Building Confidence in Job Interviews

What’s really holding you back? Spoiler alert: It’s not your skills. How many times have you felt like you’re not up for the job? That you’re not qualified? Or that someone else could do it better? Here’s the reality: ➡️ 13% of employees and 20% of senior managers admit they frequently feel like a fraud. ➡️ 54% of women report experiencing imposter syndrome, compared to 38% of men. I get it, because I’ve been there. I used to struggle with being visible - giving speeches, creating content online, even doing TV interviews. Despite decades of experience, there was always a little voice in my head whispering: “Do people really want to hear from you? What if they laugh at you?” Here’s the truth: It’s not based on facts - it’s just the noise in our heads. Here’s how you can overcome imposter syndrome and show up like you deserve to: 1/ The Imposter Loop ↳ You doubt every win and question every achievement. ↳ Own your story: You earned your seat at the table. ↳ Write down three wins you’re proud of. Seeing them silences the noise. 2/ The Permission Trap ↳ You wait to feel ready or for someone to say “go.” ↳ Stop waiting: Start before you’re ready. ↳ Set a deadline and commit publicly - action builds momentum faster than waiting for confidence to strike. 3/ The Comparison Game ↳ You stalk others’ success and compare your chapter 1 to their chapter 20. ↳ Run your own race: Their doubts, fears, and failures aren’t in the highlight reel. ↳ Unfollow or mute accounts that trigger self-doubt. Focus on progress, not perfection. 4/ The Perfectionism Loop ↳ You polish endless drafts, overthink every detail, and never feel “good enough.” ↳ Launch at 80%: Fix it in flight. Done is better than perfect. ↳ Set a timer for your next task and stop when it’s ‘good enough.’ Progress beats perfection every time. 5/ The Silence Spiral ↳ You keep your struggles hidden and pretend you’ve got it all figured out. ↳ Share your story: You’ll be surprised how many people say “me too.” ↳ Find a peer or mentor and share one struggle you’re facing. Vulnerability builds connection. 6/ The Safety Net ↳ You stay in your comfort zone and call it “being realistic.” ↳ Take the leap: Growth lives outside your comfort zone. ↳ Identify one “safe” habit you’re clinging to. Replace it with one bold action, no matter how small. 7/ The Knowledge Shield ↳ You hide behind preparation, waiting to know “just one more thing.” ↳ Start doing: Expertise comes from action. ↳ Turn learning into doing: Commit to acting on one idea from the last book, course, or workshop you completed. What would be possible if you silenced those doubts once and for all? For me, it meant saying yes to opportunities I used to avoid - like speaking on stage and sharing my story. ⤵️ Have you ever felt like a fraud despite your accomplishments? How did you work through it? ♻️ Share this post to remind someone they’re not alone. 🔔 Follow me, Jen Blandos, for advice on business, entrepreneurship, and well-being.

