804: A Recruiter’s Insider Tips for Acing the Job Search with Zeinab Kahera

Pete Mockaitis
Zeinab, welcome to How to be Awesome at Your Job.

Zeinab Kahera
Hello, Pete. How are you?

Pete Mockaitis
I’m doing well. I’m doing well.

Zeinab Kahera
Very good. Thank you for having me. I’m excited to speak to your audience and to speak to you and, hopefully, drop some gems this afternoon.

Pete Mockaitis
Oh, we love gems.

Zeinab Kahera
Or this morning or whenever they’re listening, the evening.

Pete Mockaitis
We love gems. Well, first, I was curious to hear about you’ve lived in four different countries. Whoa! What are they and what have you learned from that?

Zeinab Kahera
Yes, I have. So, I started off in Saudi Arabia. My parents actually started off in Sudan. That was their first country but I was born in…or I moved to Saudi Arabia as an infant. And then, after that, came back to the States, did Egypt, lived in Egypt for a couple of years. I was older then so I remember that. I don’t remember Saudi too much. And then, obviously, the US, is one of the countries because I’m from the States. Now, I live in Canada.

So, what I will say in terms of what it taught me was I have such an appreciation for just the human experience and that I’ve seen so many levels. I’ve seen an excess of wealth, I’ve seen an excess of poverty, but the thing that kind of stayed the same was that people just really wanted to have a good life and do right things. So, I appreciate that perspective from living in those different countries.

Pete Mockaitis
Oh, very cool. Yes. And I also want to get your perspective on, so you’ve been on both sides of the hiring table: hiring, being hired, negotiating, being negotiated. And in so doing, I want to hear any interesting or surprising things that you’ve picked up along the way that you just found really striking, like, “Huh, never would’ve guessed, but now that I know, that’s super powerful.”

Zeinab Kahera
Yes. So, what’s interesting is that I recently went through an interview process again, and this time was so different for me because, in the past when I had been looking for jobs, I was unemployed either through layoffs, the last time was COVID, this time I was working now.

I think if I could pinpoint, the biggest lesson that I share with people a lot is that there is a space for you to feel empowered in your job search. I think a lot of times people feel like we have to cater to or at the beckoning call of the hiring manager. And at the end of the day, or a colleague said to me that managers really just want to hire nice people who are knowledgeable and skilled. But that nice people part is really important.

And so, leaning into for myself and embracing, “Hey, I am a nice person. Let me show it more,” and not be caught up in my fear and my anxiety of the interview process really helped me to feel empowered in my job search. So, yeah, that’s, I think, a perspective that I recently garnered.

Pete Mockaitis
Yeah, I do buy that in terms of just like showing you’re a normal real human being as opposed to sometimes it feels like we enter into this, like, professional mode. Like, I remember being at career fairs when I was recruiting, and folks will say things like, “Hello, I’m looking to combine my interest in finance and accounting, and find a rewarding career in which I can dah, dah, dah synergy,” I don’t know. And it’s like, “Really, is that what you’re looking for?” I mean, it feels a little too, I don’t know, PR’d. It just doesn’t feel real and authentic.

And that might be true, like, “Yeah, I like accounting, I like finance, and I want to put them together and do some things,” and yet the presentation just felt a little bit like, “Oh, I’m not quite talking to a person so much as I am talking to talking points.”

Zeinab Kahera
Yeah. What came up when you were sharing was it lacks authenticity, and I think that’s a thing that sacrifices a lot in people’s job searches is that they don’t feel like they can be their genuine selves. They have to be an image of what they feel this professional should look like. I’ve hired in various roles, and the most recent one was for a web developer bootcamp, and I was part of the hiring process for our career coaches.

And I just remembered the biggest thing for me was, one, obviously, how they articulated their skills, that they have good examples of workplace experiences. Were they reflective in their experiences? But also, were they allowing themselves to just be themselves, and maybe make a quirky joke? I had a colleague who we interviewed, and he had technical issues with Zoom, and most people would just kind of like freak out, and he just laughed. He’s like, “Did you all do this to me on purpose?” and that was like such a seller for us because he allowed himself to just be in the moment. But then what sealed the deal was that he knew his stuff, he had the experience, he showed great examples.

