Cassandra Carlsson is a pilot, turned career coach and HR consultant. Having changed career track numerous times herself, she found her calling in helping individuals and organizations navigate through today’s labor market and to remove the barriers to create meaningful and fulfilling career paths. Originally from Sweden, she’s lived and worked all over Europe and most recently in New York. Today she considers herself “location independent” and runs her private coaching practice completely online where she serves clients from all over the world.
Start with Why by Simon Sinek
Facebook Page: @cassandra.c.coaching
Chris Ippolito 01:00
Cassandra Carlsson 01:02
Chris Ippolito 01:04
How are you?
Cassandra Carlsson 01:05
I’m good, I’m good. How are you?
Chris Ippolito 01:07
I’m doing great. Welcome to the “Get Coached Podcast.” Glad to have you here because this is a conversation I wanted to have. I’ve actually been wanting to have this for a while due to some situations some friends of mine have been going through, but I pushed it forward a little bit because of what the whole world is going through. I’d love if you could share a little bit about who you are and what you do now, and I think people will understand why I invited you to be a guest on the show.
Cassandra Carlsson 01:41
Sure, sure. Thank you for having me, super excited. My name is Cassandra, like you said, and I’m a career coach and consultant. What I do basically is I help people create careers that they really love. And basically I help people get out of that feeling of, Monday morning, you don’t want to go to work. And I think we’ve all experienced that in some way or another, it comes and goes. But for those people who really feel that consistently, we spend about a third of our lives at work, that’s not something that I want for people and I’m really passionate about that.
That’s what I do. You asked me about how I got to this?
Chris Ippolito 02:28
Yeah, tell me what’s your story, how did you become a career coach?
Cassandra Carlsson 02:33
Right. I think I’ve always been really passionate about work, I’ve always had this drive that I really want to love what I do, but I haven’t necessarily always known the ingredients to what it takes to really love your job and love your work life. I’ve actually jumped around quite a bit. I actually started out as a pilot, that was my first career. And I did that for quite some years, I flew around in Europe and in Sweden, until I realized that, “You know what? I’m a lot more interested in the people doing the flying than the actual flying itself.” That led me into psychology, and eventually I graduated with a master’s in management and human resources.
I did that, I’ve been doing that ever since. And I’ve had numerous jobs, I’ve had numerous roles, I’ve worked for a bunch of different companies in different capacities. And I kept coming up to the same point, where I was successful but not necessarily fulfilled. That’s when I took the help of a coach, who helped me and guided me along to find that sweet spot of what skills do I want to use, my natural talents, versus what’s the environment that I want to do it in and also what’s the impact that I want to make, and to get those together. And that’s where I find myself today and I’m helping people do the same thing.
Chris Ippolito 04:13
That’s a noble cause because, as you mention, there’s a lot of people who they get stuck in a job and they feel almost imprisoned because debt, obligations, whatever it is, and because it pays them well to turn the golden handcuffs. Can you think of certain moments in time through your journey that were almost epiphany moments where it just all of a sudden clicked and you’re like, “I need to be doing something different,” or, “This isn’t quite the right thing for me”? Any stories that you can think of?
Cassandra Carlsson 04:51
Oh, I have a lot of different ones. But I think the first one that really clicked for me was just back in the day when I was still flying. And I was sitting up in the air and I was on a mission doing photography flights. And I just realized that I was pretty bored. And I realized that I was doing it more for someone else than for me. There was no real joy in the actual assignments, I remember feeling quite scared every time I went up there because I had to work really hard, I wasn’t really working with what I was naturally good at. And also I remember fighting quite hard with myself to be like, “Why am I actually doing this? What’s the impact that I’m making with this?” And that happened to me several times during my career, where I was like, “I know that what I am doing is important, but I don’t feel it. It’s not aligned with what I want to contribute and the impact that I want to be making.”
Yeah, that was one of those moments, when I was sitting there thousands of feet up and I was looking down and like, “What am I doing here?”
Chris Ippolito 06:10
You said “mission” and “assignment,” were you military?
Cassandra Carlsson 06:15
No. No, no. But I was doing photo flights, I was actually photographing military bases at that time, but it was mainly for maps and that kind of stuff.