The antidote to imposter syndrome… (you need to read this): Earlier this year I had the biggest professional moment of my life: my first book launch. I walked into Times Square and saw my face on a billboard. That evening, a sold out crowd told me my writing changed their lives. From the outside, it looked perfect. Inside? I couldn’t sleep. Spiraling in anxiety, stress, and fear. Fear of being exposed. Fear of being found out. Fear that the world would finally realize I didn’t belong. Despite every external datapoint saying otherwise, the dark internal story was winning. I was in the grips of imposter syndrome. And if you’ve ever felt that way, here’s the playbook that got me through it: 1) Remember three facts You’re not alone. I texted the most successful people I know. CEOs. Billionaires. Famous authors. “Do you still feel like an imposter?” Every single one said the same thing: It never goes away. They still feel it before every big moment. They just act anyway. Nobody’s thinking about you. They’re too busy thinking about themselves. That fear of being “found out” is almost always overblown. Imposter syndrome is a tax on growth. Good things happen when you’re in rooms where you don’t feel like you belong. That discomfort isn’t a bug. It’s a feature. It means you’re growing. 2) Adopt the “yet” mindset Adam Grant framed it perfectly: Imposter syndrome: “I don’t know what I’m doing. It’s only a matter of time until everyone finds out.” Growth mindset: “I don’t know what I’m doing yet. It’s only a matter of time until I figure it out.” That one word changes everything. “I’m not good enough” → “I’m not good enough… yet.” “I don’t know how” → “I don’t know how… yet.” “I’m not capable” → “I’m not capable… yet.” The highest form of confidence isn’t knowing everything. It’s believing you can learn anything. 3) Coach yourself like you would a friend This sounds weird, but it works: I email myself. Like I’m my own coach. “I’m struggling with something, advice?” Then I respond: “What specifically is causing the fear?” “It’s the fear of not being good enough… I’ll disappoint… I’ll be found out…” When you force yourself to deconstruct the fear, zoom out, and question the assumptions—everything shifts. The fear doesn’t disappear. But you see it for what it is: Growing pains. Because at some point, you will feel like an imposter. And when that imposter grabs your steering wheel, look it in the eye and give it one simple message: Not today. Today, I grab the wheel. I’m in control. I have the power. Not today, imposter. Not today. ⸻ ♻ Repost to spread the insight. 🔔 Follow Sahil Bloom for more life wisdom. ____ 📌 Want the books that taught me to embrace life’s hardest lessons? Download my Favorite Books PDF (free) and join 800,000+ who get my newsletter: https://lnkd.in/eSrGb8Kr

When hiring, send the interview questions ahead of time to all candidates. Surprised by this recommendation? If we think about the goal of the interview being to understand each candidate’s capabilities and fit for the role, then there’s no real need to “hide” the interview questions. This open approach is particularly beneficial for disabled candidates but ultimately helps everyone. Here are some reasons to share interview questions ahead of time: 1. Supports the performance of neurodivergent candidates. For neurodivergent candidates, such as those who are autistic or have ADHD, unexpected questions can create significant anxiety and impact their performance. Many neurodivergent candidates can benefit from having more time to process information, among other benefits. Knowing the questions in advance allows them to prepare thoughtful responses and demonstrate their true potential. 2. Supports D/deaf and hard of hearing candidates in doing their best. D/deaf and hard of hearing candidates may feel nervous about understanding the interview questions in real time. They may not all disclose their disabilities in the interview process and have often experienced past inaccessible interviews without captions or ASL interpreters. Providing the questions ahead of time ensures that they can fully understand and respond in the moment without pressure or anxiety, leading to clearer communication and a more equitable interview process. 3. Helps those who need more processing time. Many candidates may benefit from additional time to process information. Having questions beforehand allows them to reflect and organize their thoughts, resulting in more comprehensive and representative answers. 4. Creating accessibility benefits all candidates. Providing interview questions beforehand isn’t just beneficial for disabled candidates—it helps everyone! All candidates can benefit from reduced stress and better preparation, leading to a more relaxed and productive interview. For example, how many times have you been asked for an example from your past work experiences and you struggled to find a good one right in the moment? It’s hard to do! Sharing interview questions ahead of time promotes transparency and fairness, allowing interviewers to assess candidates based on their true capacities and fit for the role. What are your thoughts on this? Are you already doing this? #JobInterviews #Hiring #DisabilityInclusion

When I was promoted from Senior Manager to Director, I struggled with severe impostor syndrome. Then, when I was promoted to Vice President, it was even worse. Here are 4 ways I fought it and how you can too: 1) Normalize it. If you worry that people might find out you don’t fully know what you’re doing, know this: it’s normal. Most people experience some level of impostor syndrome, especially in new roles. 2) Expect complexity. It’s completely normal to be in the biggest, most complex job of your life for much of your career. If you're not, it often means you’ve either stepped back intentionally—or faced a setback like a layoff. Growth means doing harder things than ever before. 3) Ask for help. Be open with mentors about what you need. Discuss your challenges and ask for input. If you're in an environment where admitting “development areas” feels risky, reframe your language and ask for *help optimizing performance and delivery*. No one argues with optimization, and the result is the same—insight and support. 4) Work on your mental game. Hire a coach, therapist, or counselor if you need one. Top performers rely on a strong mental foundation. Pro athletes and performers work with coaches—leaders should too. Who do you know that’s struggling with impostor syndrome? Share this post with them. If you feel comfortable, share your own experiences below.

