How to Show You Really Want the Job, with Julissa Vasquez
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If you are applying to hundreds of jobs each week, it can be difficult to remember what all you’ve applied to. So when you get an interview, you may appear not to be excited about it, and that is a red flag to an employer. Find Your Dream Job guest Julissa Vasquez says a great way to stand out from other applicants is to know why you want the job, why you’re the best fit for the job, and the immediate needs of the company. Julissa wants you to do your research on the people who work there, and the values of the company, and then share how you can meet those needs with specific examples that show you really want this job.
About Our Guest:
Julissa Vasquez the people and culture director for Adelante Mujeres. It’s an Oregon-based nonprofit that’s building a more just society by empowering Latinas to lead.
Resources in This Episode:
- Learn more about Julissa’s nonprofit by visiting www.adelantemujeres.org/.
- Connect with Julissa on LinkedIn.
Transcript
Find Your Dream Job, Episode 490:
How to Show You Really Want the Job, with Julissa Vasquez
Airdate: February 26, 2025
Mac Prichard:
This is Find Your Dream Job, the podcast that helps you get hired, have the career you want, and make a difference in life.
I’m your host, Mac Prichard. I’m also the founder of Mac’s List. It’s a job board in the Pacific Northwest that helps you find a fulfilling career.
Every Wednesday, I talk to a different expert about the tools you need to get the work you want.
Employers can tell when you’re excited about a job.
And when you’re not.
So you need to focus on the positions that excite you and strategies that demonstrate your enthusiasm.
Julissa Vasquez is here to talk about how to show you really want the job.
She’s the people and culture director for Adelante Mujeres.
It’s an Oregon-based nonprofit that’s building a more just society by empowering Latinas to lead.
Julissa joins us from Hillsboro, Oregon.
Well, let’s get going, Julissa. You’re a hiring manager, you talk to candidates all the time. Can you tell if an applicant is not excited about the job?
Julissa Vasquez:
Oh, absolutely.
Mac Prichard:
What are the signs that that’s happening? What do you see when you meet a candidate who’s not excited about an opportunity?
Julissa Vasquez:
They tend to be non-responsive. They didn’t take the time to review and read the actual job announcement. They just come unprepared, and that energy doesn’t come off, right? This is just another place that they have applied to, and you can just feel it and see it.
Mac Prichard:
Why do applicants put themselves in this situation?
Julissa Vasquez:
Well, I think it depends on how the market is, and just feeling a sense of pressure, and going after quantity and not quality, and not being very targeted in what you want, thinking a job is just a job and that’s, unfortunately, going to come through. I think candidates really need to put together a strategy as to what does it look like where they want to work? What does that job look like? And be very targeted.
Mac Prichard:
Sometimes I meet candidates who say, “Well, I’m applying to a lot of places, but it’s because there’s an urgency here. I need to find a job and a paycheck quickly. That’s why I’m sending out lots of applications.”
What do you think of a strategy like that, Julissa?
Julissa Vasquez:
Well, it’s a strategy, right, Mac? But it might take you a little bit longer because if you take the effort to fill out the application, go through the process, but you’re not really engaged, then you’re going to keep doing it over and over. Versus, if you’re really being very selective as to where you are applying and investing the time in those jobs, with those organizations, it’s going to come out, and you’re going to be more successful in going through that process.
Again, if you know what you’re looking for, even if you don’t get that position and you go through that process, you might be better positioned for a future role within the same organization or a similar job because going through the hiring process is still a learning process.
When you are being very intentional and you invest that time, versus, “Yes, I’m going to apply, I’m going to go through the process,” but you expect a job when you haven’t put the right amount of effort into it, is probably not the best strategy.
Mac Prichard:
What about the candidates who are excited about a job? As a hiring manager, when you meet someone like that, what do you see that applicant do? What’s that like?