Chris Ippolito 06:26
Okay. Interesting. What kinds of aircrafts were you flying?
Cassandra Carlsson 06:31
Oh, I had all kinds of different ones. I think that one was called, you know what? The name escapes me. I don’t know the name of it, it was a double-propeller airplane. It was a wonderful aircraft, but the name is gone. Sorry, it was a while back.
Chris Ippolito 06:50
No, that’s okay. I’m curious if it was prop planes, or did you ever fly jets, or was it prop planes primarily?
Cassandra Carlsson 06:58
It was prop planes primarily. I was certified for it, but I never flew professionally a jet.
Chris Ippolito 07:04
Oh, okay. Is that something you would want to do, is it on your bucket list to maybe do one day?
Cassandra Carlsson 07:11
No. People ask me a lot if I miss it and I’m like, “Yeah, I came to the point where actually I don’t.”
Chris Ippolito 07:21
Yeah. My father was an aircraft mechanic in the military, he got to go and ride along in a jet. And I remember him telling me that he wasn’t able to hold his lunch down when he did it. But I think that would be something, that would be quite an experience, I think I’d like to do that one day. One of my favorite movies from back in the day was “Top Gun.”
Cassandra Carlsson 07:48
Oh, I’m with you.
Chris Ippolito 07:49
For me it would just remind me of that and I would nerd out a little bit.
Cassandra Carlsson 07:54
Chris Ippolito 07:56
When you made that decision to find a coach, because obviously that’s a big theme of this podcast, is to help people understand that that’s a really key and common step for a lot of successful people. And again, success is defined in many different ways. But when you ultimately made that decision, what were some of the influences around that decision, if you can remember? Was it books, was it association, podcasts? What were some of those influences?
Cassandra Carlsson 08:31
Right. Well, I think that’s a really good question. I think I’ve always been really interested in personal development. I was associated with the term of a “coach,” and I think for me it immediately sprung from just, “Okay, if you don’t know what to do, a coach can help you sort out those thoughts.” My influences were primarily books and just a general interest that I took in personal development, yeah.
Chris Ippolito 09:02
Do you remember some of the books? Like what would be some of the books that were the most influential for you?
Cassandra Carlsson 09:12
Well, I think at that time I just read Simon Sinek’s Find Your Why.
Chris Ippolito 09:19
Oh, Start with Why. Yeah, Start with Why.
Cassandra Carlsson 09:21
Yeah. Because I was searching for why am I doing these things, trying to find the purpose and stuff like that. That was one of the books that I remember really resonated with me. What other good books about coaching had I read at that time? I’m going to stop with that, that’s a good one.
Chris Ippolito 09:44
Yeah, that is a good one, that one comes up quite regularly. When you read that book, it helps you determine your why, your purpose, what you wanted to pursue, then you made the decision to find a coach, and then that helped you transition to what you do, which is coaching and other things, I know there are other things that you do. You had mentioned in our previous call that one of the first steps you do when you’re helping somebody with career coaching is a little bit more around mindset and perhaps even helping them discover their why. Do you mind sharing a little bit around your process or how that conversation sounds with people?
Cassandra Carlsson 10:32
Yeah. When I work as a coach, it’s really a lot about finding out what you want as an individual. And obviously that’s going to be different for everyone. But I think that’s really the start of everything because, as human beings, we’re influenced by so many different things from the outside world. And it’s easy to become lost in all the “shoulds” and the pressures from the outside, “What should I be doing? What does my mom think? What does this cool movie ‘Top Gun’ say that I should be doing?” And that’s where it all starts with my clients to really figure out, “Well, who are you and what is important to you, what does a fulfilling life look like to you?” And really helping them to guide through that and find those answers for themselves. And it really starts with a vision, “What is it that you want? What does that future, what does that dream look like for you?”
Chris Ippolito 11:34
Yeah. And as I’d mentioned at the beginning, a big part of the reason why I wanted to have somebody like you as a guest was because some friends and their desire to perhaps make career changes and get away from that type of work where they’re just not feeling fulfilled. But then we went through a pandemic. Depending on when this episode comes out, we might still be in it or over or whatever it be. And there’s a lot of people in the world who are going to be in positions where they are without employment, obviously some career coaching advice will be beneficial to them.
