Career Coaching

Smart Moves

Seeds offer a holistic approach to career development, addressing both immediate job search needs and long-term career goals.

It provides a personalized and professional support system that empowers candidates to make informed decisions and navigate the ever-changing landscape of the job market.

Coaching Work Health and Life Balance Concept

Interview preparation not only boosts ones confidence but also demonstrates commitment and professionalism to potential employers. It involves a combination of self-assessment, research, practice, and effective communication strategies to make a positive impression during the interview process.

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Candidate Interview Prep

Ace Your Next Opportunity!

Ready to conquer your upcoming interview? Here's a simple guide to preparing for success. Let's break it down step by step:

Be Prepared: Do your research on the company.

  • Visit their website, review the job description, visit Glassdoor,
  • Used LinkedIn to create a competitive advantage.
    • Look for common connections especially people that will sing your praises.
    • Review your interviewer’s background and prepare to ask questions!
  • Read press releases.
  • Know your core values to assure you are interviewing for the right company and position.

Be Yourself - Honestly Represent Who You Are

  • Authenticity matters: If you have to be someone else to get the job, it might not be the right fit.

Believe in Yourself: Confidence is Key

  • Prepare your top 5 accomplishments: Recall them as if you did them yesterday for a confidence boost and examples to share for the interview.
  • Show interest and demonstrate enthusiasm for the opportunity and the company even if you have questions or concerns.
    • Remember you can turn down an offer if you don’t want the opportunity, but you can’t accept one you don’t receive!
  • Be positive! Do not bring negativity to the interview. Even if it's the truth, it doesn't belong in this environment. (Analogy: On a first date, if you are negative, you probably won't get a second date).
  • Listen actively: Allow the interviewer to feel heard and drive home that you are their solution.

Ask Specific Questions and Listen

  • Ask specific and measurable questions to put yourself in the driver's seat.
  • Examples of questions:
    • What are the 3 most important responsibilities in this position?
    • What are the top 3 qualities of your best employees?
    • If I started tomorrow, what 2 projects would you want me to tackle first?

Outline on How to Handle a Tough Question

  • Ask yourself why they are asking you the question based on their previous feedback.
  • Pause: Take a few seconds to navigate your wording.
  • Answer confidently: Stay positive and use examples to illustrate your points.
    • By using an example of yourself, you can really drive the point home. Instead of telling the interviewer what you can do, an example shows yourself doing it.

Close the Interview Well

  • Once the interview is ending, make sure you’ve covered all the objections.
  • One way to identify any issues is to ask, “Do you have any questions or concerns that might prevent me from moving forward in this process?”
  • Make sure to show enthusiasm for the opportunity and always get a method of contact for your interviewer (card, LinkedIn, email, etc.)

Follow-up: Seal the Deal

  • Send thank-you notes: Express gratitude via LinkedIn or email to everyone you met. Remember to keep a positive energy.
    • Send them within 48 hours so you can influence them before they make a decision .
    • Customize the notes to each person by bringing up a topic they highlighted during the interview.
  • Debrief with your recruiter: Share your interests and any concerns for clarification.

Bonus Tips: Additional Insights

  • Zoom interviews:
    • Test your setup, clean your background, and iron out any technical challenges.
    • Make sure your camera is in the center and at a eye level so you are looking straight at the camera and come closer to eye contact.
  • Attitude matters: Have fun, smile, and enjoy the process. Be Tigger not Eeyore!
  • Engage the interviewer: Ask questions that encourage them to talk.
  • Please don’t turn your weakness into a strength (nobody believes it); instead be honest and brief on all negative topics.
    • Example: “I am not naturally organized but it doesn’t hold me back.”

Remember, you've got this! Good luck on your interview journey. #InterviewSuccess #PreparationIsKey #CareerAdvancement

Effective interview techniques can vary based on the industry, company culture, and the specific role you're applying for. Tailoring your approach to the organization's unique requirements is key to making a positive impression.

Interviewer Techniques

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As stressful as it is for a candidate to interview, it can be equally difficult as the interviewer. Studies have shown the average interviewer takes less than 3 minutes to ​make their decision. This suggests that most interviewers are basing their decision on visual stimuli and gut instinct. It is also possible the interviewer has already ​formed their opinion (perhaps from the resume/reference) and is looking to confirm or deny the assertion. We agree that a person’s polish and presentation are ​important factors of qualifying a candidate; however, it is incredibly important to verify the candidate doesn’t just look good but is also qualified with solid values that ​match your firm’s.