Pete Mockaitis
That reminds of that viral video of the judge and the lawyer and the filter, it was like, “I’m right here, judge. I’m not a cat.” “I am not a cat.”

Zeinab Kahera
Yes, exactly.

Pete Mockaitis
All right. Well, I also want to get a take on, okay, here we are, summer 2022, there are murmurs of recession upon us, how quickly the times changed. Can you tell us, okay, given that, anything we should be doing differently, thinking about differently, staying, looking around, negotiating?

Zeinab Kahera
Yeah. So, when I hear people say the word recession, obviously, there is like an anxiety or like a discomfort that come from that word, but I remember the recession of 2008. And I just remember I actually got a job during that time. And so, there are people who are still getting jobs. I think that we don’t stop believing that we can get jobs. We just make adjustments to our strategy.

So, regardless of the times that we’re in in terms of recession, we should always be having the job search that allows you to have human contact first. So, everything is online now, we’re all applying online, so there is an influx of applications that are coming in. And companies are like, “Well, we don’t want to pay somebody to look at 350 applications,” so they’re using these softwares, these applicant-tracking systems, and so people are getting filtered out.

And so, your goal is, “How do I bypass that wall, that technical wall, and I get an opportunity to talk to people?” And in a time of a recession, that’s even more important because of the fact that you are going to have more people who potentially will be laid off. So, how do you differentiate yourself from those other 200, 300 people who are applying for the same job? So, are you sending a cold email? We also call them intro emails. Are you utilizing your personal network, not being afraid to ask for help? Those are the things that help, especially in rough times in the market.

And, yes, it’s okay to look for another job if you have a job. If there are jobs posted in your industry that could be potential growth opportunities for you, go for it. Obviously, we’ve seen some companies that have decided to freeze their hiring. But I do think that there are still jobs being created every day that are not going to be eliminated.

But I think, on a personal note, just to end on this, you have to assess where you are in your personal life. If you feel like, “You know what, I just want to just kind of ride this wave, not make any moves until things kind of quiet down,” that’s perfectly okay as well. It’s not a very black and white decision-making process. There’s a lot of gray with it. So, some people are like, “You know what, I’m not in love with my job but things seem to be okay with my company. I’m not hearing any hints of layoffs. Let me just stick this out for a little bit and see what opportunities are created in the future.”

Pete Mockaitis
And when you talk about assessing kind of your personal situation, how do you think broadly about assessing what is your next best career move?

Zeinab Kahera
So, as a career coach, I’m really big on the self-awareness piece, and I’m really big on assessing what your needs and your values are. With my clients, that’s one of the first things that I challenge them to do, is to look at, “What is it that you currently need and you value?” And so, I think that when it comes to assessing your situation, you have to have that reflection piece. You can’t be making decisions based on external factors, what everybody else is doing, because now you’re allowing other people to dictate your life journey, in a nutshell.

So, to give an example, I had a client who was doing pretty well in their job, didn’t really need to go anywhere else. They worked in nonprofit so they were in an ED role but they kept seeing these opportunities come up. And so, for them, I asked them, “Okay, so where is the challenge for you?” And they’re like, “Well, I like what I do and nothing is broken. Why fix it?” And I said, “Okay, so then why are you contemplating leaving?” And they said, “I believe in the potential of the future, and if other people want to work with me, I feel like why don’t I see what’s possible.”

And I said, “Well, what’s most important to you?” And they said, “I really like growth. I like learning more. I like not feeling stagnant. I like the risk of trying something new.” And I said, “Well, that sounds like something that you value enough that it’s worth it to you.” And so, that’s kind of the conversations that we have in terms of internally assessing where your situation is.

Now, the other external factors are your financial situation, your security. What potential debt do you have or currently have? Are you trying to position yourself with a house or a family or all of those factors involved? But it always starts with self. It always starts with fulfilling what your needs and your values are.

Pete Mockaitis
So, in needs and values, you talked about learning growth, you’ve talked about financial. What are some of the other big items that pop up frequently that we’d want to assess?