When events like this happen, I think it makes people start reflecting more. Right? They’re going to look at their current careers, if they were some of the fortunate few who were able to maintain their positions and weren’t impacted by the downsizing and a lot of what happened. But now they’re going to look at this and go, “Is this really what I want to be doing? Am I feeling fulfilled?”
I was hoping we could dig into that a little bit as far as, obviously we talked about where you would start, but what would be some advice and guidance that you would give on, maybe let’s start with résumés. Do you have any tips as far as how somebody could brush up their résumé, or just some common mistakes that maybe you see people are making when it comes to their résumé?
Cassandra Carlsson 13:19
Sure. Yeah, absolutely. I mean if we start at the very start, the first thing you need to do is really figure out, okay, what is it that you want to do and why do you want to do it and what’s the value that you actually bring. And then this needs to go into a story. That needs to translate into communication. Which, like you say, that goes into a résumé, that goes into a cover letter, that goes into your online presence, if you’re on LinkedIn or if you have a professional website. My first advice is to really get your story together and look at all those things, what is it that you want, why do you want it, and what’s the value that you bring.
And if we’re going to zoom in on the résumé, first, the thing I would say, because I’ve worked in HR a lot, I’ve worked with recruitment a lot, and as a recruiter I can say I generally spend like 30 seconds to maybe a minute and a half looking at your résumé.
Chris Ippolito 14:24
I’ve heard that before.
Cassandra Carlsson 14:25
Unfortunately, but that’s what it looks like. What I would say to you there, that’s why it’s so important that you know your story and what you’re about. Because your résumé needs to be really clear and concise. First thing you need to do is look at the format. There are so many resources out there, templates, that make it really simple for you. And just make sure that it’s very clear what you did between what periods of time did you do it, and make it very short and concise. Use bullet points to describe what kinds of results you created. Yeah.
Chris Ippolito 15:06
Yeah. I’d heard the statement that a lot of HR personnel, they quickly look at résumés. From the perspective of a job seeker, that can be really frustrating because you invest all this time into this résumé, and then you find out that the majority of HR personnel are just quickly scanning it. They’re looking for something, right? Especially because you’ve worked in that capacity, and then now coach people, is there something that people can include in that résumé or the cover letter that grabs people’s attention to make them stop and perhaps take a little bit more time to read their résumé and hopefully increase their chances of getting to that next stage of the interview?
Cassandra Carlsson 16:00
Right. I think maybe a misconception is that, just because we take so little time, we don’t actually get what’s important. But if you have crafted a good résumé, we will see what is important. That’s why it needs to be really clear. Because long lines of text doesn’t necessarily translate into the important thing. That’s why you need to distill it to really make it really concise.
My advice would be to really look at your bullet points to make sure that those reflect what you contributed. You don’t want to just ramble up stuff, like your assignments. Think of it more of like, “Okay, what was the value you contributed?” You can also look at how you word things, you can exchange “manage” for “directed.” Small stuff like that that takes out the clichés and make it really clear what it is that you actually contributed, the value that you brought.
Bringing some numbers and results is also usually pretty good.
Chris Ippolito 17:17
Yeah, numbers would make a lot of sense because those would probably stand out more. Right? And actually putting the numbers and not writing out the word of the number.
Cassandra Carlsson 17:28
Exactly. And try not to make it like a story, just bullet points is usually a lot better.
Chris Ippolito 17:36
This was a few years ago for me, when I went to a recruiter, and what their suggestion was, actually it wasn’t just them, I found some things online. As far as what that résumé would look like, your name, your information near the top. And then there was underneath that a paragraph where it was, the suggestion was, a career summary. That portion was my story in my own words, and then below that was the work experience, all the different companies I worked for, the time I was there, and then the bullet points. Is that summary part, is that something that you would normally recommend, or of value when an HR recruiter is typically going to scan? Is that maybe where they’ll go next if they’re like, “Oh, I want to learn more,” and then they go to that summary? Or would you just say don’t even bother including it?