Neuroinclusive interview approaches: Creating a fair and supportive process. **PLEASE would you complete the City and Guilds Neurodiversity Index- it takes less than 10 minutes to do so to help share what's happening and so we can learn again. Go to: https://lnkd.in/egjee9GR I am sharing the following in support of neuroinclusive practices. Interviews can be daunting for most people, but for neurodivergent individuals, they can present additional challenges. Nerves can mean that you end up not showing your real skills. What can you do as an employer? Adopting a neuroinclusive approach to interviews helps level the playing field and ensures you’re assessing candidates fairly based on their skills and abilities. Here’s how: Provide questions in advance: Sharing questions before the interview allows the applicant to prepare and feel more confident, helping to reduce anxiety. Don’t judge CVs by spelling errors: Unless the role specifically requires high-level writing or proof-reading skills, don’t let spelling mistakes influence your judgement. Be clear about the process: Give detailed information about each stage of the interview and any tasks that need to be completed. This allows applicants to request necessary adjustments in advance. Match your speech pace: Slow down your speech to align with the interviewee, ensuring they can process and respond comfortably. Allow processing time: Pauses don’t equate to a lack of knowledge. They often indicate that someone is thinking and processing information, which is normal for many neurodivergent individuals. Encourage notes: Let candidates know they can bring notes. This can help them structure their thoughts and reduce stress during the interview. Consider Access to Work: Some candidates may require workplace adjustments, so be open to this possibility during the interview process. Avoid hypothetical questions: These can be challenging for some individuals to answer. Stick to concrete questions that reflect the job’s actual requirements. Use clear language: Avoid jargon, idioms, or metaphors that could be misinterpreted. Clear, straightforward communication is key. Introduce the interview panel: Provide the names of panel members beforehand to reduce surprises and help the candidate feel more prepared. Assess relevant skills: Avoid testing skills that aren’t necessary for the role. For example, don’t require a presentation if communication skills aren’t core to the job. Consider the sensory environment: Pay attention to factors like lighting, noise, and scents in the interview space. A calm, comfortable environment can make a huge difference for neurodivergent candidates. By taking these steps, you’ll create a more inclusive, fair interview process that allows all applicants, neurodivergent or not, to showcase their true potential.

Think the interview starts when you shake hands or log onto that video call? Think again! Landing your dream job is about more than just skills on paper—it's about strategic preparation that starts long before you step into the interview room (virtual or otherwise!). Here's how to take charge and set yourself up for success: Pre-Interview Power Moves: ✅ Do Your Homework: Research the company and the role thoroughly. Understanding their values, challenges, and goals will help you tailor your answers and demonstrate your genuine interest. ✅ Anticipate and Practice: Go beyond the usual interview questions. Think about the specific skills and experiences this role requires and prepare compelling examples that showcase your abilities. ✅ Craft Your Narrative: Develop a concise and engaging personal statement that highlights your key accomplishments and career aspirations. This will help you stand out and leave a lasting impression. ✅ Prepare Thoughtful Questions: Having insightful questions ready shows your engagement and genuine interest in the opportunity. ✅ Project Confidence: Take a moment to breathe and center yourself before the interview. Confidence is key to making a great first impression. Remember, preparation is the key to interview success! By taking these steps, you'll not only showcase your skills and experience but also demonstrate your initiative, curiosity, and genuine enthusiasm for the role.

