In interviews, there's a right way and a wrong way to talk about your HR experience.

Here's the wrong way:

"I have 10 years of experience."

This means a lot to you, your friends, your colleagues and anyone else who understands the value of what you have to offer.

And it should — because 10 years is a long time.

But here's the thing though.

For an interviewer, or anyone else who doesn't know you, it doesn't mean squat.

Why?

They don't know the kind of drive you pour into your work.

And because this is thrown around by just about every experienced HR candidate.

What should you do instead?

Give these words meaning and impact. Spell out in concrete terms why your experience makes you a superior candidate.

There are three steps to doing this right.

1. You need to understand what the hiring manager is looking for in their dream candidate. What will you be expected to bring to the table?

2. You need to make a list of all the wins, achievements, and results you racked up during all these years -- and why this experience was valuable. ?

3. Finally, put these two things together in a way that demonstrate WHY interviewers see your experience as the valuable asset it is.

When you take the time to do this, rather than saying:

"I have 20 years of experience!"

You can say something like this:

"During the last 10 years, I as an HR leader, I've led teams through three
separate mergers. While it is often a difficult time for everyone involved,
I know from experience how to deal with many of the 'people' problems
that are often overlooked, and make the transition as smooth as
humanly possible for everyone."

Now, that has power and impact.

Try it.