6 Phrases That Make You Sound Unqualified In Job Interviews

When you finally land an interview for an exciting role or for a position you think might be out of your league, the main thing you want to do is get through it without blowing it. But surprisingly, so many qualified candidates chip away at their credibility in interviews because of how they present their skills or talk about their experience.

Here are six phrases you should avoid using in your interviews if you don’t want to sound less qualified:

“I know I’m not the most qualified person, but…”

Be wary of saying this, especially if you’re changing careers or applying for a role that’s out of your comfort zone. You may think saying this shows that you’re honest, humble, and honored to be interviewing for the role. But, saying this diminishes your value. If you tell the interviewer you don’t believe you’re qualified for the role, then they’re going to believe you. After all, you know yourself better than they do.

Landing an interview means that the interviewer believes you’re qualified enough, so don’t give them a reason to think otherwise. Instead, highlight the experiences, stories, and projects you’ve worked on that showcase your ability to excel in the role.

“I don’t have much experience with this, but…”

While this one is similar to the previous phrase, you may be tempted to use this if the interviewer inquires about a specific skill. For instance, one of my clients applied for a role that requested experience leading teams. Although she matched everything else and felt confident she’d be successful in the role, she doubted her leadership skills and thought that her years of experience managing a team of three wasn’t enough.

But as I shared with her, words stick, so even if you think you don’t have enough experience in one area, your language still matters. Instead of disqualifying yourself, go straight into the experience and skills you do have. Either show how your experience has prepared you to be an asset or show how your background has equipped you for this new challenge.

Filler words…

You may not even notice that you’re using the words “like” and “um” in your responses, but using filler words while talking about yourself can give the interviewer the impression that you’re not 100% confident about what you’re sharing. It can also chip away at your professionalism and make an interviewer question if you’d speak to clients or other stakeholders the same way if hired.

Of course, when you’re nervous, and your armpits are sweating, it can be hard to make sure those filler words aren’t slipping out. But, one helpful tip is to speak a bit more slowly and pause in between your statements. This will help you catch yourself rather than simply filling the air out of nervousness.

“What does your company do?”

If you don’t already know what the company does before you walk into an interview, then you probably don’t know how to meet their specific needs or solve their problems. This not only makes you come across as unqualified, but it’s also a red flag to the interviewer. Companies want to hire people who are excited about the role and the organization, and not knowing even basic facts about the company shows a lack of genuine interest in the organization.

On top of that, as an interviewee, not doing your research beforehand hinders you from standing out. So, take some time to not only analyze the job description but also read about the company.

“We…” 

Unless you and your team are interviewing for the role, you should not constantly use “we” in your interviews. Often, some corporate professionals fear taking ownership of the projects and initiatives their team accomplished together. But, not owning your individual contribution and saying “we” when describing your accomplishments erodes your experience and qualifications. It can cause the interviewer to question if you can questions

handle the role you’re interviewing for without your team. So, instead of falling back on your team, identify your specific results and the impact you delivered and then highlight that in your interviews with confidence.

Rambling or dancing around a question…

This isn’t a particular phrase, but dancing around a question and rambling can make you seem unsure about your skills and qualifications, even if you know you are qualified for the position. Particularly, when you ramble, you put the responsibility on the interviewer to take away the most important elements of your response. You also risk losing their attention, and the worst outcome is that they won’t care enough to ask again and will move on still unclear about what you can do.

To prevent dancing around a question and rambling, get clear on what you bring to the table before the interview and decide on the skills and stories you want to use to back up what you can do. If you are asked a question that catches you off guard, request clarification and lean into the value and skills you know qualify you for the role.

There are so many ways that qualified candidates disqualify themselves in interviews without even realizing it. Avoiding these phrases will ensure that you don’t sabotage your interviews and will increase your chances of standing out as a top candidate for the roles you desire.

Adunola Adeshola coaches high-achievers on how to take their careers to the next level and secure the positions they’ve been chasing. Grab her free guide.

Adunola Adeshola is a millennial career strategist. Through her signature coaching program, careerREDEFINED, she helps high-achievers navigate their job hunts and secure the positions they’ve been chasing. She also consults companies on how to improve their corporate culture to attract, engage and retain their employees. Along with Forbes, her expertise has been featured in The New York Times, Bloomberg, Fast Company and other publications.

