ASK GORICK ANYTHING
“How to get companies to take a chance on me?”
💡 The quick answer: Make sure you’re sending the 7 signals that employers most want to see.
THE QUESTION
“I’m 57 and struggling to get the interview. How can I get companies to take a chance on me?”
—Tina from Forsyth, Missouri, USA
GORICK'S RESPONSE
Hi Tina,
Thanks so much for your question! I’m sorry to hear that it’s been such a struggle landing interviews.
If you are struggling to be taken seriously in the job search, chances are you could be showing more of these 7 critical characteristics: balance, expertise, translation, proactivity, credibility, leverage, and intentionality.
You probably already have these characteristics, but the question is: Do your potential employers know you do, too?
The 7 Winning Signals That Employers Look For
A job posting goes up. A tiny handful get interviews. One person gets picked. Why? Chances are—in addition to all of the criteria that get filtered for on paper—the new hire projected 7 specific signals that bypassed a manager’s fear of a bad hire and made the manager think, “This is a safe bet”—not “This is a risky bet.”
As you read through the following list, ask yourself: “To what extent have I been showing this signal (in my emails, cover letters, coffee chats, and interviews)?”
“Has it been a lot? A little? Not at all? Be honest, because your goal is to send each signal as much as you possibly can. After you review a signal, practice the fill-in-the-blank scripts. These are your signal boosters that say to hiring managers, “I’m a great bet—choose me.”
Here goes:
Signal #1: Balance
You demonstrate the right dose of the “Three C’s” (Competence, Commitment, and Compatibility) without overshooting to arrogance or undershooting to cluelessness.
What this sounds like:
“I know how important [Priority] is in [Role]. So, importing what I saw at [Prior Employer], I’d [Approach], but [Modification] given [Unique Circumstances].”
Signal #2: Expertise
You position yourself not as a candidate looking for a job but as the key to landing customers, fixing processes, or opening doors.
What this sounds like:
“When I was at [Prior Role], I saw [Analogous Problems] and was the one who [Results], which I’d love to make happen for you too.”
Signal #3: Translation
You explain how everything you’ve done to date directly relates to the job at hand, proving that your experience is even more relevant than what meets the eye.
What this sounds like:
“In my work with [Experience], I [Result] which is exactly like [Their Pain Point] with the only exception being [Differences].”
Signal #4: Proactivity
You show you’re already in the mindset and starting the work before you’re even hired.
What this sounds like:
“I’ve been thinking about your [Goal] and drafted a [Plan/Brief] on what I’d do, step by step, if I were hired for the job. In fact, I’ve gone ahead and [Initial Work].”
Signal #5: Credibility
You show you’re a safe bet because respected peers or organizations have already vetted you.
What this sounds like:
“I became interested in this role speaking with [Peer, Leader, or Respected Insider] who shared [Insider Knowledge]. So, I’d like to think that my work at [Relatable Setting] makes me an even more compelling candidate for [Role] given [Reasons].”
Signal #6: Leverage
You show that you’re in demand and have other options if they don’t make a decision quickly.
What this sounds like:
“I’m currently in discussions with another firm, but am prioritizing you because [Priorities] align perfectly with my goals. Can you please share your timeline?”
Signal #7: Intentionality
You show that your career path is a deliberate journey that led you specifically to them.
What this sounds like:
“I’ve reached a point in my career where I don’t just want to work anywhere, but somewhere that [Values Alignment], which is why I’m here today.”
Here’s what I’ve realized from chatting with hundreds of career transitioners and the gatekeepers on the other side: Employers don’t “take a chance.” They make calculated decisions. So, your job is to show them that hiring you is the lowest-risk, highest-reward decision they could make.
Hope this helps!
Gorick
PS: Job boards strip away your single biggest advantage over younger candidates: your network and your story. So, if you’re relying on job boards to land interviews, don’t. (I wrote about this at length in a prior AMA on ageism, which might be worth a read if you haven't already.)
WHAT I'M READING
Here are 3 articles that I found interesting recently (some with paywalls, but your first article should be free):
- The Job Market for Recent College Grads in 5 Charts (Inside Higher Ed)
- Many students listen to music to focus and stay motivated while they study – but it doesn’t always help (The Conversation)
- Screen time can damage under-twos’ development, landmark study suggests (The Guardian)
MORE OF MY WORK
Every newsletter is free and a fraction of my work. Here are 4 of my paid offerings that may interest you:
1. Keynote speaking: If your organization is looking for speakers for your internship program, new hire orientation, new student orientation, manager training, all-hands meetings, recruiting season, year-end performance evaluation season, or something else, let's chat!
2. How to Say It: Flashcards that teach you to know what to say in every high-stakes professional setting via hundreds of fill-in-the-blank scripts (just like the examples above). Free shipping on all orders over $40.
3. The Unspoken Rules: My Wall Street Journal Bestseller that Arianna Huffington calls “a blueprint for anyone starting their career, entering a new role, or wanting to get unstuck.” Used by top companies and MBA programs.
4. Soft skills crash course: Hard skills get you hired, but a lack of soft skills gets you fired. Equip your interns and early career talent with the essential behaviors of high performers in just 3.5 hours.