One thing to consider is that some of the best interviewers are the worst employees. It is always shocking to see veteran hiring authorities wooed into hiring the 1 year ​job hopper. We have all seen the resume with the candidate changing jobs ever year or so, “but they are perfect for the job, and they went to a great college.” Instead ​of recognizing the trend, we interview the person, and are shocked at how polished and professional the candidate presents. They explain all the reasons they had to ​change positions in the past and why of course this wouldn’t happen again, and we believe them. On the other hand, there is the loyal candidate who has been in their ​position for over 10 years and this is their first interview in that decade; their voice trembles, palms are sweaty and they seem very uncomfortable. Can you see how 3 ​minutes may not give the full picture?

When hiring, consider your best employee. What are the qualities that they exemplify? What makes them better than others? Some overlooked qualities include: self-​accountability, a positive attitude, a hunger to learn, and a high level of poise under pressure.

A few questions that reveal vital information include:

1. Ask about their biggest career mistake and listen. Do they blame others or do they own it and show that they have learned ​from the mishap?(self-accountability)

2. List out the top priorities of the position, and identify the most critical skill sets to accomplish these feats. Now ask ​questions about competency around those skill sets. (Are they qualified?)

3. How do you like to be managed? (Will they be successful with your management style)

4. Describe the worst manager you have ever worked with? (watch for poise and ownership to their part of the relationship)

5. Where would you like to be in 5 years, in terms of your career? (Does it align with your hopes)

6. If you could change anything about your career, what would you do differently? (Did they learn, Are they growing)

7. What do you think it takes for a company to be successful? (Do their values match)

8. What do you currently enjoy most about your role?

9. What types of projects do you enjoy working on?

10. If you could change your current role, what would you change?

Remember, each company has its own culture and policies regarding salary negotiations. Adapt your approach based on your knowledge of your workplace.

Asking for a Raise

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Ready to level up your career? Asking for a raise is an art, and here's your ultimate guide to master it! Remember, if you don't ask, you won't receive. Here are some savvy tips to help you prepare for that crucial conversation:

  • Evaluate Your Worth: Consider your total compensation, including bonuses, perks, and non-financial benefits. Don't forget to weigh in on factors like flexibility and company culture.
  • Anticipate Your Boss's Concerns: Understand your boss's needs and concerns to tailor your pitch effectively. Your proposal should address what matters most to them.

  • Focus on Objective Criteria: Build your case on solid ground. Show how your request aligns with industry standards or company benchmarks, emphasizing your value rather than personal needs.

  • Do Your Homework: Research! Check salary calculators, industry standards, and job postings to gauge your position in the market. Knowledge is power!

  • Prepare Thoughtfully: Invest time and energy in preparing for negotiations. This is your show, and meticulous preparation is your ticket to success.

  • Know Your True Value: Highlight your achievements and contributions. If you've impacted the company's bottom line, present the numbers. Prove your worth with concrete data.

  • Be Your Own Advocate: Don't wait for recognition; bring your accomplishments to the forefront. Be ready to showcase why you deserve that raise.

  • Plan Ahead: Initiate the conversation early. Express your interest in discussing your compensation, and propose a “pre-review” meeting to align expectations and provide enough time for your boss.

  • Clarify Your Priorities: Consider all compensation elements, not just salary. Identify what matters most to you—whether it's stock options, bonuses, or flexible hours.

  • Be Persuasive, Not Forceful: Convince your boss that investing in you benefits the organization. It's a partnership, not a battle.

-Focus on Objective Criteria: (Yes, Again!): Ground your proposal in objective criteria, reinforcing the fairness of your request.

-Aim High, Be Realistic: Dream big but be practical. Find a balance between ambitious aspirations and realistic outcomes.

-Start Off Right: Set the tone positively. Show you're open to dialogue, understanding your boss's perspective while expecting the same in return.

-Create Several Options: Brainstorm together! Offer alternative solutions that benefit both parties. Sometimes, perks can be as valuable as salary adjustments.

Have a Backup Plan: In case negotiations don't go your way, be prepared with an action plan. Remember, your happiness in the right job is priceless.

Money Matters, But So Does Job Satisfaction: If you're not paid fairly, explore your options, but don't forget the importance of loving what you do and being in the right company! 🌟 #CareerAdvice #NegotiationNinja #RaiseTheBar

Resigning from a job is a significant step, and it's important to handle the process professionally and courteously. There might be specific procedures and expectations may vary based on the company's policies and culture.