Cassandra Carlsson 18:35
I think it depends on what your career story looks like. Usually where I go first, I look at the titles, I look at what you’ve done. And if it doesn’t make sense, I will look at your summary. I would say it’s a good idea for people who maybe have shifted careers a lot or people who are looking to make a transition into a new field to use that summary space to explain that, “Okay, I’ve been an engineer all my life and now I’m going to be a career coach.” That’s a good space to just get the recruiter understanding, “Oh, why is this person applying for this? Because it’s an engineer.” Or if you have big gaps, to just explain a little bit about why your résumé might not look average. If you don’t have those transitions, I would say maybe use that space for something else. You don’t necessarily need it.
Chris Ippolito 19:39
Yeah. Now that you share that, that makes so much more sense as far as the context of why that advice was being provided to me. Because I went from a career, a long career in the world of personal finance, and I ended up going to IT services was the other world I ultimately ended up in. But whenever I was applying for anything that was really outside of the world of finance, it was “include a story.” Because then you could highlight the skills that you acquired within that industry and that career and how it’s relatable to that new position. Is that what you would suggest?
Cassandra Carlsson 20:22
Absolutely. I think the thing you need to think about for that summary is that it needs to be really short. I wouldn’t include more than just a couple of lines, and the rest is really you go to your cover letter to highlight which skills you can use and all your previous experiences, how they’ll be of value, in more of a text form. But a couple of sentences to just explain your objectives and why this makes sense, absolutely, that’s a great way to use your summary.
Chris Ippolito 20:56
It sounds like then your résumé should probably be able to fit on one page.
Cassandra Carlsson 21:03
Yes, your résumé should. I mean under very extraordinary circumstances, I would say, it’s more and more common. I would say like five, six years ago it would be like, “No, it needs to be one page.” Now it’s a little bit more loose, but I would definitely recommend to have it on one page.
Chris Ippolito 21:23
Okay. And can someone use basically a templated résumé as far as they could use that exact same résumé if they’re applying at multiple places, they could use the same résumé, and then maybe the cover letter is the one that gets tailored and customized per role they’re applying for? Or would you suggest they still customize and tailor the résumés?
Cassandra Carlsson 21:47
That’s a really good question, I love that you ask it. I always recommend that you tailor both of them. You can definitely use a template as a starting point. But then a lot of companies, they use something called an ATS, which is an automatic tracking system. What I would recommend is that you really take your time to look at the ad if you’re applying to a specific job that already exists, and look at the words that they’re using. Look at how they describe what they’re looking for and see how you can fit that into your résumé.
Chris Ippolito 22:21
Right. It’s like search engine optimization.
Cassandra Carlsson 22:24
Exactly, that’s exactly how it works. They will have machines that actually look for the words that they have set beforehand, that, “This is what we’re looking for.” Make sure to tailor your résumé because that might be the deal-breaker if you even get looked at for your résumé.
Chris Ippolito 22:44
Right, okay. Well, let’s shift to a different section that normally is included in that initial application, the cover letter. My understanding of a cover letter, because I’ve been fortunate enough where I haven’t had to do a lot of résumés and cover letters, I’ve gotten a lot of my jobs just in different ways. But you touched on it briefly there, but the cover letter is meant to expand on the story, is that the purpose of the cover letter?
Cassandra Carlsson 23:16
Yeah. The first thing to be clear about is that recruiting is a little bit subjective. But for me, as a recruiter, absolutely, yes. I want to see who you are in your cover letter. Your résumé is what gets my attention, and then your cover letter is what really seals the deal, like who are you as a person and what are you bringing to the table.
And one of the mistakes I see most often is that people just go over their résumé, but in wording instead, in the cover letter. They just repeat what I already know. And that’s what I would recommend that you don’t do. It’s fine to go over your experiences, but tell me how they contribute to your story, tell me how you got there, tell me why this is important and how these experiences are going to help you in this job. Tell me why you want this job. And also, I would say try to have most of your focus on what you’re going to contribute, versus how good this job is going to be for you and your career, because I already know that.
Chris Ippolito 24:28
Yeah. Okay. That’s good advice. Now we’re at that stage, the person has their résumé super dialed in, they’ve got great cover letters, they’re submitting their applications to all the desirable jobs that they’re looking for, and they get that call back for the interview. Is there anything in between that, that résumé submission and the call back to actually doing the interview? Is there anything that you would suggest they be aware of or any next steps that they should take? Or is it really just next step is the interview?
