Psychology says you can land any job once you understand these 6 principles — Transcript

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1. 0:00I'm an ex-recruiter and I've interviewed
2. 0:02thousands of candidates and the ones who
3. 0:04stood out weren't the smartest. They
4. 0:06simply understood human psychology
5. 0:09better than the rest. Most people think
6. 0:11hiring is a logical process. But it's
7. 0:13not. Like it or not, it's emotional.
8. 0:16It's instinctive. It's biased. And once
9. 0:18you understand the psychology behind it,
10. 0:21you can land almost any job you want,
11. 0:23even ahead of people that look more
12. 0:25qualified on paper. Let me show you
13. 0:27exactly how it works. So, I spent over a
14. 0:30decade recruiting across 50 different
15. 0:32countries. And I can tell you this, I've
16. 0:35seen brilliant people get rejected and
17. 0:38average candidates get offers they had
18. 0:40no business getting. And the difference
19. 0:42wasn't skill. It wasn't experience. It
20. 0:45wasn't even the resume. It was how they
21. 0:48made the interviewer feel. And after
22. 0:50screening thousands of profiles and
23. 0:52sitting in hundreds of interviews, I
24. 0:54realized hiring is about 80% psychology
25. 0:57and only 20% on skills and experience.
26. 1:00And once I understood that, I could
27. 1:02predict almost instantly who would get
28. 1:05hired and who wouldn't. So let me walk
29. 1:07you through the psychological principles
30. 1:10the best candidates use. So principle
31. 1:12number one is something called cognitive
32. 1:14ease. And this one alone puts you ahead
33. 1:17of most job seekers. Cognitive ease
34. 1:20basically means people choose what feels
35. 1:22easy. And that applies massively to
36. 1:24hiring. Recruiters and hiring managers
37. 1:27don't gravitate towards the most
38. 1:29impressive candidate. They often
39. 1:31gravitate towards those who are easier
40. 1:33to deal with. Now, that doesn't mean
41. 1:35listing that as a skill in your resume,
42. 1:36but it does kind of start there. Because
43. 1:39if your resume is confusing, if your
44. 1:40LinkedIn headline is vague, you're
45. 1:42unlikely to even get an interview in the
46. 1:44first place. But more importantly, if
47. 1:47your interview answers drag on without
48. 1:49getting to the point, people mentally
49. 1:51check out and you lose the opportunity
50. 1:53without even realizing it. This is why I
51. 1:56always say, don't get defensive. Don't
52. 1:59bad mouth past employers. Don't just
53. 2:01focus on what you've done and what you
54. 2:03want to achieve. Focus on matching the
55. 2:06interviewer. That simple piece of just
56. 2:08being easy to deal with is one of the
57. 2:10most underrated job search tactics
58. 2:12you'll ever come across. And that alone
59. 2:14can be the difference between landing
60. 2:15the role or having to go back to the
61. 2:17drawing board. So yeah, cognitive ease
62. 2:20in simple terms, be likable, be easy to
63. 2:23deal with. And once you do that, once
64. 2:25you make a strong, easy first
65. 2:27impression, something called the halo
66. 2:29effect kicks in. And this is where
67. 2:31people start getting hired over
68. 2:33candidates who are technically more
69. 2:35qualified. Because the halo effect
70. 2:37basically means this. If they like one
71. 2:40thing about you, they start assuming
72. 2:42they'll like everything else. Brilliant,
73. 2:45right? So, for example, if you
74. 2:47communicate clearly, they assume you
75. 2:49work clearly. If you seem confident,
76. 2:51they assume you're competent. And if
77. 2:53your online presence is strong, your
78. 2:55perceived value goes through the roof.
79. 2:57And this happens fast. Hiring managers
80. 3:00make these unconscious judgments within
81. 3:02the first 3 minutes. Sometimes even
82. 3:04before you walk into the room. Let me
83. 3:06give you a real example. Now, I've had
84. 3:09clients who have simply started showing
85. 3:10up online following my personal branding
86. 3:12strategies. And all of a sudden,
87. 3:14recruiters were reaching out and
88. 3:16treating them completely differently to
89. 3:18before. Before they told me they got hit
90. 3:20with the same old screening questions
91. 3:22they could only imagine being asked to
92. 3:23complete rookies in their field. But
93. 3:26after they built just a little bit of
94. 3:28presence online, that all stopped
95. 3:30because recruiters simply assumed they
96. 3:32already knew everything and got right
97. 3:34down to business with what was on offer.
98. 3:36It was a completely different
99. 3:38experience. They had exactly the same
100. 3:40skills, the same experience, but the
101. 3:42recruiters had a different impression.
102. 3:45And the impression always wins because
103. 3:47again, hiring is emotional before it's
104. 3:50logical. If you create a strong first
105. 3:52impression and you carry that energy
106. 3:54into the interview, the halo effect does
107. 3:57half the work for you. The interviewer
108. 3:59starts looking for reasons to believe
109. 4:01you're the right fit. And that leads
110. 4:03perfectly into the next principle.
