The reality is most bosses are looking for a particular set of skills and characteristics in the candidate they select for the position at their company, and if someone doesn’t discover these advantages they may get out matched by a candidate that they simply should have beat. Too often people think that an interview is just about what you can do the week or two leading up to it. Which is important and we talk about that in this episode, but we also talk about the long game on what you should do months or even years out to help you be the best fit candidate for that future promotion opportunity. With my tireless efforts to research and get educated on this topic and my brother Tommy Lake’s experience being on the judges’ side of table for countless amounts interviews, we unpack what is known as the selection criteria in this episode. One could imagine each element of this criteria as a symbolic piece of the pie and the more you contribute to the pie as a whole the more likely you’ll land that next job. Tommy and I get flowing on this informative topic. Whether you’re trying to level up your interviewing skills as a candidate, you want the knowledge on how to pick the best candidate as a judge or you just want to hear some good leadership advice as someone trying to level up their leadership abilities, this episode has no shortage of engaging topics and applicable skills to help you dominate your life. Part-2 of this interviewing series will be on interview responses in a mock interview I plan to present on. Candidate Selection Criteria website link: https://www.thebalancecareers.com/how-does-an-employer-decide-who-to-hire-2062876 Specific questions we talk about: • Would the individual fit in with the colleagues in their department? • Does the finalist have an appealing personality? Would we enjoy working with her? • Does the candidate possess the skills necessary to excel in the job? • Does the individual have the appropriate depth and type of prior experience? • Does the candidate have the technical proficiency to get the job done? • Does the applicant possess the licenses and/or certificates required for the job? • Does the individual have the knowledge, expertise and information base to carry out the job effectively? • Does the finalist have the required academic background? • Does the candidate have a positive, "can do" attitude? • Does the applicant have a strong work ethic and a high energy level? • Does the candidate have the confidence and experience to be a leader? • Has the applicant proven that they have added value, made improvements and positively impacted the bottom line? • Would the individual be a good team player? • Can the finalist communicate clearly and effectively? • Is the candidate a good long-term prospect to fill higher level jobs? • Is the applicant likely to stay in the position for a long enough period? Will she be happy in the role? Is she overqualified? • Does the individual fit in with the corporate culture? • Can the candidate cope with the pressures and stress of the job? • How enthusiastic is the applicant about the job? • Can the finalist innovate, think outside the box, and creatively meet challenges? • Is the individual aware of their weaknesses, comfortable with constructive criticism and motivated to improve themselves?