Cassandra Carlsson 25:14
I would take a look at your online presence.
Chris Ippolito 25:18
Yes, I’m glad you brought that up, actually.
Cassandra Carlsson 25:20
This is something that is becoming more and more common, we check each other out online. And take a look at your LinkedIn profile, take a look at every other online presence you have, and make sure that that is something that you’d be comfortable with the recruiter knowing, because they do check you out.
Chris Ippolito 25:42
Yeah. Facebook obviously, I would assume, would be one. Facebook and LinkedIn I would guess would be probably the first two that they would look at, and then maybe they’ll go to Twitter or Instagram or all those other ones. But that would be my guess. Your suggestion, I’m really glad you brought this up, is in advance to probably even applying clean up your social profiles so that it’s a positive representation of who you are, that’s obviously key. And then it also echoes whatever it is that you’re trying to share as your story professionally, LinkedIn probably more so than Facebook. But yeah, I really like that.
Cassandra Carlsson 26:35
Yeah. I mean obviously most recruiters recognize that Facebook and Instagram are usually personal and more private, like geared towards that, but definitely look at your LinkedIn and make sure that that is representative of what you want to communicate.
Chris Ippolito 26:51
Right. I think you’d mentioned this earlier, but personal websites? Is that something you recommend people go and do, or would their LinkedIn profile probably suffice for those purposes?
Cassandra Carlsson 27:10
I think it depends a little bit. If you’re in the creative field, like say that you’re looking for Web designer jobs or stuff like that, I would definitely recommend it because it’s such a great way to show your portfolio. If you’re not, if you’re looking for finance jobs and so on, it might be less necessary. But I like to see a personal website. I wouldn’t say that it’s a deal-breaker in any way, but it’s a nice add-on.
Chris Ippolito 27:41
Right. It’s like it scores bonus points. It’s not a requirement, but it scores bonus points.
Cassandra Carlsson 27:47
Chris Ippolito 27:48
And I think in the situation that a lot of people are finding themselves right now as we speak, and perhaps even going forward, the amount of people that are going to be unemployed makes it very competitive, right? Anything you can do to give yourself those bonus points, like a website or a very polished LinkedIn profile, it can’t hurt. Right?
Cassandra Carlsson 28:20
Exactly, exactly. And it’s showing us that more things are happening online. I mean I can’t tell the future, but now that we’re all stuck at home and more and more companies are working online, your online presence is more than ever important, yeah.
Chris Ippolito 28:40
Right. Okay. We’ve got résumé, cover letter, they’re dialed in now. Their online profile, nice and clean, looks super professional. Now it’s interview time. I know a lot of people are very intimidated by that process and get anxiety around it. What would be some advice for them to help them get through that process as best as possible, especially if they are that kind of person that has a bit of anxiety around it?
Cassandra Carlsson 29:17
Right. Well, I think, obviously, practice. Well, actually, that can help so much, if you practice answering your questions. Me as a recruiter, I used to really love asking the big open questions, like just starting off with, “Okay, tell me who you are.” And that question is great for me because it opens up so much for my candidate to just take it in whichever way. And it can be great for the candidate, as well, because it gives you a lot of control to go in whichever direction. But if you haven’t practiced it, that can be really tough. How do you answer that? “Tell me who you are.”
Chris Ippolito 29:59
Yeah. It is a tough question. I recently had to go through an interview process and that was actually their very first question when I sat down with them. And I sat there and I thought and I was like, “Okay, well, that’s a really good question.” And in my mind I’m going, “I can literally go anywhere with this.” I was like, “Where should I go?”
And the way I framed my response, and I’d love your feedback on this as far as whether this is an approach that you think people should take, is I had two stories basically to share. I had my professional “tell me about yourself” answer, and then I had a personal. I was able to highlight both, right? I went through my career, which was really just a summary of what they should probably already know, based on my cover letter and my résumé. But then I share the personal side because I feel that’s who they are ultimately going to hire, is if they personally like me. Right? Because they called me to the interview because they professionally like what they see, but now they want to get to know me.
And that’s the approach I took. In your professional opinion, would that be a nice way to respond to that, or maybe something different? What would you think?