Zeinab Kahera
Yes. So, the idea of needs and values came up because I actually did an assessment by, I think her name is Carolyn Weir. W-E-I-R, is definitely her last name, and she created the needs and values assessment. And so, some of the things that are evaluated are “Do you have a need for having a sense for accomplishments, certainty?” I’m looking at my list that I have for myself. “How much do you value safety, order?”

Then also, “Are you someone that likes to teach? Are you someone who likes to be supportive, an educator, spirituality?” So, you see how it’s very specific interpersonal elements that are defining the needs and values. Those are the things that I would have my clients assess in terms of assessing where you are in your life and your decision-making process.

Pete Mockaitis
Okay. And then, let’s say, we’ve got some clarity on that and there is an opportunity that piques our interests, generally speaking, what are the things that make you interested in a candidate versus you just sort of pass right on by them?

Zeinab Kahera
I personally value someone who has a good career story. I think that a good career story shows growth, it shows adversity, it shows resilience, it shows courage. And those can define a holistic experience for someone. And so, when I’m interviewing candidates, I’m not just looking for check-off the box, “Can you do skill one, two, and three?” It’s like, “Okay, in your journey to get to where you are right now, what were some things that you had to overcome to get here? Or, in your last role, like where were you challenged? And what were the tools or resources or people that helped you, supported you to overcome those challenges?”

Another thing that I think is valuable, not to sound like a broken record, but it’s really important, is just someone who allows themselves to be themselves and show their genuine side and laugh and show their kindness or their character. Maybe even show a little bit of vulnerability. Why are those important? Because that’s who you’re going to be working with every day. You’re not going to be working with just the resume paper, words on the resume. Like, there’s a human being behind that, and that’s who you’re going to have to problem-solve with, maybe even manage crises with, come up with creative innovative ideas with.

And so, specifically, in the interview process, I’m looking for the best expression of your personality. And one thing, I want to mention this, because this is really important to me working in tech, I’ve had the opportunity to really have good conversations about neurodiversity, especially individuals specifically who are on the spectrum.

And so, the communication of personality may present a different way as someone who is not on the spectrum. But I’ve found, even with the clients that I’ve worked with, who self-disclosed that they were on the spectrum, it was almost like a puzzle and we just had to move some pieces around, and, boom, they were able to find themselves and their voice and be who they are and feel comfortable with who they are.

So, I’m saying that to say that the advice that I’m giving, it does exist for everyone. It’s not going to necessarily look as cookie-cutter as we want but it does exist. And then one more thing because I talked a bit about the interviews, but specifically on paper with the resumes, I’m really someone, and even LinkedIn, I’m really someone who values individuals who, you can tell, that they’ve put the work in. And not the work necessarily just in their career but just how they present themselves.

I tell the clients I work with all the time, “If your resume is mediocre, like it doesn’t show accomplishment-focused language, it’s not even showing keywords, it’s not celebrating your achievements, that, to me, is an articulation of how you feel about yourself. So, why would I want to hire someone who’s presenting that they don’t really feel that confident in themselves?”

It’s not faking it till you make it because you have to actually believe what you’re saying, but it is like challenging how your truth about yourself and your perspective of yourself, and allowing yourself to celebrate the accomplishments, how far you’ve come, the skills and the knowledge that you’ve gained, and then taking that, putting that on paper, putting that on your LinkedIn profile.

Pete Mockaitis
All right. Well, that’s where I was going to go next, is you talked a bit about one’s unique expertise. How do you recommend we figure that out for ourselves and showcase it well?

Zeinab Kahera
Yeah. My litmus test for that is, “What can you teach other people to do really well?” And the word expertise makes people feel very uncomfortable because they feel like it has to be somebody in a suit and they look very prim and proper, Just like this sensationalized image of an expert. But it’s like, “What is the thing that people depend on you to get done? What is the thing that if someone had to be trained on it they would go to you? You are the point of contact, the subject matter expert.”

So, if you’re trying to evaluate that, I would sit down and look at the work that you do, “What is the thing that just clicks for you, it comes very naturally, you could do it with your eyes closed?” And here’s an extra thing, that there is a space for it, “What do you enjoy doing, too?” because most likely, the thing that you are really good at is the thing that you enjoy doing, so much that you’re willing to invest the time and the energy to get better at it. So, that’s a way of evaluating what your expertise is.