Source: 6 Phrases That Make You Sound Unqualified In Job Interviews

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5 Questions That Impress Hiring Managers

The interview has gone well. You presented your skills effectively and had a good exchange with everyone you met. You even made them laugh. Now, comes the dreaded final question.

Do you have any questions for us?

Well, sure. Were you really truthful about what it’s like to work here? Who’s the biggest office gossip? What am I going to love and/or hate about this company? But those aren’t things you can typically blurt out in an interview.

Instead, you’ll want to use this time to ask some questions that may both impress hiring managers and reveal important information. When you go for your next interview, keep these five questions in your pocket:

Do you see any major changes in the position or workplace in the coming year?

This may be a difficult question to answer in the COVID-19 era, but it may give you insight into what the company is thinking about the future, says Jon Hill, CEO and chairman of the Energists, an executive search and recruiting firm. “Many companies are in a period of transition and uncertainty as the pandemic continues, so it’s smart to get a read on how that might affect you if you’re hired. You don’t want to go in expecting long-term remote work only to find out you’ll be going into the office come summer,” he says. The question also shows you’re thinking long-term and plan to stay with the company through the changes.

What can I do to really “win” at this job?

Who wouldn’t want to hear this question from a candidate? It shows that you want to get a peek behind the curtain at what it takes to succeed at the firm. Interviewee questions such as this give interviewers a look at the candidate’s drive and potential for success, says Jennifer Morehead, CEO of Flex HR, an HR outsourcing firm. “The questions that interviewees ask are often more indicative of their success than their canned answers to questions. I really do think that interviewee questions can really set a candidate apart from the rest,” she says. To put it another way: What will “success” look like in this role?

If you were to leave this company, what would be the reason?

It’s a little bold, but when asked of a potential manager, it’s a powerful question that will reveal two key things, says Microsoft senior security program manager Teddy Phillips. First, it lets you see the interviewer’s future ambitions, and it also gives you insight into whether this person’s ambitions can be met at this company, he says.

“This allows the interviewee to dig on the ‘why’ or ‘why not’ to give them further insight on if this is an environment to grow their career. Hiring managers respect deep questions that make us think and deliver insightful answers,” he says.

What growth opportunities does the organization offer?

Immediately, this question shows the hiring manager that you’re thinking about how you can develop within the company. “Hiring is costly for organizations, so if they hire someone who is just looking for a paycheck until they jump to their next best opportunity, it costs the company time and money. Asking about the future and growth opportunities shows the employer that you are willing to invest in the organization on a longer-term basis,” says career strategist and coach Nancy Spivey. It also lets the hiring manager know that you’re success-driven and goal-oriented.

Is there anything else I can share to put me at the top of your list?

This one-two punch of a question shows that you’re interested in the job and invites the interviewee to ask any lingering questions. “Depending on how the interview is going and depending on how well you’re getting along with the interviewer, I regularly recommend to people to make it known that you love the place and what you’re hearing and would love the job,” says executive and career coach Lauren Cohen. It’s a strong question on which to end the interview.

“The best interview questions serve two functions,” Hill says. First, they give you useful insight into the position’s more demanding aspects and whether you’re qualified to meet those demands. Second, they show the interviewer that you’re already thinking practically about how you’ll perform in the position, an encouraging thing to see from a candidate. When you can ask relevant questions, you can impress the hiring manager and get the information you need to make the best decisions about your next career move.

By:  Gwen Moran

Source: 5 questions that impress hiring managers

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5 Essential Questions to Ask Before You Accept Any Job Offer

artistic image of two men shaking hands in an office space

You polished your résumé, dazzled them in interviews, and landed the job you’ve been chasing. You’ve finally received that coveted offer letter. But don’t get too excited yet.

“It’s sad to say that there are so many things you need to be aware of and careful of in something that should be very exciting for you,” says Kylie Cimmino, a consultant with HR consulting firm Red Clover HR. “But it’s about making sure that you’re covering yourself and you’re prepared for all of the minutiae that is included in that offer.”

So, before you answer your would-be employer with a resounding “Yes!” ask these five questions first:

Is this really the right position for you?

