You can’t turn on a radio talk show these days without hearing another expert tell you how to “get a job.” 
At the same time this is true, I also hear my clients who are in hiring mode (naturally, because of the great sales training we do) that they have yet to find too many people who can demonstrate the competency in the job they’re applying for.
In other words, they are very well schooled in getting a job, and very poorly schooled in doing the job.
Advice to Employers
Don’t hire someone based on the impressiveness of their resume or how well they interview. That won’t make you any money, and, chances are, you’ll be looking to fill that same position within a year. Hire someone who can demonstrate to you their competence level at the job that you’re asking them to do. And, who can demonstrate the “behavioral competence” of how they get along with people, how they inspire others, how they work on teams, etc. It’s not just about knowing how to write a marketing plan—it’s knowing how to get it implemented through peer leadership.
Advice to Employees
Spend about 90% of the time you invest on how to get a job with “how to do the job.” If you have done similar jobs in the past, bring to the interview examples of your work (not just claims of sufficiency—no one believes those any more anyway). Bring a portfolio of examples of how you’ve written letters, created new business, established joint ventures, followed up with prospects on large sales. Stories are okay, but data is better.
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These are extremely good points to make for those seeking employment. Bringing a portfolio of your previous work ads validity to the experience you are sharing throughout the interview. If a candidate can’t show you that they can “do” the job….do you want to take the chance on a hunch that they can? No, make it part of the interview process…”show them what you’ve got/what you’ve done.”