Pete Mockaitis
Yeah, there’s a beautiful sort of a feedback loop cycle going on there, like work-fun-good. It’s like, “Ooh, I’m working on this thing and it’s fun, so I’m going to keep doing it. And then, hey, I’ve done it for a while, so now I’m good.” And then it just kind of snowballs in a good way.

Zeinab Kahera
Yeah, there are sometimes debates about like, “Does this dream job or this ultimate career exist?” and I’m the person who believes that it does. And one of the books that I read is called The Big Leap by Gay Hendricks, and he talks about this idea of your zone of genius. So, below your zone of genius is your zone of excellence. So, your zone of excellence, you do it really well but it doesn’t really bring you any fulfillment. Your zone of genius, you do it really well, it brings you fulfillment so much that if you do it for free, meaning like you didn’t have to worry about other things, you would just do it.

So, to give an example. For me, I discovered that coaching is in my zone of genius, like I am a very empathetic person, I communicate well, I can really leverage and maximize one-on-one conversations with people, and I get such a sense of fulfillment from being able to help people, specifically with their careers, and help them navigate an aspect of their lives that can be overwhelming. And I did it for free before I even started getting paid. I just started helping people for free. So, in terms of making that connection back to your expertise, it can also be something that that’s in your zone of genius, that you’re a genius at.

Pete Mockaitis
All right. And you mentioned a mediocre resume. Can you dig in a little bit and tell us what makes the difference between mediocre and exceptional? Or, what are the key mistakes that show up again and again that we should put the kibosh on?

Zeinab Kahera
So, I’m not going to reinvent the wheel because there is definitely very good advice about resumes that I think people should listen to, but the first thing is just language. How are you speaking about yourself? I’m very much someone who believes in being bold and almost audacious in some aspects in terms of how you talk about yourself, “So, I’m qualified to do this.” Like, we’re talking about their profile. “I’m qualified to do this. I have a proven record of doing this. I’m an expert at this.” You’d be surprised so many people feel uncomfortable using that language.

Then when you start getting into your actual work experience, task list. If you’re writing a task list, that’s not demonstrating the impact that you’ve made. The language that you use has to demonstrate impact. So, for an example, as a career coach, if I’m writing a task list, I could say, “Meet with clients one on one for 30 minutes.” Or, “Provide feedback upon request,” or, “Schedule appointments on a weekly basis.”

You see how it just falls flat. So, if I want to be impactful though, I’ll use language like, “Responsible for supporting the career development and growth of web developers and data analysts by providing one-on-one coaching, interview prep, as well as,” “feedback that is attainable,” or something like that. It’s always rough when I try to get it off the head, but my point is to say, I told you what I did and how I did it.

If there’s a basic thing that you want to demonstrate in your resume bullet, “What did you do and what was the impact that you made? How did you make that impact that you said you did?” So, if you were like number five out of ten in sales for your division, what were a couple of things that you did to help you get to that point? And that language also tells a story. So, it’s not just, “I did A, B, C, and D.” It’s like, “A, B, C, and D helped this company do this,” because companies that are looking to hire you, they want to know, “How are you going to make a change? How are you going to solve a problem that they have?” and they can’t do that if you just tell them what your to-do list was.

Pete Mockaitis
Absolutely. And I heard some great advice associated with put the achievement or impact results number at the first part of your bullet, and then the “by coaching, developing, mentoring,” and how you did it at the second part because…and it’s so funny because, in my own resume, I said, “Oh, okay, I guess I can give that a try. Does it really matter? I’m just changing a little bit of the…” and it really did it because, as a reader of that resume, it’s very easy, like, “Okay, you did a bunch of stuff. All right,” versus, “Oh, you achieved that? Like, I’m intrigued. How did you pull that off?” “Oh, well, let me tell you.”

It’s sort of like this sequence follows my attention, like, “Ooh, that’s awesome. How did you do that?” “Oh, now I know,” versus, “Okay, you did a bunch of things.” It’s like, “Oh, and, by the way, that resulted in $3 million of savings.” It’s like, “I might miss it because it’s at the end of the bullet.” And do you have the stats on like how long a human looks at a resume?

