Career Coach Office Hours February 18 2022 | JobSearchTV.com
I answer questions about your #jobsearch #hiringstaff #management #leadership #workplace issues and anything work for that matter, join me at 9:15 AM Eastern and put your question into chat.
You can also email questions to TheBigGameHunter(at) gmail.com and put the phrase “Office Hours” into the subject line and I will answer it on my next show. #careercoachofficehours #careercoaching #careercoach #jobsearchtips #jobsearchadvice #interviews #hiring #managingpeople #leadershipskills #linkedinlive #linkedinlivestreams
00:00 Intro and Coffee Toast
03:15 Is it a good idea to warn your interviewer in an email before the interview that your English language skills are bad?
05:14 How soon is too soon to dismiss an applicant who came to a scheduled interview when you know after the first question you will not hire them?
06:12 I was a nurse leader before going on sabbatical to take care of an ill parent. Since returning to work, I’ve only been able to get short-term assignments. I think HR thinks I am fly-by-night and don’t know how to overcome this thinking of theirs.
10:43 Can you modify your job title on your resume to better reflect your actual job responsibilities and role?
12:11 When I tried to match keywords in a job description or an ATS, I have to remove accomplishments to keep the resume to two pages. What should I do?
16:57 With all these “now hiring” signs, why does anyone need to beg for an interview?
20:27 I have been submitting hundreds of job applications and applying online, doing it the right way. It’s been more than a year and literally no company wrote back. Is finding a job online a myth?
23:45 If turnover in customer service is high, and recruiting/onboard costs companies a lot, why are they so dismissive of problems that caused high turnover in the first place? Is that cost small compared to fixing the problem?
25:48 How is managing people different than managing managers?
27:10 Is it ethical to reject a job offer I already verbally accepted?
29:29 Is giving out a salary range in the job description a bad idea for the employers? 32:03 Why do recruiters say that they are going to discuss pay on the day of an interview?
33:01 What if someone uses fake pay stubs for proof of income?
34:45 If a new job seems very different after the first day than what you were led to believe during the interview process, what is a reasonable amount of time to stick with it before finding something else? 36:49 Do businesses call jobs “entry-level” so they don’t have to pay you more?
If 37:55 Outro and How to reach me
Hi, it’s Jeff Altman, The Big Game Hunter and welcome to Career Coach office hours for February teeth 2022. I hope you have a great weekend coming up. And I’ll start off by saying, I spend some time twice weekly, talking with people about job search, hiring more effectively management leadership, dealing with different workplace related issues. And in doing so, people send me questions in advance of the show. So that in this way, I get organized. They may not be able to be online at the time, I’m answering questions. And you can pick up your answers on LinkedIn, YouTube,
Facebook, from the shows, because I, I distributed to all three platforms. So if you’ve got a question today, and you’re watching me, you can put it into chat.
Or, if you’re watching this for the first time, you want to check me out a little bit first. You can also email the questions in the after the show, and I’ll deal with it next Tuesday. And respond to you that just gonna remind everyone that beginning March 1, I believe that’s the first day of the month, the hour of this show is going to be switching to 1pm. Eastern time. So Tuesdays and Fridays at 1pm. Eastern time beginning March 1, the idea is I want to accommodate the people in the West Coast have been complaining that it’s too early in the morning for them, I get it. So it’s so long fare on the East Coast is long jam, or the Central Time Zone, or early mountain, but definitely on the West Coast, that seems to be a reasonable time for him. So, again, march 1, we switch times. And I’ll just simply say, folks, put your questions in the chat about job search, hiring, management leadership, or if you want advice on a particular work, workplace issue, okay. And I start my shows off with what I call a coffee test. And it’s designed to acknowledge those of you who put an effort because most of the time institutions take you for granted. So an acknowledgement of those of you who care about your work, you may not like the place you’re working at now. But work not for the headaches that you’re getting there. The limited pay the frustrations, you want to put in best effort. So I’ve acknowledgment to you.
So I’ve received a lot of questions in advance of this show. But I’ll still cover things for those of you who are who put questions in the chat. Because today’s a day where I have time beyond the half hour that I would normally do this show to be able to respond to folks. So I haven’t counted the number of questions, but it’s a lot. So the first one is, is it a good idea to warn your interviewer in an email before the interview that your English skills set is not particularly good or frankly, is bad?
