimes HR doesn’t consult with the
hiring manager in developing the job description. As a result, the job description ends up being
very dull. To give you an example, there is absolutely
no way that someone without a proper knowledge of how to use MS PowerPoint can work in a
consulting firm. But when you look at the job descriptions,
you don’t see that written there. So, you need to research and understand what
the unwritten requirements are for that particular role. Because, they can be the real differentiators
for you. Remember how I talked about the importance
of having differentiators earlier? I hope you still do. Think about this. Your competition will prepare CVs or their
interview pitch based on what is written in the JD. But you are smarter than that. You will not only include those things in
your CV and in your pitch in the interview, but you will go extra mile and figure out
what those unwritten requirements are. Then, you will gain extra credit just because
of them. Let’s look at some examples to make it crystal
clear. if you are applying to a sales role you are
most likely to use some sort of a CRM tool, it’s most likely going to be SalesForce,
Zoho or similar one. If it’s a project management role, you can
almost be guaranteed to use MS projects or Primavera. If the role is very analytical, then you will
definitely use MS Excel. Excel, is a tricky one though. We all know how to use excel but very few
of us really know how to write advance formulas, conditional formatting, advanced charting,
VBAs&Macros, or run simulations. So, make sure you get into details to differentiate
yourself from others. Mention them in your CV, but also mention
them in the interview. These are just some of the examples that I
could think of. But there are essentially thousands of things
you can come up with that are very specific to the role you will be undertaking. Here is a common question I get; Deniz, I
know the company I applied to is using XXXX software or a certain skill but I don’t
know how to use it. What can I do? My answer is always the same; Think about
this, if they invite you for an interview, they won’t schedule it for tomorrow, they
will schedule you with at least a week in advance notice. That’s plenty of time to get a good grasp
of any software or tools or a skill if you put in the effort. How long can it take you to learn how to carry
out Discounted Cash Flow analysis. I will tell you how long, 20 hours. How long can it take you to learn VBAs and
Macros, I will tell you; 20 hours. In simple terms, as the old saying goes, in
order to get good at something you need around 20 hours of practice. How difficult can it be for you to put in
20 hours for learning a skillset that you know will significantly increase your chances
of getting that job. 20 hours is just 1 day work. Sleep less. That’s ok. Just 1 day to increase your chances of getting
a job significantly. I really don’t see how it’s a big deal
at all. Good stuff, isn’t it? By the way, going through a long video lecture
is a very uninteresting experience. I am aware of this. So, please pause the video and take a break,
go get a cup of coffee because we still have so many important things to cover. And if you have any questions, please put
them down in the comments section and I will be sure to get back to you as soon as I can. So, yeah relevant experience… I need you to pay attention to what I am about
to say; At the end of the day, what is important is
NOT your overall work experience. But rather the “Relevant Work Experience”. It doesn’t matter if you have 15 years overall
experience. What matter is how many years of relevant
work experience you have. A 25 year old candidate may be more experienced
than a 45 year old candidate. Ok, now let’s talk about how you can advantage
of this!! Very simple, before you send out that resume,
make sure you properly reformat the whole thing, whole resume to give them what they
want. If you have worked for 5 employers in the
past, make sure there is something relevant to the role you are applying to in each of
your career records. By that way, you will have a lot more relevant
experience and will beat those candidates who are not prepared as well as you. Immediately, right out of the bat. I am sure if you think hard enough, you can
definitely come up with so many relevant tasks from each of your work experiences. Let me give you an extreme example here,
what does a Librarian know about Operations management right? Yeah, but Librarian can very well be highly
effective in setting up process flows. Process flows is fundamental to Operations
management. See, how we just created a relevance here. There you go, “ability to create process
flows” is the bridge that creates relevance between two roles of Librarian and Operations
Manager. Don’t make this too complicated in your
mind. HR are very simple filtering machines. They look at the CV and start grading it by
giving points, for example; – Relevant experience=40 points
– Relevant skillsets=30 points – Character traits=30 points
So, that’s it. Just by strategically crafting your Resume
for a particular role, you are already getting 70 points out of 100. That’s an incredible advantage. Please take advantage of it. Now, this ties me to the next topic of this