How to Resign

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Leaving a company can be the hardest part of the entire new job process. While you may be both excited and nervous about your new opportunity, you need to ​make sure that you don’t burn bridges. To do this, here are a few things to keep in mind:

1. Do the Pros and Cons.

Remember why you made the decision to look in the first place. You didn’t just decide at the spur of the moment. In all likelihood, your decision has developed ​over a period of time, something hasn’t been right (commute, management, growth opportunity, company culture, workloads, stability). If you don’t have good-​solid reasoning to leave, it is not time to resign. That being said, changing jobs can feel very vulnerable and you may feel like it would be easier to stay than go ​through the pain and struggle of a new venture. Fear of the unknown and change can be paralyzing. If you want the opportunity to improve your situation, you will ​have to get a hold of the fears, believe in yourself, and be willing to take on the challenge.

2. Write out a resignation letter in advance.

By preparing your resignation in advance, you communicate that you have taken the time to think. Also, you provide a set of clear expectations for your departure.


Dear _________________,

This letter is to inform you that I am concluding my employment with (company) effective (date).

The time I have spent here has been rewarding and helpful in my career development. I hope that my contributions to the company have been constructive. My ​relationship with you has always been professional, and I am grateful for having had the opportunity to work with you.

I have accepted a position that will enhance my career growth and expose me to challenges and opportunities, which I believe, are in my best interest. Should you ​flatter me with an offer to remain, I could not, under any circumstances, consider it. I have given considerable thought to my resignation and my decision is final.

(Boss' first name), I have the utmost respect for you and wish nothing but the best for you and (company). If I can be of any special assistance during my final two ​weeks, please feel free to call on me.


3. Be Gracious.

Recognize that regardless of your current situation, there are reasons to be grateful to your current employer. Resist the temptation of telling them all the things ​that made you decide to leave. Negative energy will lead to a negative resignation and you want to leave on a positive note.

4. Don't let your resignation become a debate.

This is your decision. There is a tendency to feel like you need to justify your reasons for leaving. Instead, be very clear that you have made the decision and that ​you wish that to be respected.

Counter Offers:

Many companies make counter offers to employees, once the employee’s announce they are quitting. Most of the time they include more compensation and ​responsibility (sometimes even a title change). While counter offers can be alluring, there are some questions you need to ask yourself about them:

1) Will more money make the work environment better?

2) Have the problems that caused you to look been fixed?

3) If you had been denied a raise or promotion before, why are you deserving of it now?

4) Are you going to be treated differently for showing a “lack of loyalty” to the company?

While it is always scary to leave a known for the unknown, your new job is waiting for you with new potential. While counteroffers are nice ego boosts, they can end ​up being short-term Band-Aids for the real problems.

How to deal with a counter offer:

• Let your boss know you don’t want one, and that your resignation is non-negotiable.

• Don’t list all the reasons why you are leaving. These can be used as ways of making you stay (“So if we fix X, Y, and Z, you’ll stay?”).

• Remember why you were looking in the first place! More money can’t fix bad management, bad co-workers, or a bad situation.

Beyond placement, Seeds is committed to nurturing talent and fostering career growth. Our mentorship programs, industry insights, and continuous learning opportunities empower our partners to thrive in their roles, contributing not only to the success of the organizations we serve but also to the professional development of the leaders we place.

Our Screening Process

Job selection and recruitment

At SEEDS Consulting, we believe the quality of a candidate extends far beyond their technical qualifications. Our candidate selection process is unique and arguably the best in the industry. When evaluating potential candidates, we look for key characteristics including: attitude, commitment, work habits, and long-term goals.

When we submit a candidate, they should be absolutely qualified so that you can focus on whether or not they are a good fit for your organization. Many of our competitors believe in sending dozens of candidates; our goal is to be more efficient by thoroughly screening and vetting candidates before submitting them to you. In fact, we average one placement for every 3 candidates submitted.

Are they a superior candidate?

- Technically knowledgeable with a solid track record of success

- Promotable with measurable accomplishments

- Positive attitude, intelligent & well spoken

- Trainable and open to learning

- Polished & presentable

Are they the right candidate for a specific client?

- Culturally fit with aligned values

- Do they solve an existing problem

- Are they truly qualified to do the job

Is the client a match for the candidate?

- Strong management and understanding of how to develop employees

- Both the candidates’ short-term and long-term goals are achievable

- The candidate can thrive in the environment, naturally

How do we gather our information?

-Maintain a long-term follow-up process with candidates

-Utilize our 3 degrees of separation to avoid surprises

-Professional resume review of career development and decision making

-Front & back door reference checks

-Evaluate personality and core values using our “Career Navigator”

-Review insurance license statuses & background research