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