Show Notes Getting passed over or not hearing anything back from an interview can be frustrating. Identifying the "why" behind a rejection  can often be summed up in the measurement of trust between a hiring team and a candidate.Andrew and Scott talk about the ins and outs of building trust with hiring teams.Don't miss these Topics:Which would you rather have: love or trustWhy trust is the foundation for positive relationshipsExpanding your circle of trustThe role of trust in getting interviews and offersAttributes to emulate: consistency, truthful, integrity, authentic, trustworthyThe time needed and the efforts to deliver predictable behaviorThe value of 3rd party referrals and endorsementsExpanding your reach within affinity groupsRapport building skillsHelping the interviewer experienceBuilding others confidence in you to get to the next stepHow to be curious and ask questionsMeasurements of trustResources (including affiliate links)Adam Grant Podcast - How To Trust People You Don't LikeMudbay - Pet Store iTunes: Rate and ReviewRaw and Unedited TranscriptView Transcript0:00 - 05:01Today, seekers radio were actually accessing, one of the most critical things you can take advantage of, in your search where you're working or not. And that is building trust with hiring teams whether it's getting interviews or getting offers. Yeah. Trust is the basis of a relationship of a positive relationship. I think I've said this before, but I remember years ago when I was in college, the instructor asking us, the professor asked us, which would you rather have love or trust? And of course, most people raise their hands when he asked about love and his point was, I would rather have someone trust me because I can love you and still not trust you that a relationship is limited if I trust you and love you that relationship. Is unlimited. Trust is really the basis now if you really distrust, someone the chances are pretty good that, that relationship will never be as fruitful. It will probably end at some point is kinda like meet the faulkners, right? Yeah, there's, there's a circle of trust, and it's likely each one of us has a circle of trust that is kind of a joke. But the idea is probably more people that you trust fewer people that you trust than those that you love. Yes. And if you think about the van diagram, and that the different circles that you have, whether that you're working Byron meant plus your home environment. Plus your, your outside social environment. Those are three different areas and you're looking to stay in that sweet spot, that's going to be true even of different teams at, at work, or if you're not in a job right now, the different people that you're your networking with all of that is going to play a part it's building the scope, expanding your area of trust to include more people and that takes what is trust? Think about that for a second and just kind of wrap your head around that Scott, as we start talking here. What I mean by what is trust is not in a definition kind of way. But what is trust when it? Relates to hiring somebody and what is trust when it comes to getting interviews or going from an interview to offer phase? What are the components that we can talk about that relate to trust in one of the things that I always think about his consistency and consistency in terms of your, your resume, your linked in profile the way, you're presenting yourself, personally to another human being on hiring team being consistent throughout and I'm a firm believer that the only way to be consistent in that way, is to be truthful. I, I know you, we hear all the time about people. Oh, well, she interviewed well, and what's interesting is to see how the person who didn't necessarily present himself or herself, authentically, and honestly, in the interview, and they did really well and they got the job. What their t