I went on 70 interviews — no offers. Next 5 interviews — 4 offers. What happened between the first 70 and the last 5? Here’s the story: At first, I thought interviews were exams. You study. You memorize. You try to answer everything “perfectly.” Result? 70 interviews and ZERO offers. I felt defeated. What was I doing wrong? Then, I heard something that hit me like a lightning bolt: “People don’t hire skills. They hire humans they trust.” That was my AHA moment. I realized: I didn’t need the “perfect” answer. I didn’t need to wow them with buzzwords. I didn’t need to solve every problem on the spot. What I DID need was something much simpler: → Build connection. → Show I cared. → Make it clear I could help. Fast forward to my next 5 interviews: I changed my approach completely: → I started by asking THEM what they needed. → Learned their biggest challenges. → Connected with them as a human → Positioned myself as the answer to their needs. → Made sure to be memorable and stand out I made the interview about THEM, not me. Instead of a quiz, the interview became a conversation. Instead of rehearsing, I started listening. Instead of perfection, I focused on connection. Here’s the truth: ✅ If you’re sitting in the interview chair, you’re already qualified. ✅ To stand out, you need rapport, not robots. ✅ Solve THEIR problem—not your anxiety about being “perfect.” Result? 4 offers out of 5 interviews. What changed was not my resume or skills. It was how I showed up in the room. Unlocking interview success is easier than you think. I developed the LeaderUP Interview System—a proven, step-by-step approach to help you stand out authentically and land offers. It’s transformed interviews for me and countless LeaderUP clients. Want to learn more? Comment "Interview" below! ⬇️ ♻️ Repost to help someone land more offers. hashtag#interviews hashtag#career hashtag#levelup

A month into 2026, our team has spoken to hundreds of job seekers. One common theme? *Finally* landing interviews, only to get rejected without the offer. Here are 7 psychology principles we teach them that help turn 5x more interviews into offers: 1. Serial Position Effect What It Is: People tend to remember the first and last items in a series best. How To Leverage It: The start of your interview (small talk, intros) and the end (Q&A, closing comments) are your most memorable moments. Prepare intentional openers and closers that communicate warmth, confidence, and alignment with the role. 2. Confirmation Bias What It Is: Once someone forms an impression, they look for evidence to support it and tend to ignore conflicting information. How To Leverage It: Lead with your best story, strength, or trait as early as possible. If your interviewer thinks “This person is sharp and proactive,” they’ll interpret the rest of the interview through that lens. 3. Reciprocity What It Is: People are wired to return favors or kind gestures, big and small. How To Leverage It: Share a helpful insight about the company, compliment about the interview process, or the interviewer’s background / experience. It creates goodwill and builds rapport that you can build on throughout the interview. 4. Self-Disclosure Effect What It Is: People tend to like and trust others who share a bit of personal (but appropriate) information. How To Leverage It: Share a short, personal detail during the interview. For example, a story about why you care about this field or what inspired your career shift. It humanizes you and builds connection. 5. Mirroring What It Is: We subconsciously mirror the body language and tone of those we like, and feel closer to those who mirror us. How To Leverage It: Subtly match your interviewer’s tone, pace, and energy. This fosters connection and makes you feel like “one of us” to the interviewer, a key part of being seen as a cultural fit. 6. Liking Principle What It Is: We’re more likely to say yes to people we like. And we tend to like people who are similar to us, genuine, and warm. How To Leverage It: Don’t just aim to impress with your experience and background. Aim to connect with your interviewer. Smile. Show curiosity. Find common ground. People hire people they like and want to work with. 7. Cognitive Fluency What It Is: People prefer things that are easy to understand and remember. When something feels fluent, it feels more true and trustworthy. How To Leverage It: Use simple language and avoid jargon. Structure your answers using simple frameworks like STAR (Situation, Task, Action, Result). 🧭 Our client Cole was getting interviews but couldn't close the deal. We taught him these 7 principles and he landed offers from both Google and Walmart. 👉 Book a free 30-min Clarity Call to see how this system applies to your interview prep: https://lnkd.in/gdysHr-r