Zeinab Kahera
Yeah. If you’re lucky, you’ll get them for 60 seconds but it’s really like less and they skim. So, you mentioned creating interest. So, a good resume from the beginning, creates curiosity, which entices the reader to keep going and going and going. So, I’m a big fan of profile, sometimes the word is a summary, but I like to use the language profile. So, that’s a small paragraph, two to three sentences, introducing yourself to the reader.

And then you go in and you’re like, “Here are my skills that are very industry-specific.” Don’t go really strong with the, soft skills where I tell people, “A soft skill is like, if you told me what it was, I can’t tell you what job you did.” So, like, “I’m a good communicator. I have a strong attention to detail,” okay, but what job are you doing? It’s not to say that soft skills aren’t important, it’s just that the reader is looking for, “Are you checking off the list in terms of industry-relevant skills that I need you to do?”

So just with those two you’re already telling the reader, “Here’s my synopsis of what you’re going to see as you read my experience from the profile. Here are the skills that I can do, which you’re also going to read when you read my experience.” So, when they go to the experience, now you’re just reinforcing what you’ve already told them, and that’s what captivates their interest is the story.

Pete Mockaitis
Yeah. the profile is handy in terms of orienting, it’s like, “Okay, how do you see yourself and sort of, generally, how might you fit in here? What are the high points?” I think, for me, when I hear someone say they’re a good communicator, it’s like I guess I’m just a skeptic.

Zeinab Kahera
No, I feel you.

Pete Mockaitis
I’m just like, “Prove it. Prove it.” It’s like, “I received the highest evaluations out of 20 speakers at this conference.” It’s like, “Okay.” that’s sort of unfudgeable in terms of, “You’ve got to be like a straight up con artist who’s lying to me, or that really happened and you’re good at communication. Well, I have some context. Like, oh, okay, to groups which is very different than one on one, and so maybe we’ve got something else there in terms of your coaching clients have scored X percent, increased, I don’t know, salary, or interview rate, or placement percent,” I don’t know, whatever the most relevant metrics.

Zeinab Kahera
Or hired within 180 days or something like that of working with me.

Pete Mockaitis
There you go.

Zeinab Kahera
Right, exactly. Exactly.

Pete Mockaitis
That’s cool. All right. And then, cover letters, do they matter?

Zeinab Kahera
I hate them.

Pete Mockaitis
All right.

Zeinab Kahera
I hate cover letters. I do not feel any shame about saying it. And I will say, as someone who follows a lot of people in the career coaching industry, I’m not alone, but I think that the cover letter is important because, so your resume demonstrates your qualifications and your accomplishments. Your cover letter tells the reader why they should hire you.

And I think the thing that people miss out a lot on is you get the opportunity to make a personal connection between you and the company, especially in that first paragraph. People kind of skim through it, “I’m really interested in working in this role. I’m qualified to do this, this, and this,” and they ignore the company. They don’t mention anything that they admire about the company or any research that they’ve done. If you’re interested, it’s okay to tell them, like, “I researched you all, and this is what I found, and I love it, and this is how I feel. Like, I connect with the thing that I love about your company.” And your cover letter really genuinely allows you to do that.

And then when you get into your more industry-specific or your relevant skills, then you can kind of talk more about your accomplishments and so on and so forth but don’t miss out on the opportunity to make that personal connection with you and the company.

Pete Mockaitis
All right. And then when it comes to interviews, any top do’s and don’ts there?

Zeinab Kahera
My biggest thing is you have leverage in the interview. A lot of times, people think that…I think I said that you’re beckoning call of the interviewer, and obviously you want to make a good impression, but it’s not about being someone that you’re not. It’s being the best expression of your best self. The best expression of yourself.

So, the best way to help you with that is to practice, honestly. You can hire a coach or you can grab a friend, say, “Hey, ask me these questions. I want you to look for this, this, and this. I want you to look for the quality of my answer, the timing of my answer. Do I give a good example? And do I sound confident? Look for those four things.” And then you practice with that person. Or, I did this before multiple times, I recorded myself on my computer, and I went back and listened to my answers, “Okay, I need to trim that down a little bit. Oh, that’s not necessary. I don’t need to mention that as much.”

