Hi folks, thanks so much for the support since the launch of Interview Intervention last month. Now that the book has been out for a few weeks, I’m ready to start populating the blog with helpful insights into interviewing, employer and employee relationships, and a host of other helpful topics.

Since the book is still rather fresh and a number of you are hopefully considering purchasing it, I thought I’d make this installment about how the book is unique!

Most books related to job interviewing address how to approach particular, popular job interviewing questions with suggested responses. Many of them do this quite well, providing what I would consider good responses. At milewalk, our analysis shows, however, that factors well beyond a job-seeker’s qualifications and interview responses contribute to their ability to secure the job. In fact, I’ve witnessed many interview interactions where the candidate answered questions perfectly but didn’t get the job—and vice versa. Also, keep in mind that a successful job search begins with knowing whether you even want to be in that interview in the first place.

Interview Intervention addresses in great detail those factors I alluded to above. These factors go beyond the specific interview responses. It is a complete end-to-end guide that helps job-seekers become successful throughout their entire search.I don’t define success as “getting the job.” Many job-seekers who get the job become miserable employees. They might have been better off not getting the job or turning down the employment offer. Success, as I see it, is securing the right job with the right company that keeps them happy for a sustained period. In order to help them with this, Interview Intervention starts at the beginning—with the individual’s assessment of herself. It addresses pre-job search and pre-interviewing factors such as selfawareness to ensure the individual understands the job she wants before—not after—the fact. This positions the job-seeker to evaluate the employer from a much stronger position, knowing what to look for.

Interview Intervention also focuses deeply on the conditions present during the interview that ultimately influence the outcome—human biases, communication issues, and memory factors.  It not only creates awareness of these factors, but shows the job-seeker how to neutralize or perhaps make them favorable before and during the interview. The book’s most appealing value is prescribing in great detail techniques to address and overcome these factors using effective storytelling and question asking. The storytelling concepts are unparalleled by books of this kind, as Interview Intervention dives into the six qualities that make stories believable and memorable. These techniques help the job-seeker become successful irrespective of the interview questions.

The book highlights how to successfully channel emotion and intuition into the job change decision to ultimately make the right choice. Once the job-seeker has made the determination to leave, Interview Intervention also helps the individual manage the transition, which has become far more difficult in today’s market. Employers are making it more complicated for employees to leave. They are presenting counteroffers or providing other concessions. These are critical factors that the job-seeker must address early on and be prepared for when the time comes. Successfully navigating through these acts is a major part of being successful in the job transition, not only the interview. Interview Intervention helps ensure the job-seeker become more aware of the underlying issues related to these employer acts as well as how to effectively handle them.