Julissa Vasquez:
Like I said, it’s so many different things, from them being responsive, being excited, like, “Yes, I did, I remember.” Sometimes it’s like, “Wait, which job did I apply to?” No, “I remember applying to this and I was so excited, and of course, I’ll make myself available to come and see you.”
Passion just comes out in the tone, in following through on their actions, and so many things that we see throughout the process. You can just feel it, as a hiring manager.
Mac Prichard:
Can you see it in the application too, both the cover letter and the resume, before you actually talk to someone?
Julissa Vasquez:
Oh, absolutely. I mean, even just the cover letter. I know it’s a debatable topic, whether to include a cover letter or not, but honestly, that’s your opportunity to have a conversation with someone before you even have a real conversation. Including a cover letter is a must. That’s someone who really took the effort to go above and beyond, and being able to really tie it to why I’m the best person for this job. I’ve taken the time to really read what you’ve written out there. I’ve taken the time to learn about your organization and here’s why I would be a good fit, using all of that.
It isn’t a cover letter just talking about me, me, me, me. No, it’s that match, that link between making sure that the resume is for the right job instead of a different job. I applied for this HR job, but yet it’s a resume for finance. Those kinds of things, filling out all of the things in the application, all of the fields in there. It shows me that someone did take the time to apply here.
Mac Prichard:
Let’s talk about cover letters because that’s one of your tips for showing that you really want a job, and you encourage people to write a unique cover letter for every position.
How does this help you show excitement as a candidate? You touched on some points, but what makes a unique cover letter convey that enthusiasm?
Julissa Vasquez:
Well, it’s very concise and to the point as to, “I was excited when I saw this job because…” And then detailing out those very specific reasons that are very unique to this job and to the organization. It’s not something that you’ve just copied and pasted over to every job because I know that, sometimes, we have a cover letter, “Here’s why I would be a great financial analyst,” for example. That could be at any organization, but no, “This is why I want to be a financial analyst in your organization.”
Hitting on points that you may know about the culture, hitting on points that you may know about that industry, about that organization and their mission and what they’re working on. That’s super important.
Mac Prichard:
How do you recommend candidates research those questions and find out about an organization’s culture, mission, and where they stand in an industry?
Julissa Vasquez:
If you’re doing a targeted job search, then you already have your eyes on certain organizations. They may or may not have a job posting, so way before that, you should be networking with anybody that you know, already in that organization, since you have it in sight. Put your targeted companies on a spreadsheet, and who do you know that knows somebody there, and then have those conversations.
If you don’t do that ahead of time, that’s fine, but when you see the posting, and while you’re going through and getting your cover letter and application ready, then go and reach out and talk to those people. Also, research the website. There’s so much that you can find out now, online, about company culture, what it is to work, what the company is doing, that you can use to explain and talk about how that would be a fit with what your values are and what you’re looking for.
Mac Prichard:
Well, I want to pause here, Julissa. Let’s take a break.
When we come back, let’s talk more about how you connect with people who work inside an organization.
Stay with us.
When we return, Julissa Vasquez will continue to share her advice on how to show you really want the job.
We’re back in the Mac’s List studio. I’m talking with Julissa Vasquez.
She’s the people and culture director for Adelante Mujeres.
It’s an Oregon-based nonprofit that’s building a more just society by empowering Latinas to lead.
Julissa joins us from Hillsboro, Oregon.
Now, Julissa, before the break, we were talking about how to show you really want the job, and one of your tips at the end of the first segment was to connect with people inside an organization and also to have a list of targeted employers so that you know where you want to apply.
Talk more, Julissa, about why it’s important to connect with people inside an organization, either when you apply or before you send out an application, and what advice do you have for someone who might not know anyone inside that organization.
Julissa Vasquez:
Yeah, so, Mac, you know that so much of our recruitment process is now automated, whether it’s AI tools, technology, et cetera, so that’s not to say that there’s not a human behind this hiring process, so that’s what we’re trying to get to. Let’s get to that human, whether that’s someone in the HR department, particularly in recruiting, or just someone in the business that can have a lot of say about someone that you know. There’s a lot of value behind having a referral. That’s where being able to use your network and connections to be able to get your resume in front and have someone speak on your behalf would be the ideal goal.