Paraphrasing actor Sally Fields’s iconic Oscar speech, it’s not uncommon to get caught up in the feeling of “They like me! They really like me!” and not think through whether this is truly the best job or offer for you. “Sometimes a job offer doesn’t fit, even though you applied for the role hoping it would. Take a moment and determine if this is really the job you are looking for,” says Paul Wolfe, senior vice president of human resources for Indeed.com.

Think about the role and how it fits into your career plans. And, if you haven’t already, look into the company and its culture to see if this is a place where you really want to work. Sites like Glassdoor, Indeed, and others have reviews by employees that give a glimpse into the strengths and weaknesses of the company. Use your personal and professional networks to get a sense of what it’s really like to work for the company. If you don’t know anyone personally, it’s likely you’re just a contact or two away from someone who can give you more insight, Wolfe says.

Are there contingencies or conditions?

Some offers are contingent on a variety of factors, including background or drug tests, reference checks, or willingness to sign a noncompete or other agreement. Review these contingencies carefully and consider whether any of them may surface issues from your past or may not be something to which you’re willing to agree, says Colleen Drennen Pfaller, founder of HR consulting firm A Slice of HR.

Sometimes, the contingencies are assumed and may not be in the offer letter, she says. “[If] it’s spelled out, great. But if it’s not, you want to follow up and ask,” she says. Certainly, have that conversation before you give notice at your current employer. For example, if there is a signing bonus, do you need to remain at the job a certain period of time to keep it or do you need to pay it back? These are all factors that you should understand before accepting the job offer.

If you suspect that something like a background check will reveal a potential issue, it may be a good idea to broach the topic first, or at least have an explanation ready if it comes up, Cimmino adds. For example, if you take a prescription medication that may show up in a drug test, be prepared to address the issue, she says.

Is everything you want in the offer?

Read the offer carefully to ensure that anything you negotiated is in it, Wolfe says. Or, if there are additional concessions or add-ons—for example, additional paid time off, moving allowance, subsidized parking, etc.—that you’re seeking, set up a time to talk with your prospective employer. “Negotiating terms of the offer is a standard practice. You want to ensure that everything you were promised or expected is in that letter before signing on the dotted line,” he adds. Once you’ve accepted the offer, it can be difficult to go back and claim that you’re due something that was previously discussed, but not formalized in the offer.

What is the timing?

In addition, be sure you understand details that will affect your transition from job to job, including timing, Cimmino says. If you’re not starting your new job for a few weeks or if there will be a gap between when you leave your old job and start the new one, think about how you will bridge any health insurance or payroll gap. Be sure you understand when you are eligible for benefits such as health insurance, 401(k), and time off at the new company.

What impact will this job have on my family?

If your new role will require changes in your lifestyle, salary, hours, or other factors that may affect your family members, include them in the discussion too. For example, if you’re taking a pay cut or if the job requires more travel or a move, such changes will affect your spouse and children. It’s a good idea to be sure everyone’s on board, Wolfe says.

“While ultimately, the decision whether to take a job is the candidate’s, in many cases, their decision impacts others around them,” he adds. “Take time to consider and talk with your family about how this new position impacts everyone.”


Gwen Moran is a writer, editor, and creator of Bloom Anywhere, a website for people who want to move up or move on. She writes about business, leadership, money, and assorted other topics for leading publications and websites. She’s been honored by the U.S. Small Business Administration, Small Business Influencer Awards, and a few others. Find her on Twitter @gwenmoran and on Instagram @bloom.anywhere.

Source: 5 Essential Questions to Ask Before You Accept Any Job Offer

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Critics:

Job analysis is crucial for first, helping individuals develop their careers, and also for helping organizations develop their employees in order to maximize talent. The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes.The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future.[5]

Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers who have been trained by, and are acting under the supervision of an I-O psychologist. One of the first I-O psychologists to introduce job analysis was Morris Viteles. In 1922, he used job analysis in order to select employees for a trolley car company. Viteles’ techniques could then be applied to any other area of employment using the same process.

Job analysis was also conceptualized by two of the founders of I-O psychology, Frederick Winslow Taylor and Lillian Moller Gilbreth in the early 20th century. Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades. However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years.

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References

Rogelberg, S.G. (2007). Encyclopedia of industrial and organizational psychology. Thousand Oaks, CA: Sage.

