It completely erases any trace of neediness. This means you don't have to worry about guarding your body language or facial expressions. You don't need to "fake it" and waste energy pretending that you're not hungry for the job. You can put all your mental focus toward acing the interview.

What is this "secret weapon"?

Abundance mentality.

It's something you feel in your bones -- when you are genuinely not scared about "blowing" any particular interview, because you know you bring value, and if this opportunity doesn't work out, you know how to find more.

So...

How do you get this abundance mentality?

Here's how:

First, you need to have other opportunities in the pipeline. You probably remember my "irons in the fire" policy. If you can, walk into interviews only when you have one or two "backup" interviews scheduled as well.

Having other opportunities isn't enough, though.

Second, you need to know -- as in, know it in your heart and soul -- that you can always tap into your contacts, or the hidden job market, or untapped job "directories" (like the three resources I shared yesterday) and generate new job opportunities whenever you need them.

Because people or circumstances (i.e. rotten luck) can always take job opportunities away from you -- but once you know how to generate new ones, that's something nobody or nothing can ever take away from you.

You'll always be able to tap into the abundance mentality.

It'll be your invisible best friend in every job interview, salary negotiation, and annual review for the rest of your career. It will never let you down.

Invest in this skill.

It's one of the best investments you'll ever make.

There are many different ways to generate new job opportunities. But the best method I know about is Dream Job Formula. (I'm not trying to brag or sound arrogant. The whole reason I created this program is because nobody else teaches these same techniques -- and I know folks need it.)

In Dream Job Formula, I show you how to tap into the hidden job market.

This is the "place" where approximately 85% of hires are made. In fact, it's where hiring managers go to first. They only go to the public market (i.e. job boards, directories, etc.) when they fail to find a solid candidate this way.

I'm going to show you how to reach out to hiring managers who are in this boat, so that you can make their day, save them a ton of hassle, and create new job opportunities while bypassing most of the HR process.