So if you’re being represented by a third party recruiter, have them do that for you. There’s no reason that you need to put yourself in that position. Also, you can basically have them set, he or she is understandable. But they have an accent. And English is not their first language. Well, do they have decent comprehension? That’s going to be the follow up question and the recruiter can tell them yes. If that’s true, if you don’t have decent comprehension, the probability is the interview is going to be canceled, which is a lot better than having the headache of going. Now, if it’s you doing it, I frankly prefer you to not do it.
You know, I don’t think he can. You’re not buffered from the person on the other side. So let it go. Go in and perform as well as you can or get online and perform as well as you can take the time to speak clearly to enunciate and thus to demonstrate you are at your best in terms of English language skills, okay? Again, you know, you’re at a disadvantage when your English skills are not great, at least in the US. So, again, putting your best performance. If you’re having trouble understanding what’s being said. You can always follow up by saying I just want to make sure I understand your question clearly. English isn’t my first language. So are you asking me for fill in the blank? And that just becomes a way that you can address that. Good luck by the way.
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Number two, how soon is too soon? To dismiss an applicant who came to a scheduled interview when you know, after the first question, you’ll never hire them.
So when I hear stuff like this, it’s bias, you’re you’re taking a look at them. One question is enough for you to reject them.
You know, listen longer, LinkedIn user, cheers to you, regionally. Cheers back. atcha. And I’ll come to your question in just one second. Okay. So Cut the crap, you know, ask more questions. You know, find out more now, if the question was, this is an essential skill for me, we must have that experience. So if you don’t have the experience, knowledge was that, well, maybe you can help this person, you know, in terms of other organizations that, you know, be useful to them. You can explain afterwards, that, you know that one thing I mentioned at the beginning is required, but I thought I would ask more questions to learn more about you to see if I can recommend you to other people. So that’s a gracious way of doing it. But to end the interview after one question, it being rude.
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Now, let’s see what the question is here. Good morning, Marie. Julie. I’m a nurse leader with over 10 years of senior leadership experience. However, I have to take a sabbatical. My return to work has been very challenging with many short 10 years do mergers, acquisitions, and workforce reductions. I’ve taken a few interim positions, pending finding a home but I think HR thinks I’m a fly by night. Okay, so thank you. That’s a great question. Because it’s not just simply for nurse leaders or nursing professionals, that this is an issue. It’s for anyone who’s left the workforce for any period of time trying to return to work. So let’s start off with it’s not just what you say that matters. It’s how you express yourself. And especially during COVID times, yeah, it’s complicated. And you’re a nursing professional, everything I hear them indicates that there are shortages of people like you in the market. So I know that there’s going to be a facility that’s going to take you I think the bigger issue is the industry is changing. And they’re looking for more temporary work, they’re looking for more, versus the variety in on their white horse, and save the day. So number one clip for you to take care of the parent. And I’ll just say,
if you look at an HR person, or speak with a manager and say, you know, I don’t know what you do, but for me, there was no question that given my profession, and given my love for my mom or dad, I was going to take time off from daycare, and I’m returning to work. You know, it’s been complicated out there with COVID. But I’ve been working continuously since, unfortunately, it’s been temporary, and I’m looking for a permanent position.
I’ll do Cham, but I want to feel as though there’s a way there’s a light to be able to convert me to full time when this is after the contractors or the the contract is complete or after a trial period
because I really want a full time position. I’m not a flake, I’m looking for a home. But the market has been such where I haven’t been able to land with an organization that’s committed to hiring people. The financials of the industry changing you know that unless they’re reluctant to bring people on right now full time, however, the right organization will now I don’t know if you’re wed to one specific place in the country. And sometimes, like, I lived in North Eastern Pennsylvania for a number of years, one hospital within a reasonable community where I left if I were looking for something at a hospital that was going to be and I will be dependent upon their financials. If you’re in a small town like I was in a small town at that point. There’s limits to what you can accomplish in this interim work as as far as you can do. So I’ll just simply say keep playing
Logging, the right place will take you on board. I don’t know if it’s your interview skills. If such, you can schedule time with me, I’ll be happy to coach you about interviewing. But I don’t suspect that said, I think you’re running into the financials of the industry, and where they Alright, now that you weren’t running into some lunacy in the healthcare professional profession. And I hope that was helpful to you, Marie.