Also, do your homework. Research the company. Research the people you’re interviewing with. When I would coach my students at my previous job, I can’t tell you the amount of time people would come to the mock interview and not research a company at all, and I’m like, “You are trying to convince these people to hire you, and you don’t even know anything about…like, go to LinkedIn and see if the person that is interviewing has a LinkedIn profile, and look up some things about it, and bring it up in the interview. It shows that you care. It shows that you’re willing to put the effort forward.”

So, to recap, practice, practice, practice, do your research, practice the timing of your answers, the quality. Make sure you have good examples of your work experience. Make sure you research the job description again so that your examples are aligning with what they’re looking for. And, also, research and look up the people who you’re going to be having these conversations with.

Pete Mockaitis
And what do you think about the STAR framework or is there an approach you recommend to interview stories?

Zeinab Kahera
Yes, the STAR method is very, very helpful. The other one that I like is CAR, which is context, action, result. I find that the extra letter can be a little bit…the S and the T can get a little bit intertwined. But, yes, when I was coming up through TARGET, we would use a model of what you did, how you did it, and the impact that it made. Or, who was involved, what you did, and what was the impact that was made.

So, this is something that I love sharing, you have to have a point system. The STAR method is a point system, there’s four points. Situation is point one, task is point two, action is point three, result is point four. Let’s say that you’re asked like an open-ended question that’s not really behavioral in structure or competency-based, how do you answer those, like, “Why do you want to work here?”

So, you can still follow the point system, “I’m going to give three reasons why I want to work here,” or, “I’m going to give two reasons why I want to work here.” Two to three is usually my sweet spot. Why does that help? Because it allows your answer to be more memorable from the interviewer’s perspective. It also keeps you from rambling and it also keeps you from under-answering.

That’s a great technique that I like to recommend to individuals who may be ADHD because they sometimes struggle with the organization of their thoughts or they lose their place. So, I say, “When they ask you a question, obviously, give yourself a few seconds to think about it. It’s okay to think about it. And then while you’re thinking about it, figure out your number, what’s your number going to be? ‘Okay, my number is going to be three and I’m going to give three reasons why I want to work here’ and then you start answering.”

Pete Mockaitis
And talking about ADHD and whether it’s clinically diagnosed or just that we’re all distracted, is the interviewer themselves is also a human being whose attention is subject to wander, and it’s just magical. I’ve noticed this in my keynotes, it’s like when you say, “There are three key things,” it just sort of like the pens click, “Oh, one, two, three,” it’s like they’re just primed. And so, why not galvanize attention that way?

Zeinab Kahera
That’s right. And when you say it through points and then you summarize really quickly, again, it makes it more easier for them to remember because you’ve organized it in a way where they don’t have to go through and search for what you said.

Pete Mockaitis
All right.

Zeinab Kahera
Very true.

Pete Mockaitis
Well, tell me, anything else you want to make sure to mention before we hear about some of your favorite things?

Zeinab Kahera
Yeah, I was thinking about what are some things that I have found to be really helpful in a successful job search, and I identified like five things that I wanted to share. The first one was that you have to have a plan that is manageable but flexible. And you can use the SMART goal setup if you want to for your plan but the reason why the plan is important is because it allows you to track and measure your progress. So, that’s number one.

Another one, though, is that, in your measurements of success, there has to be an existence of grace because I find that people are very hard on themselves or they set these expectations that can be somewhat unrealistic. So, is your measurement of success graceful? Then you have to also be willing to be uncomfortable because we live in a time that we get things instantly a lot or we have a perception that we’re getting it instantly because time is still time.

I think that we feel like when we start applying, we should instantly start hearing something, there’s not going to be any waiting time, and that’s just a lie. It’s going to be very uncomfortable and you’re going to sometimes question your decision-making process, but if that’s coming up for you, the discomfort, that’s a normal thing, so embrace it.

I mentioned before about connecting with the best parts of yourself. You have to trust that person. I think sometimes we default to the worst parts of ourselves, and that’s what causes us to question our decisions a lot more. But you did something to get you to where you are right now. You didn’t just show up. So, what were those things that you did? What were those things the best parts of you that helps you to get to where you are right now? And lean into those, channel those.

