Do you know how it is when you are seeking
one thing and your eye sees something else.
That is how the following site came to me.
It does some marvelous things. One is
identifying for interviewees different
ways interviewers can pose questions
looking for similar information.
For example on the topic of seeking
your strengths or strong points it lists
‘Why should we employ you?’
When a member contacts an ACS consultant
for assistance or help in figuring out what to do,
where to go, or test ideas about careers,
documents or interviewing, it might be
interesting to know what the consultant is
The consultant is not considering a negotiation.
She is certainly seeking to be educated to learn
what is important to the member and to satisfy
both what the ACS member believes he wants and
what the member may not sense he wants or needs.
Then it is a process of changing minds by either
filling in information gaps or exploring how a
member can better express or describe goals,
desires, skills, what is desired, etc.
Howard Gardner, “Changing Minds” offers an
interesting framework for career consulting
and other situations. His book describes “r”
levers and provides examples that aid the
process– reason, research, real-world events,
resistances, resonance, representational
re-descriptions, resources and rewards.
One can envision each career consulting case
can be outlined with
counter-content format(s), and
Thus, working with WW on a career case,
we are focusing on
1. defining specific industries and companies
where he wishes to work.
2. Then, clarify through several networking
means what roles he is best suited to help
the firm(s). [blogs, supervisors, previous
graduates, LinkedIn.com, successful
3. Once this is done several stages of message
and story development will follow– for
resume, for information interview, for
the various employment documents and
The “r” tools involve
resources and a heavy dose
Gardner’s book is highly recommended