Job interviews can be nerve-wracking—but the right prep can help you stand out. The best candidates don’t just answer questions—they tell compelling stories, showcase impact, and align their skills with the role. Here’s how: ✅ 1. Answer “Tell Me About Yourself” Clearly This answer should be concise (90-120 sec) but detailed enough to showcase your career journey. 📌 Present: What you do now & key skills 📌 Past: Relevant experience & accomplishments 📌 Future: Why this role excites you 💡 Example (~2 min): "I’m a Digital Marketing Manager at [Company], leading paid media & SEO. I helped increase conversions by 40% and improve engagement by 25%. Before that, I developed a segmentation strategy at [Previous Company] that boosted email engagement by 30%. I’m excited about this role because I see [Company] scaling its digital strategy, and I’d love to contribute my expertise." 🚀 Tip: Practice out loud to ensure a smooth, confident delivery. ✅ 2. Use STAR for Behavioral Questions For “Tell me about a time when…”, structure answers with STAR: ✔ Situation – Context of the challenge ✔ Task – What you needed to accomplish ✔ Action – Steps you took ✔ Result – Impact & measurable outcomes 💡 Example: "At [Company], our email engagement was dropping. I redesigned the email strategy (A), ran A/B tests (A), and increased open rates by 25% (R)." ✅ 3. “Why Should We Hire You?” → Sell Your Value 📌 Formula: What they need → How you fit → A past success 💬 Example: "You’re looking for someone to optimize ad performance. At [Company], I boosted ROI by 40% in six months. I’d love to bring that expertise to your team." ✅ 4. Be Ready for Salary Discussions ❌ Mistake: Giving a number too early. ✅ Better: Deflect until you know more. 📌 Example Response: "I’d love to learn more about the role before discussing numbers. What’s the budgeted range for this position?" 🔥 Final Thoughts: Preparation = Confidence ✔ Use Present-Past-Future for introductions ✔ Answer behavioral questions with STAR ✔ Align your skills with the company’s needs ✔ Handle salary talks strategically 👉 Found this helpful? Reshare to help others ace their interviews! 🔥

You’re not bad at interviews. You’re just not using neuroscience-backed strategies. Here are 5 science-driven hacks to instantly improve your interview performance ⬇️ ➡️ Prime Your Dopamine Instead of calming yourself down, research shows psyching yourself up with positive affirmations or music releases dopamine and norepinephrine. This shifts your brain into a state of motivation and alertness far better for interviews than trying to “stay calm.” ➡️ Reframe Stress as Power A Harvard study (Jamieson, 2013) found that telling yourself, “My body is getting energy to perform” re-channels anxiety into performance fuel. Candidates who reframed stress had better verbal fluency and body language compared to those who tried to suppress it. ➡️ Use Episodic Future Thinking Visualization works, but not vague “I’ll do well” affirmations. Neuropsychology shows that vividly imagining the specific steps you’ll take in the interview (walking into the room, shaking hands, answering questions confidently) activates the same neural pathways as the real event, boosting preparedness and reducing uncertainty. ➡️ Harness the Power of Pause MIT research highlights that strategic pausing signals confidence and cognitive control. Instead of rushing, take a 2–3 second pause before answering tough questions. It allows your prefrontal cortex to organize thoughts while projecting calm authority. ➡️ Mirror Neurons = Instant Rapport Social neuroscience proves subtle mirroring (body posture, tone, pacing) activates mirror neurons in your interviewer’s brain, creating subconscious trust and likability. Done subtly builds rapport faster than any rehearsed line. The next time you step into an interview, Don’t just prepare answers. Prepare your brain. 👉 Follow me for more neuroscience-backed strategies to land your dream job. #interviewtips #neuroscience #careercoaching #dreamjob #interviewcoach