Tony Beshara

Since 1973 as America's #1 Placement and Recruitment Specialist I've helped thousands of candidates find the job they're looking for.

Tony has been featured on the Dr. Phil Show numerous times and according to Dr. Phil, "Tony Beshara is the best of the best" at finding people jobs. More about Tony...

By: Tony Beshara
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…rituals and routines


Any deep study of the activities of successful business people, athletes and professionals find that in their day-to-day function of what they do they establish rituals and routines…

Rituals and routines are part of most any successful person’s daily endeavors… they develop early in their career specific ways of doing things and ways of approaching their sport, their art or their business… these successful people rely on rituals and routines to carry them through the difficult challenges they face every day… no matter what business or profession you are in, there is a great degree of unknown… life, obviously, is a series of ups and downs… a lot of what happens to us we don’t expect and we can’t predict…sometimes even hard to prepare for.

The psychological aspect of developing rituals and routines gives us the confidence and dependability of what we do know so that when we encounter difficult or unpredictable situations we can rely on at least the rituals and routines to “carry us”

The same is true in a job search… it is especially true when you are looking for a job full time… one of the biggest difficulties people encounter in a full time job search is developing a specific system of rituals and routines that will help carry them through the unpredictable results of the interviewing and finding a job…

I recommend in my books and my online program to develop a daily system of rituals and routines that provide a systematic approach to looking for a job that becomes a process… by relying on the process you don’t have to worry about the result…

Rituals and routines would be things like getting up exactly the same time every morning… early every morning… developing routines like prayer, spiritual and psychological readings first thing in the morning… personal disciplines like making your bed every day, dressing in a business suit and approaching the daily activities of looking for a job in exactly the same way every day… the unknown ups and downs of getting an interview and interviewing well and how long it takes to do that can be offset by a strict regiment of making the same number of calls every day to try to contact hiring authorities, making a presentation of yourself to a prospective employer and making sure those number of calls are sufficient enough to get quality interviews…

An undisciplined approach of waking up at any time it feels good and trying to find a job over the Internet in your house slippers unbathed and or unshaven isn’t going to cut it… spending time on the golf course to break the monotony of having to look for a job isn’t really going to help… and yet it’s very easy to fall into these kinds of traps

Even if you have a job, you can design rituals and routines for your job search around your daily activities of work…

Relying on rituals and routines will make a phenomenal difference in your job search…

…tale of two candidates..


One of my clients recently hired a candidate…here is the story of why he hired the one he did…the lesson is so clear…

I recently interviewed two candidates in a final round before making a hiring decision. The position I had open was for mid-market enterprise companies with between 5,000-15,000 employees. Our industry is in IT services in the cloud, as well as software solutions; all storage and archiving related. In my search, I was looking for a hunter with 5-10 years selling IT solutions. Our typical hire has a storage related background, but a solid IT background also seems to fit.

The two candidates both had great track records with achieving their numbers: one in the storage hardware industry, and one in the software industry but with a security background. They were both aware they were the final two candidates. I went as far as letting them both know where they stood and that this was the final stage before moving forward.

The first candidate I met with was the one from the storage industry. The interview lasted about 20 minutes. I asked the majority of the questions around his background, what he had done and why he was successful. I got good answers back. I also asked him how he would attack the territory in the first 90 days. The answer was fairly generic and he was done in about 2 minutes. I asked if he had any additional questions and he said no. He did put the close on me 2-3 times during the interview, which was good, but I was really hoping he was going to probe more about me and the position. I then told him about the remaining next steps, which included an interview with the VP of North American sales and an offer to come out within the next 3-4 days. We ended the interview with an agreement from me to call him that evening with a decision.

I met with the second candidate about 30 minutes later. We sat down and after a few minutes of small talk he started asking me questions. I like this approach because I expect a sales person to probe the customer then to come back with some pertinent information. He asked me questions about each product, calling them by name. He asked who the competition was for each product, what the selling cycles are, who we sell to and why they buy. I spent a good 20 minutes discussing how we sell our products and who we sell them to. He proceeded to pull out a business plan he had drafted with what he would do in the first 90 days. This fell in line with what we had been discussing earlier about product positioning and what our sales cycles are like. We discussed this in the first interview and he did his homework for the final interview. Although he was interviewing for a position outside his past market segment, he was able to tie his past experience into what my position was for and what I was looking for. We spent 60 minutes or so discussing my team, our products, the company culture, my management style and how he would fit in very well with what my expectations were. At the end of our interview, when discussing next steps, he proceeded to ask me questions about the VP of North American Sales, what he was like, what his past was, what I thought of him and what he should expect from the phone call.

What it came down to is the second candidate treated me like a sales call. He interviewed me, took the time to discuss what I was looking for and was able to discuss how he would fit in with what I was seeking. He was constantly probing for more information and tying that information back to what he could provide to me. He took the time to understand our products, our people, and our culture to really see how great of an opportunity it was. I could really feel his excitement about wanting to join the team and be successful.

….the interview is like a first date???


…some gal  on the Internet tells people a job interview is like going on a first date… this is ridiculous… the gal might be a good writer, or a good researcher, or whatever… but don’t buy this garbage!

An interview is not a DATE… an interview is not SOCIAL… an interview is a SALES situation… they’re 43 other people competing for this job… you have to be forceful and aggressive… an interview is NOT a “two-way street” of give-and-take… Until you get to the final interviewing stages it is a “one-way street”  and  you  are doing all of the selling… you gotta be downright pushy… but nice…

P-L-E-A-S-E don’t buy this silly stuff… interviewing is a business deal…PERIOD… certainly you want to get people to like you but you have to show them how you are going to benefit their organization… make ‘em money or save ‘em money…Don’t try to complicated anymore than that.

…kerry hannon asked some great questions


Tip of the week

Tip of the week

The Bogus "Informational Interview"

Here's one example of the phony advice being offered to new graduates and other first time job seekers: "pursue informational interviews as a way to expose yourself to an organization". Supposedly, employers are willing to accommodate a fact-finding interview, an "informational interview", even if they do not have an open position.

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Unbeatable resumes

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