“If an employer has several candidates who are qualified and have strong sales achievements, why should they pick you?”
She seems a little stumped at first. After all, don’t the employers and recruiters want to know that you are qualified.
Well, sure they do, but when it comes to competitive, top-paying leadership roles, there are plenty who are qualified.
If you are in a pool of candidates where each person is highly qualified, what are you bringing to the table that gives you an edge over others?
If you are a sales professional, you have move beyond the numbers:
— Did you frequently earn sales awards, was your closing rate the highest among your colleagues or in the company?
how did you perform against industry standards in terms of market growth and product recognition?
If you are an executive, you have to tell the story behind the achievements:
— were you required to lead through a corporate restructuring?
— did you launch a new product or spearhead a new business venture?
If you are a general manager, emphasize more than your enormous job tasks:
— were you always performing under pressure and tight deadlines?
— have you maximized technology to improve business operations?
— are you repeatedly sought out for projects due to your exemplary leadership skills?
If you are a technology executive, highlight more than a list of software programs:
— did you implement new technologies that increased your company’s competitive advantage, expedited new products to market or elevated overall work productivity?
What unique strengths and differentiating talents can you pull out of your “hat” to put you ahead of the pack in your career or current job search?
SUGGESTION: Make a list of these strengths and create a compelling career success story to support each one by developing a Critical Leadership Initiatives document.