As you said, I think sometimes we don’t always know somebody, and let’s use LinkedIn, let’s use our tools, let’s use our physical network to find out someone who does know someone there. To some degree, we all have these connections, but I think the other thing you get with not just sharing the resume, is you get to talk to someone who actually works there.
You get to have insights as to what it really is to work there, what kind of projects are they working on. You’re able to talk about, and in the interview really use that, have those opportunities that you can bring up, “Well, I heard that you’re doing this,” and I guarantee you that an employer is going to be super excited if you talk about something that isn’t accessible online.
It’s like, “Oh, you went above and beyond and really tried to research us.”
Mac Prichard:
Well, terrific. I know that another way you say candidates can stand out, and this surprised me, it’s simply to respond back on time when you hear from an employer. This seems like table stakes, Julissa, but is this an issue? In your experience, as a hiring manager, do you find that people aren’t responsive?
Julissa Vasquez:
I have found it more so in certain demographics, age demographics. I’ve found it in more industries, but yes. I think it shows to that point of someone who might just be applying like crazy and not remembering that they applied there, or being busy with other things.
Keep a list. Keep a list of what you’re applying for and when you applied. Download that job announcement just in case it’s not available. I think some companies are also taking a long time to reply; it really depends on the volume, so you as a candidate might have forgotten and therefore, you’re not responding, which, again, doesn’t look good because once the company is ready to start hiring, they’re going to want to move fast, so you’ve got to be responsive.
Mac Prichard:
What does responding on time mean to an employer, like you? Is it getting back within the hour, the same day, the next day, a couple of days? What makes a candidate stand out?
Julissa Vasquez:
Great question. I think for me, if they’re taking longer than a day, I would consider that as not very interested, so ideally it would be within that day, no more than 24 hours.
Mac Prichard:
Here’s another tip that you have for showing that you really want the job, and that’s to confirm interview details in advance with an employer when you’re asked to come in and talk, either virtually or in person. What kind of confirmation should you ask for and why is this important?
Julissa Vasquez:
Well, first off, you want to show up on time. Whether it’s virtual or in person, you want to be able to know that you’re logging on ahead of time, that you have no tech issues if it’s a virtual meeting, that it’s the right platform. We have so many platforms now.
If it’s an in-person one, what’s the parking situation like? How much time should I plan for that? Is there a lot of traffic in this area at this time? So that I can plan accordingly. Am I going to need to be let into the building because of security and I’m a visitor here?
All of those little details are things that you as a candidate should think through, and if those weren’t shared with you by the company, because when you’re working there, you take for granted some of those things, but you ask for those, and proactively ask for those. Again, that shows that you’re really looking forward to, you’re preparing for this, and you want to make sure that you’re showing up in the best manner.
Mac Prichard:
How about the names of the people that you’ll be meeting with? Is it appropriate to ask for that information and how can you use it when you do get a response?
Julissa Vasquez:
Oh, it’s super appropriate. In fact, if it’s not already in the calendar invite that you have, that you can tell, absolutely ask who’d be the panel because then that helps you do some research on who they are, most people have LinkedIn, you can look them up, find something in common. Did you maybe go to the same university? Did you work in a prior company?
But also the functions that they represent, and it’s like, “Why did they bring in this function to assess? That must be someone that I’m going to work with really closely. How can I then think about those questions at the end of the interview?” Because every interview should have, “Do you have any questions for us?”
Be really prepared and be really thoughtful. Don’t use generic questions, but relate it to the people that are in the room.
Mac Prichard:
When you’re putting together those questions that you’ll have for the interviewer, do you have a go-to question that you always recommend or when a candidate asks you’re impressed by?