Cassandra Carlsson 31:23
Well, personally I love that response because it tells me something about you. You choosing to present both and that is important to you, that tells me a lot about who I’m going to be getting for that job. It’s not just what you have done and what you’re actually performing, but it’s also about who you are as a person and you bring your personal side to it. For me as your recruiter it tells me something about what’s important to you, and bringing your whole self to work. I would say that works, definitely.
Chris Ippolito 31:55
Awesome. Well, there you go.
Cassandra Carlsson 31:57
It’s going to be different for everyone though. And whatever choice someone goes with, it’s going to give me something to go off of.
Chris Ippolito 32:06
Because I think everybody should expect that kind of question. Maybe not worded that way, but it’s going to be a similar type of question. Having something prepared to share is more important than whether it’s professional and personal, like I did, but it’s just more being prepared for it is your advice, right?
Cassandra Carlsson 32:30
Yeah. I think if you just go online and search for “prep for an interview,” you’re going to get a multitude of questions. And I would actually just recommend that you take them and you take the time to think about those questions. You may not get that exact question, but you may get something that’s similar, and then you’ve already started thinking about it. Because that’s also something, if we go through our lives and we’re employed, we’re at the same job, we might not ask those reflective questions a lot. It’s just a way to get yourself thinking about it.
Chris Ippolito 33:05
Right. And there a couple of questions that are quite common. Like you said, going online and just finding those common ones and practicing them. There are two questions that tend to come up quite regularly that I’d love your perspective on the kind of answers that you’re looking for, or hoping to get. But it’s the question of, “Tell me a time that you had a difficult situation and how you handled it.” Or sometimes I think people phrase it in a way of like, “Tell me some of your strengths or your weaknesses,” or whatever it is. What is it that recruiters are looking for in that kind of response? Because I feel like people could really, pardon my language here, but BS their way through that kind of answer. But is there something in particular that recruiters are looking for with those questions?
Cassandra Carlsson 34:05
Well, they can phrase it very differently. But yeah, like you said, it’s very common to ask about strengths and maybe weaknesses. And what we’re looking for is your awareness, how aware you are of your strengths and your weaknesses, and how you actually work with them. Because we’re not assuming that you’re Superman or that you’re flawless, quite the opposite. I would be worried if someone didn’t know anything that they’re not particularly strong at. What I’m looking for there is to see, okay, when this shows up for you, how do you react and how do you work with it. I want to see someone who is aware and who is working to get better or to grow. It’s more about the potential of actually dealing with it.
Chris Ippolito 34:52
Right. Okay, that makes sense. Are there any other aspects of the interview process that you would want to share some advice on that I may be missing or overlooking?
Cassandra Carlsson 35:07
Well, I was thinking about what you said about this being nervous. And one thing that can just be something to consider is you don’t have to have the perfect answers, it’s okay to take some time and think about it. Because sometimes I have candidates who are very nervous and they just blurt out something because they just want to give me something. And I almost want to stop them and be like, “Do you want to think about this? Because that’s okay.” It doesn’t necessarily make a bad impression if you take a second and, “Oh, that’s a good question.” You could even repeat the question back and let it sink in. And just, yeah, think about your answers, it will, if anything, show that you’re thoughtful about how you speak.
Chris Ippolito 35:53
Right. Which will say a lot about how you would operate, I feel, right? Because if you’re the type of person that when under pressure, because that’s the situation, you just blurt out responses, it shows that you’re a little bit more on the reactive side. Which may not necessarily be what the employer is looking for because they’re going to go, “Well, if you’re going to react to situations like that, you’re not taking the time to think about how to actually handle the situation, you’re just reacting to it.”
Cassandra Carlsson 36:29
Chris Ippolito 36:31
Okay, coming out of the interview process, now we’ve helped our audience nail everything up to this point. What’s the next step, what’s the recommended next step after an interview? Is it sit and wait? Usually the recruiter tends to say, “We’ll get back to you in two, three days,” whatever it is. And is there any suggestions post-interview as far as maybe sending them a “thank you” message or something like that?