111. 4:05Because once someone likes you, the next
112. 4:07psychological trigger kicks in, which
113. 4:10I'm simply going to label as likability.
114. 4:13Because despite all of the efforts in
115. 4:15the world to create fair and equal
116. 4:17processes, there's always some level of
117. 4:19unconscious bias that tends to creep in.
118. 4:22Yes, we like to think hiring is
119. 4:24objective, and I'm sure there's plenty
120. 4:26of HR leaders who will insist that their
121. 4:28process is different, but you can almost
122. 4:30guarantee it isn't. Humans hire humans.
123. 4:33And at the end of the day, people hire
124. 4:35people they like. Not people with the
125. 4:38best resume, not people with the
126. 4:40fanciest way of saying things, people
127. 4:42they would actually enjoy working with
128. 4:44every day. And in the job search world,
129. 4:46it's typically easier to talk yourself
130. 4:48out of an opportunity than it is into
131. 4:50one. And hey, I can tell you now that
132. 4:52regardless of whether I was acting as a
133. 4:54recruiter on behalf of clients or a
134. 4:56hiring manager for my own business, I
135. 4:58wanted the people I interviewed to get
136. 5:00the job just as much as they did, often
137. 5:02more so. I was often busy, stressed, and
138. 5:05had a hundred things I needed to do. So,
139. 5:07if I called you in for an interview, I
140. 5:09already seen something I liked and was
141. 5:11hoping that you would be the one. But
142. 5:13sometimes what would happen is that I
143. 5:15would get on calls with candidates who
144. 5:17spent the first 5 to 10 minutes
145. 5:19complaining about recruiters, the job
146. 5:22market, their last manager, and I'd
147. 5:24think, you're clearly qualified, but are
148. 5:27you going to be talking about me like
149. 5:28this in 2 months time? And instantly
150. 5:30they became less hirable. On the other
151. 5:32hand, I'd have candidates who showed up
152. 5:35with a bit of personality and that was
153. 5:37all that was needed. Suddenly, I'd be
154. 5:39thinking, "I could work with this person
155. 5:41or my client is going to like this
156. 5:43person." And that matters more than you
157. 5:45think. Likability isn't about being
158. 5:47overly friendly or pretending to be
159. 5:49someone you're not. It's about matching
160. 5:51the interviewer's energy, respecting
161. 5:53their time, and showing that you're
162. 5:54someone who can get on with things
163. 5:56without loads of drama. So, yeah, skills
164. 5:59get you noticed, likability gets you
165. 6:01hired. And that, my friends, is never
166. 6:03likely to change. Certainly not until
167. 6:05the whole system is controlled by
168. 6:07heartless AI hiring teams. Now the
169. 6:09fourth principle is authority bias and
170. 6:12this one is a gamecher once you
171. 6:14understand it. Now authority bias
172. 6:16basically means this people trust,
173. 6:19respect and choose the person who
174. 6:21appears to be the expert. Not always the
175. 6:24actual expert, the perceived expert. You
176. 6:26see this in everyday life. If a doctor
177. 6:29walks into a room and tells you
178. 6:30something, you listen. If a police
179. 6:32officer gives you an instruction, you
180. 6:34follow it. Not because you've analyzed
181. 6:36their qualifications in that moment, but
182. 6:38because we're wired to trust authority
183. 6:40figures. And the hiring process works
184. 6:43the exact same way. Two people can have
185. 6:46almost identical experience, but the one
186. 6:48who looks and sounds like the authority,
187. 6:50they get fasttracked. Now, in today's
188. 6:52world, you don't have to wait until the
189. 6:54interview stage to give off this
190. 6:56impression. You can do it way before
191. 6:58that with your online presence. Now,
192. 7:00this is why I talk about my EBC method
193. 7:03so much. So, entertaining content builds
194. 7:06the audience, valuable content builds
195. 7:08trust, and credible content builds
196. 7:11authority. And with the right mix of
197. 7:12each, you'll end up getting treated
198. 7:15differently. Now, of course, once you've
199. 7:17built that perception online, you need
200. 7:18to carry it through to the interview
201. 7:20stage as well. And you do that through
202. 7:23three really simple behaviors. The first
203. 7:25is clarity. So when they ask a question,
204. 7:28don't waffle for 3 minutes and hope that
205. 7:31you land somewhere good. Answer clearly,
206. 7:33answer confidently, and answer in a way
207. 7:35that shows you've solved this problem
208. 7:37before. Now, second is structure. So you
209. 7:39can use frameworks like the STAR format.
210. 7:42And then number three is to simply
211. 7:44showcase ownership. By this I mean
212. 7:46speaking in terms of what you've
213. 7:48delivered. Not the team, not the
214. 7:50company, but you. People with authority
215. 7:53don't apologize for their achievements.
