I agree. Having been on resume and interview panels, it was easier to vouch for those who spoke to their strengths (both technical and non-technical) that would be of help to our organization
This is a good insight. My rule of thumb has been you only get to name three features or capabilities to move the needle in a conversation with a prospect. You can ask diagnostic questions to tune your approach but if the first three don't do it, more won't help. This helps explain the psychology behind how you are evaluated.
Very nice article, and 100% practical
Does this advice translate to a resume or a LinkedIn profile?
Certainly applies to a cover letter and your LinkedIn profile summary.
I agree. Having been on resume and interview panels, it was easier to vouch for those who spoke to their strengths (both technical and non-technical) that would be of help to our organization
People act as if there’s only 5 companies - most of them are overrated.
This is a good insight. My rule of thumb has been you only get to name three features or capabilities to move the needle in a conversation with a prospect. You can ask diagnostic questions to tune your approach but if the first three don't do it, more won't help. This helps explain the psychology behind how you are evaluated.