The Future Of Jobs And Education

The world of work has been changing for some time, with an end to the idea of jobs for life and the onset of the gig economy. But just as in every other field where digital transformation is ongoing, the events of 2020 have accelerated the pace of this change dramatically.

The International Labor Organization has estimated that almost 300 million jobs are at risk due to the coronavirus pandemic. Of those that are lost, almost 40% will not come back. According to research by the University of Chicago, they will be replaced by automation to get work done more safely and efficiently.

Particularly at risk are so-called “frontline” jobs – customer service, cashiers, retail assistant, and public transport being just a few examples. But no occupation or profession is entirely future proof. Thanks to artificial intelligence (AI) and machine learning (ML), even tasks previously reserved for highly trained doctors and lawyers – diagnosing illness from medical images, or reviewing legal case history, for example – can now be carried out by machines.

At the same time, the World Economic Forum, in its 2020 Future of Jobs report, finds that 94% of companies in the UK will accelerate the digitization of their operations as a result of the pandemic, and 91% are saying they will provide more flexibility around home or remote working.

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If you’re in education or training now, this creates a dilemma. Forget the old-fashioned concept of a “job for life,” which we all know is dead – but will the skills you’re learning now even still be relevant by the time you graduate?

One thing that’s sure is that we’re moving into an era where education is life-long. With today’s speed of change, there are fewer and fewer careers where you can expect the knowledge you pick up in school or university to see you through to retirement. MORE FOR YOUThese Are The World’s Best Employers 2020The Value Of Resilient LeadershipEmployers Must Act Now To Mitigate The Impacts Of The Pandemic On Women’s Careers

All of this has created a perfect environment for online learning to boom. Rather than moving to a new city and dedicating several years to studying for a degree, it’s becoming increasingly common to simply log in from home and fit education around existing work and family responsibilities.

This fits with the vision of Jeff Maggioncalda, CEO of online learning platform Coursera. Coursera was launched in 2012 by a group of Stanford professors interested in using the internet to widen access to world-class educational content. Today, 76 million learners have taken 4,500 different courses from 150 universities, and the company is at the forefront of the wave of transformation spreading through education.

 “The point I focus on,” he told me during our recent conversation, “is that the people who have the jobs that are going to be automated do not currently have the skills to get the new jobs that are going to be created.”

Without intervention, this could lead to an “everyone loses” scenario, where high levels of unemployment coincide with large numbers of vacancies going unfilled because businesses can’t find people with the necessary skills.

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The answer here is a rethink of education from the ground up, Maggioncalda says, and it’s an opinion that is widely shared. Another WEF statistic tells us 66% of employers say they are accelerating programs for upskilling employees to work with new technology and data.Models of education will change, too, as the needs of industry change. Coursera is preparing for this by creating new classes of qualification such as its Entry-Level Professional Certificates. Often provided directly by big employers, including Google and Facebook, these impart a grounding in the fundamentals needed to take on an entry-level position in a technical career, with the expectation that the student would go on to continue their education to degree level while working, through online courses, or accelerated on-campus semesters.

“The future of education is going to be much more flexible, modular, and online. Because people will not quit their job to go back to campus for two or three years to get a degree, they can’t afford to be out of the workplace that long and move their families. There’s going to be much more flexible, bite-sized modular certificate programs that add up to degrees, and it’s something people will experience over the course of their working careers,” says Maggioncalda.

All of this ties nicely with the growing requirements that industry has for workers that are able to continuously reskill and upskill to keep pace with technological change. It could lead to an end of the traditional model where our status as students expires as we pass into adulthood and employment.

Rather than simply graduating and waving goodbye to their colleges as they throw their mortarboards skywards, students could end up with life-long relationships with their preferred providers of education, paying a subscription to remain enrolled and able to continue their learning indefinitely.

“Because why wouldn’t the university want to be your lifelong learning partner?” Maggioncalda says.

“As the world changes, you have a community that you’re familiar with, and you can continue to go back and learn – and your degree is kind of never really done – you’re getting micro-credentials and rounding out your portfolio. This creates a great opportunity for higher education.”

Personally, I feel that this all points to an exciting future where barriers to education are broken down, and people are no longer blocked from studying by the fact they also need to hold down a job, or simply because they can’t afford to move away to start a university course.