masterclass. {Number 1 tip that will enable you to become
a much better performer in the interview} For this piece of advice, you need a tool. You need a tool that is very high technology,
high in demand, and very hard to get. Hmm? It’s something that I use almost on a daily
basis. Without it, I can’t deliver any presentation
what so ever. My performance would be horrible without it. To be honest, that’s the single best tool
that I have which made me a superstar presenter in front of my clients at PwC. Can you guess what it is? You probably can’t
It is a Mirror! Yes, a simple mirror. Bathroom mirror works better but any mirror
will do  So, this tip I have for you is practicing in front of mirror. I am sorry if you are disappointed and was
waiting for a…. product made up of quantum technology. Unfortunately, in this case, it’s as simple
as a mirror. But before you get all annoyed with me for
recommending something so simple, let me talk about the importance of it. I am 36 years old. I have been presenting very frequently at
least once a week to our clients, and even now I still practice in front of the mirror
all the time. I spend at least half an hour before every
presentation in front of the mirror and I rehearse the whole thing. I can’t tell you how much of a confidence
boost it gives me. I am ready. Completely ready way before the presentation. I can just recite the whole thing if I need
to. See, Being so well prepared gives me the flexibility
to monitor my audience, look at what they are most engaged at, give my 100% to their
questions, and simply engage with them. In your case, that’s exactly what you need,
right? Engage in conversations with your interviewer. Remember this, Content needs a flow. You can just blurt out words. It needs a logical flow. So, it’s not very easy to do that if you
are not prepared well. I know some people who can but I am just not
one of them. There is a high likelihood that you are not
one of them either. Another issue is that my mind can focus on
1 thing at a time. I can’t focus on delivering a speech while
at the same time reading the reactions of my audience. This or that! This is something so important but it’s
surprising how people don’t do it. It’s shocking to me. I find it very amateur that people go into
presentations or job interviews without even one rehearsal. Why would you go to an interview without even
rehearsing your answers. Your answers need to come out like a second
nature. Why would you not practice? You are maybe interviewing for a 6 figure
salary, how can you just not put in the work? Please… Put in the work. That interview may just be the single best
opportunity to change the trajectory of your life. Unless you are an LIG participant, you probably
don’t get so many interviews. So, make the best of them. Don’t let that opportunity slip through
your hands. PUT IN THE WORK! And here is the good bit. If you are not practicing in front of mirror,
let me tell you You are not alone. 99% of the people don’t. This is a major opportunity for you. I can’t comprehend why… But they don’t… Even my colleagues at PwC most of them don’t
do it. Let me give you an example, once a year we
have advisory university which is when all the consultants from the wider region get
together, and we learn about the recent trends, different work packages we can deliver, like
transformation, corporate strategy, implemention, and other boring stuff. Not for me, they are not boring for me. There is about 1000 attendance… so it’s
quite large and managers like myself we very frequently present in these modules. So, Whenever I know that I am going to present,
I print out the slides, go find a mirror or a shiny glass and practice in front of it. So, my colleagues come and they make jokes,
asking me if I am preparing for my Oscar speech. And then we laugh. OK, Mostly they laugh. But then the presentation time comes, and
I become the one who laughs. Because I am so well prepared that I know
when to pick up the excitement of my voice, what to say, what not to say, where to pause. I am just ready, bring it on. But them, who are not prepared, the ones that
laughed at me, they get so nervous speaking in front of 1000s of brilliant consultants,
and partners, they studder, their delivery is horrible, without emotion or any engagement
from the audience. And THAT kills their career. Why? Because the audience, is the other consultants,
directors, but most importantly partners. The partners who will determine our future
career in the firm. So, in your case, there is a possibility that
the next candidate they consider for that role may be more experienced than you, may
have stronger skills, and there is nothing you can do about it. But what you CAN do is. You can outwork that candidate. That’s something within your control. You can prepare better than him or her. Because you don’t see the other candidates,
you don’t realize that it’s a competition. It IS a competition between yourself and other
candidates. Just because you don’t see them, doesn’t
mean it’s not a competition. When you fail an interview, you don’t actually
fail the interview, you failed against other competitors. If we are grading the candidates, we will