And the very last one is you got to allow other people to help you. and this really comes up, especially in that networking piece because I think that people feel like, “Well, I don’t have a big network.” If you even just found four names, three names, and you write an email, and you say, “Hey, I’m making a career change, I’m getting into this industry, I’m just looking for some potential opportunities. I’ve attached my resume. I’d love for you to look at it. If you know anyone who may be interested in hiring me, please send them my way.” Done.

And it’s okay. Why? Because if you were challenged with the opportunity to help someone, most likely you’re going to do it. You’re not going to say no. So, don’t be afraid to ask for help.

Pete Mockaitis
And I think what’s fun about that one is because when it comes to helping, that’s one of the easiest things you can do. It’s like, “Oh, I can send an email that might take three minutes. Like, hey, you people know each other now,” and it could very well result in they get a job there, and then both people are grateful. You’ve scored brownie points with both people, the hirer and the hiree. And it took you only a few minutes, and it’s almost like you get a sliver of the credit. So, just in terms of like impact per minute, I think it’s just huge and a fun to help that way.

Zeinab Kahera
Yeah, best investment in time you can put in for yourself. And I mentioned just recently coming out of a job search, and one of the things that I did differently was I was like, “I’m going to use my network this time because in the past I didn’t do that.” That’s how I got a job literally. A friend had a friend that worked at the company that I’m going to, and I set up a coffee chat because I was like, “Okay, well, I want this person to actually know that I’m qualified to do it, and I want to…” so, we did an informational interview, is another way you can call it.

And when I spoke to her, there wasn’t a job available but the conversation that we had was so impactful for her that when a job became available that I applied to, she went from just a reference to an advocate, emailing the hiring manager, having a chat with the recruiter. And so, for me, I was like, “Wow, this is so much rewarding,” and it felt weird asking for help but I’m glad that I did it because my job search went so much more smoother and quicker than I had anticipated.

Pete Mockaitis
That’s good. All right. Well, now can you share a favorite quote, something you find inspiring?

Zeinab Kahera
Yeah. I’m not a Christian but I love this quote from the Bible, it says, “Do not conform to the pattern of this world but be transformed by the renewing of your mind.” And I love that because it talks about being able to be yourself and evolve through educating and learning and transforming yourself, not necessarily just falling into place and doing what everybody else is doing.

Pete Mockaitis
All right. And a favorite book?

Zeinab Kahera
The Four Agreements. I love that book. I love that book.

Pete Mockaitis
And a favorite tool, something you use to be awesome at your job?

Zeinab Kahera
I have two, and these are big because I give them my money two use them. One is Grammarly. I love Grammarly. And then the other one is Calendly. And what took hold of Calendly is just a story behind it because I remember using it before the CEO started really getting a lot of funding, and just to see it evolve. I love Calendly.

Pete Mockaitis
Oh, me too. Did you schedule this meeting with Calendly?

Zeinab Kahera
I surely did.

Pete Mockaitis
And is there a key nugget you share that seems to connect and resonate with folks; they quote it back to you often?

Zeinab Kahera
Be kind to yourself and show yourself grace. People tell me that when I tell them that it helps them a lot.

Pete Mockaitis
All right. And if folks want to learn more or get in touch, where would you point them?

Zeinab Kahera
Yes. So, once again, thank you so much for having me here. This is a great conversation. I love talking about this stuff, so much that I turned a career into it, so I appreciate it. My website is ZeinabKahera.com. So, that is Z, E as in elephant, I, N as in Nancy, A as in apple, B as in boy. Kahera, K-A-H-E-R-A.com. Email is zeinab@zeinabkahera.com. And you can hit me up at LinkedIn. LinkedIn is like that is my boo. I love me some LinkedIn. I’m on there all the time, so definitely reach out to me there. Let’s make a connection. If you ever want to practice an informational or an interview or a coffee chat, holler at me. Yeah, that’s it.

Pete Mockaitis
All right. Well, Zeinab, this has been a treat. I wish you much luck and fun in your career adventures.

Zeinab Kahera
Thank you so much, Pete. I appreciate you having me today.