With remote working increasingly common, factors such as where we happen to grow up, or where we want to settle and raise families, will no longer limit our aspirations for careers and education. This could lead to a “democratization of education,” with lower costs to the learner as employers willingly pick up the tab for those who show they can continually improve their skillsets.

As the world changes, education changes too. Austere school rooms and ivory-tower academia are relics of the last century. While formal qualifications and degrees aren’t likely to vanish any time soon, the way they are delivered in ten years’ time is likely to be vastly different than today, and ideas such as modular, lifelong learning, and entry-level certificates are a good indication of the direction things are heading.

You can watch my conversation with Jeff Maggioncalda in full, where among other topics, we also cover the impact of Covid-19 on building corporate cultures and the implications of the increasingly globalized, remote workforce. Follow me on Twitter or LinkedIn. Check out my website.

Bernard Marr

 Bernard Marr

Bernard Marr is an internationally best-selling author, popular keynote speaker, futurist, and a strategic business & technology advisor to governments and companies. He helps organisations improve their business performance, use data more intelligently, and understand the implications of new technologies such as artificial intelligence, big data, blockchains, and the Internet of Things. Why don’t you connect with Bernard on Twitter (@bernardmarr), LinkedIn (https://uk.linkedin.com/in/bernardmarr) or instagram (bernard.marr)?

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World Economic Forum

The Future of Jobs report maps the jobs and skills of the future, tracking the pace of change. It aims to shed light on the pandemic-related disruptions in 2020, contextualized within a longer history of economic cycles and the expected outlook for technology adoption, jobs and skills in the next five years. Learn more and read the report: wef.ch/futureofjobs2020 The World Economic Forum is the International Organization for Public-Private Cooperation. The Forum engages the foremost political, business, cultural and other leaders of society to shape global, regional and industry agendas. We believe that progress happens by bringing together people from all walks of life who have the drive and the influence to make positive change. World Economic Forum Website ► http://www.weforum.org/ Facebook ► https://www.facebook.com/worldeconomi… YouTube ► https://www.youtube.com/wef Instagram ► https://www.instagram.com/worldeconom… Twitter ► https://twitter.com/wef LinkedIn ► https://www.linkedin.com/company/worl… TikTok ► https://www.tiktok.com/@worldeconomic… Flipboard ► https://flipboard.com/@WEF#WorldEconomicForum

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An Expert on Getting Fired Shares How to Suck It up and Push Forward

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Sometimes I get asked about hard decisions I’ve had to make in my career and how I’ve dealt with it. The hardest decisions in my career were the ones that were made for me. Namely, being terminated from a job.

As the effects of COVID-19 continue to unfurl, many promising careers are coming to an abrupt end. Headlines from all over the world are about companies large and small being forced to let employees go. It’s been a jolt to the senses.

I’ve had the “luxury” of getting let go (fired) from the last four companies that employed me. That’s right. I’ve been sacked four times in the last four and a half years. Before you pass judgement, I should note that I’ve over delivered and shattered every goal and benchmark I set from the start. Four years ago I moved from Washington, D.C., and entered the startup scene here in Copenhagen, Denmark. I brought my American work ethic and culture with me.

Regardless of the reasons I was fired—I don’t believe it was ever due to my processes, skills, or results—purpose of this article is to share with you how I’ve managed to spring back faster and stronger from being cut out of my job, time after time. … And how you can, too.

Get a reason.

In most cases, this type of abrupt change has given me a chance to reflect and re-frame my energy toward constructive growth. Self-reflection after being let go from a job is incredibly important. Even if you weren’t a fan of your previous boss or supervisor, there’s almost always a nugget of truth in their reasoning. It’s beneficial for you to consider it from his or her point of view.

I’ve always asked for a meeting a day or two after I sign the termination paperwork so I can gather my thoughts. I try to schedule an hour with my supervisor. And unless you’ve really messed something up, they’re likely to give you time. Why meet again after the initial firing?

Get some certainty: In many cases, you will replay the moments of that final conversation over and over in your head. Take notes on “the why” that led to the decision.

Get the story straight: Make sure that if you’re going to use your recent ex-employer as a reference, they have the right story and agree to give the positive side to your abilities.