216. 7:55They don't overexlain. They say what
217. 7:58they did and the impact it made simply
218. 8:01and directly. Now, these tiny cues
219. 8:03create a sense of confidence that
220. 8:05interviewers pick up on instantly. And
221. 8:07when that confidence is transferred from
222. 8:09you to them that you very quickly move
223. 8:12to the next principle, which is the
224. 8:14confirmation bias. Now, effectively,
225. 8:17people look for evidence that supports
226. 8:18the opinion they already have. So if the
227. 8:21interviewer already sees you as an
228. 8:22authority because of your LinkedIn
229. 8:24presence, your experience or even the
230. 8:26way you introduced yourself, their brain
231. 8:28now [clears throat] starts scanning for
232. 8:30reasons to confirm that the first
233. 8:31impression is correct. And the opposite
234. 8:34is also true. So if they think that you
235. 8:36lack confidence or you seem unclear or
236. 8:38your energy feels off, their brain will
237. 8:41start to look for reasons to back that
238. 8:43belief instead. And this is why some
239. 8:45interviews are effortless and others
240. 8:47feel like you're constantly digging
241. 8:49yourself out of a hole. Interviewers
242. 8:51often make a decision about you in the
243. 8:53first 60 to 90 seconds. The rest of the
244. 8:55conversation is them subconsciously
245. 8:58trying to justify that decision. So as
246. 9:00to ensure you're using this principle to
247. 9:02your advantage, you first need to build
248. 9:04that perceived value by your personal
249. 9:06brand in advance. Walk in with
250. 9:08confidence. Start strong. Reinforce your
251. 9:11strengths with examples. clarify
252. 9:13questions before responding and align
253. 9:15your answers with the impression you
254. 9:17want them to walk away with. And once
255. 9:18their mind is leading in your direction,
256. 9:21their own confirmation bias will help
257. 9:23seal the deal and push them towards a
258. 9:25yes. Now, the sixth principle is
259. 9:27something I call the commitment
260. 9:29principle. And this is the one that
261. 9:31turns interviews into offers. Now, the
262. 9:33commitment principle is simple. People
263. 9:36are far more likely to follow through
264. 9:37once they've verbally committed to
265. 9:39something. And yes, you can use this
266. 9:41ethically and professionally in
267. 9:43interviews. Now, here's how it works.
268. 9:45Throughout the interview, the hiring
269. 9:46manager is forming an opinion about you,
270. 9:49but they often don't say what they're
271. 9:50thinking. So, in most cases, you end up
272. 9:52leaving the room hoping the interviewer
273. 9:54felt like you were the right fit. But,
274. 9:56you know me, I don't like hope. Hope is
275. 9:58not a strategy. Instead, you guide the
276. 10:01interviewer into making a small verbal
277. 10:03commitment because once they say the
278. 10:05words out loud, their brain wants to
279. 10:07stay consistent with it. Now, if you can
280. 10:09get them to give you a clear yes or an
281. 10:12indication that you're going to be
282. 10:13getting an offer or moving on to the
283. 10:15next round, that's great. But at very
284. 10:18least, you need to walk away from that
285. 10:20interview knowing exactly what is going
286. 10:22to happen next. And this is where my
287. 10:24favorite interview technique comes in.
288. 10:26The commitment lock. Right at the end of
289. 10:28the interview, you lock in three things.
290. 10:31The next steps, the exact time frame,
291. 10:33and what you should do if that time
292. 10:35frame is missed. So, you could just say
293. 10:37something like, "I've really enjoyed our
294. 10:39conversation today. Before I go, could
295. 10:40you walk me through the next steps and
296. 10:42when I should expect an update?" Then,
297. 10:45once they give you that timeline, you
298. 10:47simply add, "Perfect. And if I don't
299. 10:49hear anything by then, is it okay to
300. 10:51give you a polite nudge?" That's it. It
301. 10:53gets you clarity. It gets them
302. 10:55committed. And it removes the
303. 10:56awkwardness of chasing because you've
304. 10:58already agreed it's okay. Honestly, this
305. 11:01one tiny little action can save you from
306. 11:04days of second-guessing and silence. So
307. 11:06that's six psychological principles that
308. 11:09shape almost every hiring decision
309. 11:11whether the interviewer realizes it or
310. 11:13not. So cognitive ease, so basically
311. 11:15being easy to deal with. The halo
312. 11:17effect, understanding the importance of
313. 11:19your first impressions. The liability
314. 11:22principle, which essentially is the
315. 11:24unconscious bias we all carry that leads
316. 11:27us to be drawn to people who are just
317. 11:28like us. authority bias, confirmation
318. 11:31bias, and then lastly, that commitment
319. 11:33principle where you lock in next steps
320. 11:35and stay in control of the process. And
321. 11:37look, if you want help applying these
322. 11:39principles to your resume, your
323. 11:41LinkedIn, your outreach, or your
324. 11:42interviews, that's exactly what I teach
325. 11:44inside my paid programs. I'll leave the
326. 11:46link below if you want to take a look.
327. 11:48But honestly, just using what I've
328. 11:50shared today will put you ahead of most
329. 11:52candidates. So, I hope this helps and
330. 11:55I'll see you in the next