I’m sorry, Marie. Julie. I’d really hope it was helpful. Keep trying, don’t settle. Okay.
And if you have a follow up, don’t hesitate to put it in the chat.
I’ve got another question.
Can you change your job title on your resume, to better reflect your actual job responsibilities and role?
Yes, I’ll give you an example. When I did search, one of the things that would happen is they were unique titles that existed, like they use or I’ll come to you in just one sec. There were unique titles in the industry that didn’t really reflect what it was the person did. So, in, I would use the title, the correct title that the industry would recognize, in the resume. I didn’t want to have project analyst grade 14 on a resume, because that doesn’t mean anything to people. I would say business analyst, for example, because that was an actual representation and what they did, so do something comparable. And when you fill out the application, or meet with HR, and they say, business analyst, what does a business analyst write, my institu ional title was something different. It didn’t really relate to what I did. But I functioned as a business hours. That’s what I did for this organization, by all means, yes. Change the title to make it clear about what it is that you do. And that should help. Let’s see what you have here. I’m finding that I tried to match the keywords in a job description. I’m having to remove accomplishments from my resume, focusing on two pages, how should I handle this? Since I’m concerned about the ATS and not making the pool?
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Pamela, I’ll be with you in just a minute. Okay. So, if I’m understanding the question correctly, what you’re trying to do in your resume is hit the key words. And by the way, the language that they use in the job description shall be in your resume. And remember, they don’t need to know everything about you, they’re going to focus on the last 10 years, they’re going to focus on the more recent work more than anything. And from there trying to make choices about who to interview. And systems are going to do that if you’re applying. So your goal is to demonstrate your fit for the requirement as you understand it to be sooner rather than later in the resume, you follow that? You demonstrate the Fit toward the beginning of page one, because they’re going to care about your more recent work rather than 1015 years ago. So assuming that you’re a veteran individual, the goal is, again, demonstrate your fit early, you can eliminate some of the older work, and summarize it by saying prior experience was as a fill in the blank for this organization. And as as a making up things right now. Customer service professional for four years with this firm, and you’ve indicated your dates. Because it’s old, it’s going to be less relevant. When you fill out applications, you fill them out accurately. There’s no intention to deceive, but it’s the attention to focus. To demonstrate your fit, I’ll give you one other piece of guidance, the thought about the resume, but it’s about the interview. When I coach people about interviewing, I’ll tell them to start off the conversation with the interviewer by saying, hey, thanks so much for making time to meet with me. You’re the first one to talk. You know, I recall the position description but I want to get your take on the role. Could you tell me about the job as you see it and what I can do to help and I do that because job descriptions aren’t always completely accurate. So I want to make sure that you’re up to speed with what they’re looking for. So that this way you can focus in again on what matters to them. Now with that, once you start asking answering the tell me about yourself question that typical way to do it would be to talk about your background for about a minute to a minute and a half. But I want you to do it a little bit differently. And you’ll see how this all ties in. I’ve been in the field now for about 15 years, for the last few years I’ve been working for so and so we’re of them this and that is that the previous firm I worked for was seven servers involved with this with that, and that takes about 2025 seconds. Here’s here’s the word switches. But what’s probably most relevant than my background for this role is my experience with and now you tell them exactly what you’ve done that relates to what they just told you about. It’s the same thing as I’m asking you to do in the resume. They don’t care what you did back in the stone age’s. They care about what you’ve done more recently, focus on that.
Hope that was helpful to you. And Pamela, let’s see what you got.
I have the interviewer and recruiter be consistent. I’m not is that related to?
The answer I gave to Marie Julie, or something else?
I think, is it a third-party recruiter of the corporate recruiter? I’m not sure which one you’re referring to there. And that will help me comment about it. But yes, I do believe there should be consistency that exists between the interviewer and the recruiter. Whether that’s an internal recruiter, the hiring manager is interviewing, yes, everyone has to be on the same page. Because otherwise, you know, from a hiring perspective, you know, there were cross purposes, no one quite knows what is really being sought. They’re interviewing with different intentions at a time waster for them for you. So Pamela, if you’d like to clarify that I’d be happy to comment in more detail. Let’s go to another question. In the meantime, with all these now hiring signs, why does anyone need to beg for an interview?