Expectations of the future: Maybe you can ask about getting access to documents or files. Maybe there were some email connections you made. It never hurts to ask. The worst they can say is no.

Here are some additional considerations during your post-firing meeting:

Objectivity: Taking the objective route of working your way through thinking about the firing from their perspective can be cathartic.

Humanize it: Think of the person who fired you as a flawed human just like the rest of us and assume he or she made a decision out of something that was based in reason or fairness.

Beyond control: If the firing was only due to economic reasons, then rest assured that this happened through no fault of your own.

Angles: Consider the circumstances from all angles before moving forward. Would colleagues agree with the decision? Would a perfect stranger? Would it matter?

Post firing exercise.

In order to move on fast while growing as an individual and professional, I advise giving the following topics some thought. Write a few bullet points out:

  • Top 3 reasons given for being let go: X, Y, Z
  • Top 3 things I could have done to avoid this: A, B, C
  • Top 3 things I can learn to overcome A, B, C and avoid X, Y, Z are 1, 2, 3

If you couldn’t have changed anything, you’re nearly ready to move on. If you could improve something; save that. This should be the cornerstone of your road map moving forward.

changelly5Also important is to give yourself a reasonable period of time with a specific end date/time in mind where you are no longer going to allow yourself to feel bad about being fired. The last time I was terminated, I gave myself a total of an hour to feel sorry for myself. The first time I got fired I gave myself three days to throw myself a pity party. It’s OK to embrace all of the non-productive “woe is me” thoughts during this time. But once the time limit I set in advance was up, I set my mind into a state of focus on the next steps. Fight the urge to bring up or dwell on negative thoughts. They won’t serve you and won’t change anything.

Create your to-do list.

Step one to moving forward is starting something … anything. Often, the less time you put between your last day and getting back on your journey makes bouncing back much easier.

Focus on completing your to-do list. Put yourself into something that is cathartic but also measurable. Blend it with the three things you need to learn from the earlier bullet point exercise (Remember: X, Y, Z, / A, B, C, and 1, 2, 3). Even if you don’t believe in the reasons for your untimely exit, these points are still somewhat valid. Set a schedule that reflects working hours and begin working through your “to do list.”

Depending on your circumstances, you may feel that some self-improvement is necessary. Go for it. Find out what courses or books might help provide you with the insights and skills you need to take you to the next level. Perhaps even consider meditation if you don’t practice it already. A clear mind is ready for new challenges.

From there, of course, you’ll want to think about creating income. In other words, finding a new job. Spend time updating your resume, portfolio, and LinkedIn profile. While you’re on LinkedIn, consider reaching out to your connections. Someone you know in your industry might already be hiring for your next dream job. Never forget to ask for the job at the end of a meeting for just help in general. I always try to remember to ask people how I can help them for good measure, as well. Create a list of job prospects and keep it updated as your conversations progress.

Be proactive about staying positive.

Finding a new job might happen fast, or it might take some time. What should you do if the negative thoughts persist? Repurpose them into something constructive. Gamify it.

  • I’m not good enough = Work through a tutorial on YouTube and learn a new skill
  • Nobody will hire me = Make three new connections on LinkedIn or apply for three jobs
  • Nobody likes me = Read a chapter of a self-improvement book of your choice
  • I don’t have a network = Go to one event per week (virtual!) and meet three people

What came of my job losses?

I used all of my negative experiences as momentum and pure energy to drive forward. I went all-in on working toward setting meetings and interviews.

And you can do that, too.

After my last firing, I came to terms with my desire to run my own companies again rather than defer to others. Public speaking came first. I landed a ton of talks at meetups, keynotes, and guest lectures. When talking about what I was working on, I had a sense of humor about my job loss and used the opportunity to also mention I was looking for new clients and investment.

Ultimately, I went full in on my digital marketing/growth-hacking agency and proptech startup for architects.

Losing your job is not your identity, so don’t make it into one. Unemployment is temporary.

Remember things always get better when you’re being constructive. Building a to-do list and sticking with it should be your goal for now.

And whatever you do, don’t feed negative thoughts. They grow every time you give them a chance. Use any negative inclinations that spring up as momentum to get more done.

Never be afraid of asking for help. Put yourself out there. I’ve certainly done it here.

By: Taylor Ryan CEO Klint Marketing

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