choose the best one, right? If the best one is 80. Then, 80 wins. But if there is a candidate who gets 90, then
that guy gets the job. See, it’s a competition, and there ISSSS
something you can do to get a better mark. Look, In my life, I have never achieved anything
because I was smarter than everyone else. No. I am smart. But the reason why I was able to turn my life
completely around is because I outworked everyone. I graduated from one of the crappiest colleges
in the world, I couldn’t speak a word of English 12 years ago, I couldn’t find a
job and had to move back in with my family, who at that tme kicked me out of home to live
on the streets. I lived homeless for 4 months with no money
no opportunities. This was 13 years ago. Now, I am fairly wealthy, have pretty large
savings, great job, six figure salary, large bonus, and large investments. The point is this; I achieved all of these
because I outworked everyone. From absolutely 0 English, to this level within
12 months. Go match that if you can. Then people ask me but how about the accent,
I mean you must have grown up in the U.S. to have accent like that. No, I just dumped my own accent. I realized my thick accent at the time blocked
many opportunities, so I just dumped it. I said ok, I’ll just change my accent. I mean actors can do it right? Actors can speak in many accents. If they can do it, why couldn’t I? So, I did. The point is simple, you can outwork anyone. If you are determined enough, you can outwork
anyone. That’s what I suggest you do too. All you need is just 20 hours of practice. 3 hours everyday, and within a week you are
an expert presenter. And when the time comes for your job interview,
you will shine like a diamond. Alright, this topic is over. Let’s move on to the next. Again, please feel free to take a break and
leave a comment down below. let’s now talk about a mathematical impossibility;
Your online applications do not matter. It won’t matter. It won’t be seen, it won’t evaluated nor
will it be considered. All that time you spent preparing your CV,
cover letter, 99.9% of the time it was just a waste of time. Before, you get annoyed with me, let me give
you 2 inputs; ok? Input Number 1;
Firms like PwC Consulting, in Dubai only, which is where I currently work, receive sometimes
up to 2,000 applications a day. PwC London or PwC New York receive up to 10
times of this figure per day. That’s an unfathomable number. Input Number 2; Analyzing a CV properly, can
take up to 5 minutes. This includes; looking for related experience,
and then separating the good ones from the bad ones, identifying BS, and then categorizing
and archiving the whole thing. It’s about 5 minutes. Ok. Inputs are over. Now, let’s look at the analysis;
There are 480 minutes of work available per day. Correct? So, that means 1 person can analyze Maximum
of 96 CVs per day if they do nothing else. Right? This means, we would need 21 DEDICATED HR
members to analyze 2,000 applications per day. Right? So far so good? The math is very clear on this. Okkkk… So, I have a question for you now, can you
guess how many dedicated recruitment guys we have? I mean based on the math, it’s gotta be
at least 21 right? But maybe 30? Or 50? Yeah… Right… Well, we only have four! 4! Not 21 only 4. Then I checked with our New York office and
it was also an incredibly low number. And these people also conduct prescreening
interviews, and they do staff planning, so their time isn’t even entirely dedicated
on sorting out the resumes. So, If all of them, all of them, were working
on processing and evaluating the resumes, then it would take them 1 whole week to read
through 1 day’s worth of applications. This is the definition of a mathematical impossibility. But, I can hear you saying “there is a computer
software for this purpose which will go through CVs based on certain keywords”. No!! I can assure you that we don’t rely on that
sort of software, Nooo and I know for a fact that most other big firms don’t either. That kind of software is primarily used by
job boards like Monster.com but not by employers. Or maybe you are now thinking that it must
be just PwC Consulting In preparation for this masterclass, I called
everyone, I called all the major retail firms, commercial banks, investment banks, large
multinational beverage firms through my close friends who are in senior roles, and it’s
exactly the same situation. They don’t have sufficient personnel to
handle the incoming resumes. So, the resumes are not even read. Now you know for a fact that if you apply
at company websites or mass recruitment sites like Monster.com and its derivatives, the
most likely outcome is that you will never hear from the hiring manager. So, don’t you
go about complaining that you got a rejection on your online job application. Instead, you should be complaining about the
fact that you even tried online job boards… To make matters worse, there is also whole
thing about the fake jobs that I don’t want to get in to now. So, now you know that you are not to be wasting
your time with online applciations; But then, what to do? If I shouldn’t apply to online job boards,
or employers’ own websites, what do I do? How do I get a job? YOU join LIG… Ah, this was soo cheesy. 
