Jennifer Chavez, MBA - GRN Moon Valley

Owning your part in a mistake and being the first to admit to doing so can help rebuild trust. If you recognize it and act first, that's even better, but if it's called to your attention first, just listen then acknowledge your part in the mistake, and then apologize.

You are telling a story with a beginning, middle and end. The beginning is what the situation was, the middle is the action you specifically took, and the end is a very specific example that showcase the impact of your results. This formula is gives them the understanding of the magnitude of your contributions.

Moving through the interview process smoothly and effectively requires planning and structure. It's ideal to use the same process and questions for each round. To ensure an optimal candidate experience, setting the expectation for the agenda, timing, and next steps in the process and following through on that keeps candidates engaged and excited about the opportunity. Asking candidates the same questions gives you the best apples to apples comparison and can really highlight the differences between candidates. Having a process for follow-up and next steps that is fast and offers candidates feedback leaves them feeling appreciated, even when they aren't the successful candidate.

Tacit knowledge is underappreciated. Take stock of what information you uniquely bring, and assess how you can best leverage your knowledge in a positive way. For example, you might be able to extend the time on your package, or have you work on a consultant basis afterward if they recognize the value of your skills, knowledge, and expertise. Offer to document and train others in exchange for more favorable terms. Many times leadership doesn't understand the tacit knowledge that people obtain over a long period of time and how best to harness it. When you do and can clearly articulate the value and how it benefits them, it gives you the opportunity to professionally leverage your talent.

I always talk about the STAR method with my candidates and clients. Past performance is the best indication of future performance. When coming up with your STARs (Situation, Task, Action, Result), keep in mind this is a very short story with a beginning (Situation and Task), a middle (The Action You Took) and an end (the Result). The examples you pick should be your top 3-5 "highlight reels" of your best accomplishments that showcase who you are and what you bring to the table. This method is used to answer behavioral questions (Tell me about a time when...).

Technology is key. I cover this in my Recruiting 101, #ProTips from the Top presentation! #ProTip Outsource Resume Help: Don’t be afraid of AI…just learn to leverage it in the right way! For example, ChatGPT, Bard, or Llama2 are good sources for suggested resume formats or tips on how to make your resume ATS (Automated Tracking System) friendly. Or, use them for help writing a professional thank-you note- just make it your own! #ProTip