I think the funniest way I’ve heard that answer is is in an interview I did with someone recently, who described it as being like an eighth grade dance.
And I’m going to give the hetero, sexual example, the boys are on one side, the girls are on the other. And there’s a disconnect between the two. They’re each afraid to walk across the room to ask the other one to dance. Well, the job market is such right now that a lot of positions that are open and the data doesn’t tell you. The media doesn’t tell you this, you have to actually look at the data, a lot of these minimum wage jobs in different parts of the country. It’s retail, it’s restaurant work, where there isn’t a lot of money. And a lot of these people in the last two years have graduated other roles. So it’s hard for people to find to get interviews right now. Who Well, it may be hard. If your resume doesn’t make a case for why you fit the requirement. It may be hard if you’re a professional individual. And you don’t have a network that provides introductions, and you’re just going through the applicant tracking system, which as we all know, is nicknamed the black hole. So. you can get more interviews, if you put yourself out there, if you’ve got a great LinkedIn profile that attracts people to you think about being magnetic. It’s a magnet for recruiters, both corporate and third party and hiring managers to reach out to you. That’s where the disconnect is.
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Low-end jobs. No one wants them. Others there’s competition for. And here’s the fun part of all of this. Because again, most of the data that we see is about a national market, as though there’s a 
national job market, there really isn’t. There are 10s of 1000s of local ones. And that’s really what we’re dealing with now. All these local markets have needs. And if you’re in Illinois, and the job is in Manhattan, doesn’t matter to you. Right? So you’re looking for something locally. And again, there’s a disconnect. So yes, firms have needs companies are hiring. They want to bring people on board, make it easy for them to want to interview you by having a resume that makes a case for why you’re qualified to do this job using your network ideally, to get in the door. So that this way you cut the line to get to the front and learn how to interview well. I’ve got a great video course on that. Called the ultimate job interview framework.
You can order that at the big game hunter.us/interviews, just want to make sure I gave you the right address forward slash interviews, you can if you can also find that on my website, the big game hunter.us. I’ve got a drop down that mentioned the courses I offer. You can find out about that one there. Okay.
I’ve been submitting hundreds of job applications and applying online, doing it the right way. And it’s been more than a year and no company wrote back is finding a job online a myth is, well, you’re doing it wrong, let’s be clear.
LinkedIn usually might come back to you in just one second. You’re obviously doing it wrong. Because when I dissect the job search, it’s pretty easy. If you’re not getting interviews, your resume sucks. So let’s just be clear, your resume doesn’t make a case for why you’re qualified to do the job.
Yours, you’re applying for things that you aspire to, or not qualified for your resume doesn’t make a case. Those are the four basics. So which one of those four is true of you? I don’t know. But one of them affects you. And that’s why you’re not getting in the door. So your resume has to be tailored, excuse me for each individual position. So that this way, you’re not just flipping resumes over the transom and expecting to get results because the proof is you’re not getting any right. So let’s keep plugin, try and do better. And let’s see if we can get some results. And let’s just see here.
[svp]http://www.youtube.com/watch?v=adHMR5PxILA[/svp]
Okay, I already answered that one. Sorry. And I’m good. So let’s go back to the other questions I received by email. I’ll also mention as well. For those of you who may join at our watching on LinkedIn. Please put your questions about job search, hiring, better management leadership, or if you want advice about a particular workplace issue, put your question in the chat. I’d be very happy to answer it. Okay. And I’ll also mention my website, the big game hunter.us is a place where you can schedule time. For a free discovery call a coaching session, to visit my blog, which has more than 12,000 searchable posts, find out about my books and guides the job search. Also, subscribe to job search TV on YouTube. It’s also available through Amazon by the way, but YouTube will have it first most of the time. And I’ve got 7000 Plus posts on YouTube, and no BS job search advice radio is the number one podcast on Apple podcasts for job search. As of now it has more than 2300 episodes. Over more than 11 years. They tend to be it’s a five day a week show. Wednesdays tends to be an interview. The rest are tend to be shorter shows. So again, subscribe to no BS job search advice radio, wherever you listen to podcasts. And on Spotify. It’s known as a video podcast. Okay. Let’s move on to the next question.
If turnover in a field is high, and recruiting, onboarding costs, recruiting and onboarding cost companies a lot. Why are they so dismissive of problems that cause the high turnover in the first place?