But, we have concluded the masterclass, I have delivered on my promise, and hopefully
you learned something new. Now, it’s your turn to deliver on your promise,
and listen to me just for 5 minutes so I can present you LIG and show you how YOU CAN get
the job you deserve. Ok? Cool
Now, this ties me to the final topic of this video. Which is my LIG Course. I am not saying because it’s my program,
but LIG is awesome. It’s already on its 6th version. The program just overdelivers. It simply works. As long as you are willing to take action,
then the exclusive strategies you learn at LIG will definitely work and will get you
those interviews with multinational companies. It just works. So the core training takes you through literally
everything you need to know to get interviews with multinational companies from A to Z. I’ll show the strategies to position yourself
strategically in front of hiring managers who are at that time looking for talents like
you in their teams, I’ll show the importance of supply of roles and how that can either
kill your application or increase your chances dramatically, I’ll show which tools to use
and how to make your approach. I will share with you examples and sample
letters that you can just copy paste. Basically, this training is a complete turnkey
solution to get those jobs with multinational companies. So, as a result, when you take action in the
right direction, it won’t take you too long to start getting interviews with multinational
companies. It will work for you. And when you do, you will perform significantly
better in those interviews because you will not be nervous. On the contrary, you will be very confident
interviews because of what you learn in my special module called Interview Confidence
Mastery. Look, I really hate pitching how great my
course is. I really do. I believe a good product or service sells
itself. In fact, out of 1000 plus LIG participants
so far, over 200 of them actually came from referrals of previous students who referred
the program to their friends and family. That alone should tell you the power of my
course in changing people’s lives. Those people who joined LIG for the price
of a nice dinner are now making 6 figure salaries and working for the greatest companies in
the world, such as; Google, McKinsey, PwC, Microsoft, Goldman Sachs, Philipps. So, it will work for you whether you are looking
to open more doors, get more interviews with hiring managers, or simply want to learn how
to be confident in the interviews. It will work for you whether you are 22 years
old or 52 years old. It will work for you whether you are an accountant
or a chemist. So, when you come to think of it; LIG is a
miniscule investment compared to what you get in return. It’s ridicoulous that I am giving it away
at this price. It’s the cost of a nice dinner. Really… I could have easily charged USD 2,000 for
the course because that’s how much its worth, but then if I do that, I wouldn’t really
be reaching out to all of you.. In fact, when we launched LIG last year, the
pricing was very high. It was in 4 figures. Thousand plus. And from a business perspective, it was incredibly
profitable at that price point. It was the best time for me from a financial
stand point. I was rich! But then after 6 months at that high price,
selling maybe 30 copies a month, I really didn’t enjoy the fact that my reach was
very limited. I couldn’t help more people. So, I did something very radical reduced the
cost down to a totally ridicolous level. But having said this, I am still evaluating
various price points like 499, or maybe back up to 1,200 by the second half of this year. Forget about the price, But look at the value…
that if you can find your 6 figure job within 1 month instead of 4 months because of the
methodology you received in my course, or pass that interview because you are no longer
nervous and that you are confident, what would be the value of it? Wouldn’t it be worth as much as 3 months
salary? A median salary of USD 5,000 per month, wouldn’t
it be worth of USD 15,000 value? It would. And that’s how much LIG is worth. I am only giving it away at this price because
I want to reach each and everyone of you and create a large following of people. So, that opportunity cost that I create by
giving it away at this low price is an investment for my branding for future. So, let me just talk about the process, once
you click the ENROLL button below you will be directed to the registration page. And in there, just click the registration
button and then the payment processor ClickBank will take your payment details in a secure
page. Once the payment is completed, then you will
register to LIG with your email address. Once you are done with the registration, you
will have direct access to the course page where there is over 1000 participants in there,
going through the exact same material, and progressing towards getting the jobs they
deserve. Do not procrastinate on this. There is a penalty for procrastination. The penalty is the loss of your hopes and
dreams. Every minute you waste being unemployed or
underemployed, you get closer to becoming unemployable and somebody else snatches that
vacancy out of your hands. So, do something about it. I’ll see you inside;