Cassandra Carlsson 37:06
Yeah, a good recruiter will tell you the process so that you know what times to expect and so on. I would always recommend to send a “thank you” letter just for meeting the person. Jobs, this is, at the core, all about building relationships. Even if this doesn’t go all the way, cultivating a good relationship with the recruiter or the hiring manager or whoever you met is still going to be valuable no matter what. To follow up with that, I think it shows a really nice gesture, yeah, for sure.
Chris Ippolito 37:41
Right. Cool. And then, yeah, now in the perfect scenario a couple of days goes by, the company calls back and says, “Hey, we’re excited to extend an offer and we’d love to have you jump on board.”
Cassandra Carlsson 37:59
Wow, that’s a quick process.
Chris Ippolito 38:00
Well, ideally, right? Like I said, it’s the ideal situation. Going through that process though, again, did I miss anything that you would want to add and help the audience with?
Cassandra Carlsson 38:16
Well, what I would say is that that can definitely be the case, you have an interview, and then you get an offer. It’s quite common to go through different types of testing or have a case interview or have some type of follow-up, maybe a panel interview or something like that. Going out from the interview, I would recommend that you have the process clear so that you know what to expect. And again, if there are more steps, it’s not something that’s very uncommon, and to just prepare for those separately.
Chris Ippolito 38:49
That is true, I had multiple interviews for this last position. And I’ve done the case studies and answering tests and those types of things, but every company is different, I feel, after that first interview. I feel like it would be really difficult and/or a very long episode for us to cover all the different paths after it. I feel like everything that you’ve shared though up and to that point of the interview, which has been prepare, make yourself presentable, all of that stuff becomes applicable later on in the process anyway. If they’re doing those things up front, they’re going to continue doing them on the back end, and I believe they’ll be successful.
Cassandra Carlsson 39:35
Chris Ippolito 39:36
Yeah. That’s awesome. Obviously we covered a lot as far as the whole journey of really looking for new employment or a career change, and it started really with the mindset and asking yourself why and/or what your pursuit should be or you want it to be. And then we got into the more tactical things of the cover letters and the résumés and whatnot, all the way to the interview process. But coming out of that, I always like to ask my guests what’s that one thing though that you would suggest the audience take action on so that they can level up and increase their chances of getting that job or career that they’re looking for?
Cassandra Carlsson 40:24
Right. I really like to go back to the mindset. And I think it’s particularly important in these days. Like what you mentioned, we’re in this unprecedented time where it’s so much uncertainty, a lot of us are scared, for a good reason. And if you’ve lost your job or if you’re thinking about changing to something else, there’s a lot of fear that comes into it.
And what I would advise you to do is to stop for a second and just think about where you’re making your decisions from. Because making your decisions from a place of fear is going to give you a completely different result than making them from a place of, say, possibility. There are different ways that you can approach this job seeking process. And coming at it from fear, it’s automatically going to narrow your vision, it’s going to make you go for different things. And it’s completely normal, but it’s still not something that I would recommend. My advice is to try to shift your perspective in that and try to come from possibility instead.
Chris Ippolito 41:40
Right. I think that’s very good advice, regardless of whether we’re in a pandemic or not.
Cassandra Carlsson 41:46
Chris Ippolito 41:47
But yeah, no, I really appreciate that. Cassandra, where can people find you online, or connect with you if they want to reach out and/or learn more about you?
Cassandra Carlsson 41:58
Yeah. I have a website at cassandracarlsson.com. That’s spelled with a C and two S’s and O-N, because I’m Swedish. And I’m also on LinkedIn and on Instagram, as well, @cassandra.c.coaching.
Chris Ippolito 42:17
Awesome. Yeah, I’ll make sure to include all those in the show notes. Well, it was an absolute pleasure, I enjoyed the conversation a lot and I know the audience is going to take a lot of value out of this, especially during this time. But even going forward, it’s really an evergreen topic in my opinion because people are always going through that challenge when it comes to career and what they want to do. And especially if they got stuck in a career for a long time and they haven’t done an interview or application process in a while, this is such great advice for them. I appreciate that, thank you.
Cassandra Carlsson 42:59
Thank you so much, it was a pleasure to be here.
Chris Ippolito 43:02
Awesome. Well, thanks again and take care.
Cassandra Carlsson 43:05
Yeah, thank you. Bye.
Chris Ippolito 43:07