Is that costs small compared to fixing the problem?
You know, this happens in fields like customer service, which are commodity fields, how are they going to fix this? hire more people. But there are waves of ins and outs of needs and demands and times of less need in less than man. I’m used. I’m thinking of customer service here. But it is expensive to hire and retrain.
And they may see it as more expensive to have people sitting around doing nothing and paying for social security, health care, and a bunch of other things. Now, I tend to think of feels like customer services is ideal for temporary labor, where a contracting firm or a firm that specializes in customer service professionals, has people working for more than one client. And the customer service agent is fielding calls from a computer firm.
That I’d have to think of similar. So just think in terms of, yes, there’s a lot of turnover that takes place in customer service and another fields. And yes, it does seem expensive the firm’s to fix the problems while dealing with us.
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How is managing people different than managing managers? I always laugh at questions like this. Because it implies that managers are not people.
They’re people, of course. So let’s let’s work with the assumption what happens when you manage managers, you’re working with them to help manage the people underneath. So let’s say you have three managers and 30 people underneath. You’re using your lieutenants to command the troops to lead the troops, the manners, the troops. And as the colonel, the general, however, you want to think of this from a military standpoint, structurally, you’re trying to work through your intermediary to get the results that you want, because you can’t handle 30 Well, right. So by managing managers, you’re leading them to lead the people reporting to them, just like in the military, you work through the other officers to help them get the result from the troops. And you’re not always interacting with them. Okay.
Let’s keep going. And again, if you’ve got a question for me, feel free to put it in the chat.
Is it ethical to reject the job offer I’d already verbally accepted?
Now, the first thing is ethical, what is ethical me? The dictionary definition would probably say something like dealing with moral principles. The one moral principle I can think of here is my word is my bond.
And that one does have meaning to me. But the offer isn’t official, until you have it in writing. And for some organizations have signed off on. So if you verbally accepted, the next thing would be they issue a letter to confirm the terms of that.
So you don’t have that letter yet. So you don’t actually have the offer yet.
Now, let’s go further. The further part of this is, is it ethical for a firm to lay someone off?
I believe ethics don’t come into that. They have to make a business decision that deals with your financial viability for the the other employees, for the shareholders. And as such, they make decisions that are approved for them, that can have an adverse impact upon you. You’re the chairperson of the board of your company, if it has your name on it, and the shareholders of that company, the board of that company, or your wife, husband, partner, the kids, the dog, the cats, your extended family who may be living with you, you’ve got a responsibility to them. If a better opportunity comes in, you take that better opportunity. And let the first firm now the one that’s either verbally accepted the offer, that you’re not going to be joining at the earliest possible thing, okay.
Is giving out a salary range in the job description, a bad idea for employers. Now, there are more places in the United States now that are beginning to require that employers feel disadvantaged. For the longest time they’ve had an upper hand in negotiation because they know what they’re willing to pay and Job Hunters don’t. So there’s a power differential where they’re up high because
They have information that this one doesn’t have. So the way the system used to work and still works in places where you can legally ask, what a person’s current salary is, is they find out the salary and refer percentage increase above.
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And the way the system has been set up. As a result, Job Hunters have always been disadvantaged. Now with more and more firms having to put it into ADS and finding it. And we pause for a second having to put it into ATS, suddenly, there’s a different dynamic. And the truth of the matter is, people push the envelope no matter what if the offer comes in too low, and it’s been in the hand. I know, I coach people to say, I’m curious.
The job ad says you’ll pay 100, and you offer me 95?
Where’s the disconnect? Why didn’t I get the 100? Well, you didn’t test out to the highest part of range of the of the job description by comparison, the people internally, that becomes the nonsense that they give you. And I coach people to say how so to make them justify,
you know, you can always say no to their offer, if they skimp on the money, you can always turn around and say, really $5,000 means that much to you, that you’re going to hold out for $5,000. Really, and kind of guilt them into coming up with more. I think it’s great for Job Hunters. They’re more of them with less power. I think that’s terrific. From an employer standpoint, it causes a different problem. So yes, it does this event, it takes away some of the power that employers have had for years that they’ve missed, they’ve abused.
Why do recruiters say they want to discuss salary with the client on the day of the interview?
Because they don’t want you talking about salary. They think they can negotiate it better than you, you know, what? The probably right. So
with their client is, let me let me back up for a second. If they are saying that they want to discuss your salary requirements on the day of the interview with their client.