Julissa Vasquez:
You know, there’s one that I think is very thoughtful, and even me, as a candidate, have used it because I really like the way that it comes out and it’s, “Is there anything else that you want to know about me that you didn’t ask?” I think that’s the opportunity to really put the panel on the spot about, is there reservation? Or, what else do I need to assess this candidate? And you’re giving them that opportunity to do so.
That, I think, is always a good one to ask at the end. As well as following it up with the closing as to why you’re the best person for this job according to what you have outlined as the skills that you bring forward and the match to this job and to this company.
Mac Prichard:
You mentioned confirming details a moment ago as part of your preparation for an interview. What other steps do you see candidates who are excited about a job take to prepare for an interview?
Julissa Vasquez:
Definitely being very familiar with what the job is, what the required skills are, providing those insightful questions at the end, because you’ve got to treat this interview as an information sharing, right?
So you have those questions that maybe you still want to learn a little bit more about, and coming in there citing, being very clear on the examples that relate to past experience that you have for those skills, but also referencing things where you have researched, whether it was those connections, that you used to talk to people, or what you found online, really finding those opportunities to highlight that you’ve done your research. That you really want to be here, and of course, it’s about feeling excited.
Mac Prichard:
The interview is over, you’ve gone home; you’re a big fan of sending thank-you messages after a conversation. How do you recommend people do that and how does that help you show that you’re really excited about the job?
Julissa Vasquez:
Well, it goes back to finding out who’s on the panel, right? Getting that information ahead of time, which, hopefully, you have, and if not, get it there in the panel. You send individualized thank-you’s, that you were able to really connect with something that was said in that interview to the particular individual, or something that you’ve found on LinkedIn, that you can connect. Then, really reiterating what you have mentioned about your particular skills and your particular experience.
You want to be memorable. You want them to remember you in every aspect, as I’ve been mentioning. The person who wanted to confirm information beforehand, who really knew what they were bringing forth in the interview, and was very concise in their examples, and showed their passion and excitement all the way to the closing. “I’m excited, as I mentioned. I wanted to put it in writing here, for you, and please let me know if there’s anything else that I can share about myself that will make this decision easier to decide?”
Mac Prichard:
Well, it’s been a terrific conversation, Julissa. Tell us, what’s next for you?
Julissa Vasquez:
Yeah, so really supporting the mission of my organization, Adelante Mujeres, which means, “Women Rise Up” in Spanish. As a culturally specific nonprofit that is attending to the needs of the Latina community in Oregon’s Washington County, we continue to serve 17,000 people a year in the areas of education, entrepreneurship, leadership training, and health and wellness. I’m excited about that.
Mac Prichard:
Terrific. I know listeners can learn more about the work of your organization by visiting the Adelante Mujeres website. We’ll be sure to include a link in the show notes, and that you also invite listeners to connect with you on LinkedIn. When you do reach out to Julissa, please mention that you heard her on Find Your Dream Job.
Now, Julissa, given all of the useful tips that you’ve shared today, what’s the one thing you want a listener to remember about how to show you really want the job?
Julissa Vasquez:
Make sure your passion comes out. Be really, really excited, and have it show throughout the entire process.
Mac Prichard:
Next week, our guest will be Trudy Hylemon.
She’s an accomplished human resources leader and a career coach.
In her 25 years in HR, Trudy has reviewed thousands of job applications and interviewed hundreds of candidates.
She’s seen what works and doesn’t work when you apply for a job.
Join us next Wednesday when Trudy Hylemon shares her advice as an HR professional about what successful applicants do, from resumes to references.
Until next time, thanks for letting us help you find your dream job.
This show is produced by Mac’s List.
Susan Thornton-Hough schedules our guests and writes our newsletter. Lisa Kislingbury Anderson manages our social media.
Our sound engineer and editor is Matt Fiorillo. Dawn Mole creates our transcripts. And our music is by Freddy Trujillo.
This is Mac Prichard. See you next week.