Jim Wink

Strengths: When discussing your strengths, consider the following: Be Honest: Authenticity matters. Share genuine qualities that set you apart. Avoid generic or exaggerated responses. Tell a Story: Instead of just listing strengths, provide examples. Show how you’ve used these strengths in real-world situations. Get to the Insight: Explain how your strengths benefit you and your team. What impact have they had? Keep It Concise: Be succinct. Focus on one or two key strengths. Weaknesses: When discussing weaknesses, follow these guidelines: Be Honest: Acknowledge areas where you can improve Relevance Matters: Focus on weaknesses that aren’t critical to the job requirements Show Growth: Discuss steps you’ve taken to address these weaknesses

GET CREATIVE! Stop using the same strategies over and over again. Change up your engagement practices; retool your messaging. Become more of a wealth of knowledge to your pool of candidates, less "seek and engage". DO NOT LOSE HOPE!

Set Your Learning Goal: Define a specific goal for the skill you want to learn. Break Down Your Skill Set: Divide the main skill into smaller sub-skills. Identify Potential Barriers: Recognize any obstacles that might hinder your learning process—whether financial, time-related, or related to commute. Prioritize Personal Development: Allocate time consistently for skill development. Find Opportunities to Practice: Apply what you’ve learned in real-world scenarios. Use Different Learning Mediums: Combine various resources to reinforce your understanding.

Pause and Reflect: Take a moment to reflect on the entire interview. Instead of dwelling on what you “could have” or “should have” done, write down the questions you remember and the answers you provided. Put Yourself in the Interviewer’s Shoes: Consider the interview from the other side. Did you conduct yourself professionally? Were you punctual? Reflect on what you did right as well. Acknowledge your strengths and areas where you excelled. Send a Thank-You Note: Use the thank-you note as an opportunity to clarify any questions you might not have answered as well as you would’ve liked. Ask for Feedback: Reach out to the interviewer and ask for constructive feedback. Keep Your Job Search Moving: Don’t let one setback discourage you.

Choose Relevant Metrics: o Focus on key performance indicators (KPIs) that matter most to your organization. Some essential recruiting metrics include:  Time to Fill: This measures the average number of days it takes to fill a position from job requisition approval to candidate acceptance. A shorter time indicates efficiency.  Cost per Hire: Calculate the cost of hiring a new employee, including internal and external expenses.  Quality of Hire: Assess the fit of new hires to your organizational culture and goals.  Source Effectiveness: Identify the best channels for finding qualified candidates.  Offer Acceptance Rate: Measure how many candidates accept job offers. o Customize the metrics based on your specific recruitment objectives.

Know Your Worth: Research the market value for your skills, experience, and qualifications. Use online tools like Glassdoor or PayScale to compare salaries for similar roles in your location. Network with other systems engineers to understand the salary range and benefits they receive. Highlight Your Achievements: Gather specific examples of how you’ve added value to your organization. Quantify your results using metrics, data, or feedback. Emphasize your core competencies in systems engineering, such as systems thinking, modeling, analysis, and communication. Choose the Right Time: Catch your boss in a good mood and avoid stressful periods. Follow Up and Deliver: Listen to your boss’s response and understand their perspective.