They’ve done that before.
So that makes no sense whatsoever. But if they’re saying they want to do the negotiations after the interview, by all means, let them do it. They do have more experience than you probably. So let that go move on. That’s why they want to do it.
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What if someone uses fake pay stubs for proof of income?
Let me finish the sentence. And if they find out, they will fire you.
So a fake pay stub. A lot of firms issue pretty standard looking pay stubs, and they’ll find out seriously, they’ll find out you’ll get fire? Can you get away with it? Absolutely. People get away with that stuff. But do you want to try getting away with it? Knowing that that can be a consequence? You’ll have to go home and tell your wife, husband partner, tell your parents if they’re still alive, that you got fired because you faked a paste? Really? Is that what you want to do?
Do you want to risk that? Your choice? But yes, you can get away with it. Sometimes, and sometimes, sometimes firms have seen the real stub. They know what it looks like and they’ll spot the phony. So, don’t do it really don’t do.
I’ve got a few more questions. I’ll just remind you that if you have a question for me, you can put it into chat. I’d be happy to answer. Okay. And those questions can be a bad job search, hiring management leadership or advice about a particular workplace issue. Okay, if a new job seems very different after the first day than what you were led to believe during the interview process, what’s a reasonable amount of time to stick with it before finding something else?
Next day.
Because interviewing is a process, it takes time. And by taking time, just because you’ve decided
they live on misrepresenting the opportunity to you, doesn’t mean you have to sit there and suck it up forever. So, reengage the process, and continue to look, don’t shut the door on anything, this is what I coach people to do after they join an organization.
Just be in this, put yourself to continue interviewing for a month to two months after you join, which is enough time for you to get acclimated to the new environment and see if it was represented correctly to you. Why do I say that? Because employers exaggerate about the opportunities and the work that a person will be doing. They never talk about the problems in the organization. As a result, you wind up in situations where you risk a lot where you can wind up being stuck in an organization where you’re doomed. So rather than do that, keep moving forward for a little while, and then start closing doors if you need to. So how much time the next day?
And keep logging? I’ve got more questions, but I don’t think I’m going to cover all of them today. So if I don’t cover yours, I apologize.
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Do businesses cool jobs entry level so they don’t have to pay you more.
For most people, they are called entry-level because it is your first job out of school. They don’t take into they don’t consider internships, or part time work while you were in college as being relevant to what they need you to do. You may have done some things related to their job, but you’re a beginner to them. And thus, they pay you less because you’re worth less to them. It’s not about paying you more, but you’re not worth more. And their way of thinking you’re a beginner, you’re a rookie, they’re going to invest time and money into bringing you up to speed helping you develop your skills in your craft, so that in this way,
you wind up being a value to them. So that’s why it’s called entry level you are entering the workforce. It’s really that simple. So I’m going to close things out. If while I’m doing this outro you have a question, put it in the chat. Otherwise, I’m Jeff Altman, the big game hunter. Hope you enjoy today’s show. If I didn’t get to your question, I’ll be getting to it on Tuesday. With Career Coach office hours at 9:15am. Eastern, beginning the following Tuesday, we go to 1pm Eastern. Again, my website is the big game hunter.us at the site, I’ve got more than 12,000 posts in the blog that you can watch, listen to a read that will help you with all these topics that I cover.
In addition, you can find out about my books and guides and courses that will help you with job search and hiring. Also.
Subscribe toJob Search TV on YouTube and No BS Job Search Advice Radio on Apple podcasts, Spotify, Amazon music or anywhere you listen to podcasts. I’m sure my show will appear there. Also connect with me on linkedin@linkedin.com forward slash i n forward slash the big game hunter. I hope you have a terrific day and most importantly, be great. Take care
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ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, as well as executive job search coaching, job coaching, and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2200 episodes.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a discovery call at my website, www.TheBigGameHunter.us
Learn to interview like a pro. “The Ultimate Job Interview Framework” www.TheBigGameHunter.us/interviews Kindle and print versions are available on Amazon.
My newest courses are Salary Negotiation Mistakes to Avoid: https://thebiggamehunter.us/salaryoops and Final Interview Preparation https://thebiggamehunter.us/final
Classes On Skillshare https://thebiggamehunter.us/Skillshare
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