Career Coach Office Hours: February 25 2022 | JobSearchTV.com
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I wasn’t feeling well, so I didn’t answer all the questions I received. The ones I answered were:
03:15 How should I answer the job interview question, “How are you different from other candidates?”
05:31 What are three things that hiring managers would prefer that you didn’t know?
06:27 What are the signs that the recruiter didn’t like me during the interview?
07:35 How can I hire great freelance talents over mediocre ones?
10:36 My employer is merging with another company. I’ll be moving from salary to hourly. The new company is taking my salary and dividing by 42 hours a week instead of 40. Is this typical?
13:11 I want to build a new website for a restaurant. Should I hire a freelance web developer or should I just build it with WordPress or Wix myself?
14:10 Outro and how to find out more
Your Voicemail Message and The Choice You May Have to Make
How should I answer the interview question, “How are you different from other candidates?” What a moron I question! I’ve got to say that right off the bat. What do you really expect to learn from most people? They’re going to wind up being kind of ordinary, in the course of, of how they present themselves. They’re all going to say things like Team Player, leadership, they’re going to talk about fluffy things.
If I were you to try to answer this question, I would talk about something personal. I would talk about your background and how you got to this point, and how it has affected you and help to cultivate you into the person you are professionally. So in my case, I might talk about I grew up in New York in The Bronx, and I’m someone who always had to put in effort to be effective. And whereas other people would give up or switch topics, I had a degree of perseverance to what I did. I think that came from my playing sports. But I bring that into the workplace that determination to get great results. It doesn’t mean there are things that you shouldn’t walk away from I just want to be clear. I’ve learned those lessons too. But I think what makes me a little bit different beyond simply the skills and The what have you is what I bring from my life as well, that allows me to be an effective person for you.”
And what that does is engages you in a unique conversation with the person who’s interviewing you. Remember, it’s not just what you say that matters. It’s how you say it. You have to convey sincerity as you answer that question. So that’s the way I would approach it. I think it would help you a lot.
What are three things that hiring managers would prefer that you didn’t know? I’m just going to say my answer with one. And the one thing they don’t want you to know is why the last four people who sat at the desk, that they’re going to ask you to sit at why they left half the role? Do you think you’re the only person who’s ever sat there? Of course not. Other people have been in that job and have left, they don’t want you to know why they left why they become frustrated, they may not have been the manager for them, but they may have been. And the result winds up being if they were the manager, they don’t want you to know how it was that they frustrated this person, how they didn’t get rid of the friction that interfere with him doing a great job, and a bunch of other things. So that’s what they prefer, you know.
What are the signs that the recruiter didn’t like me during the interview? An abrupt ending, they don’t sell to you at the end. And my thing is, the more they talk, the more they like you. So when they’re talking to you about what’s gonna happen next, and what the work is going to be like, and what the team is going to be like. That’s a good sign. However, if they don’t take the time to offer that up to you, it’s because they don’t care. It doesn’t matter, you’ve been rejected. So I think that’s more these are more questions for hiring managers, recruiters, I’m where I answered this about corporate recruiters. They want to hear that you’re a square peg for a square hole. That is they have a list of skills that they want someone to have, and you need to have them and make it easy for them to find out that you have those experiences. Beyond that, is really the hiring managers could make a decision.
How can I hire great freelance talents over mediocre ones? At times, I see questions and they are bizarre to me. So what makes one person great and another one mediocre? Because that mediocre one could be great to someone else. So it’s to some degree, it’s subjective based, and the sun degrades based upon the need that you have. After all, if you asked me to do graphic design, I can’t do it. But if you asked me to do coaching, I’m world class. So what makes someone a great talent versus a mediocre one? You have to define that for yourself. And that becomes the launch point of the conversation with then from there, you set down criteria of how you’re going to evaluate people. That’s going to determine whether or not they meet those criteria. Do you need them to work in house or with your people this the relationship skills become important, on and on and on, you can dissect it and identify those qualities that I think will make you a select a particular person over another. Now I did an article for Brainz magazine. I think it came out earlier this week. And I’m gonna see if I can find it. Yeah, hiring the right people. I think the concept applies here as well. And I’m going to put a link to it in the show notes. So it’s visible. But it’s a good article that starts off with the premise that most of you have a lazy approach to interviewing. And the result winds up being that you use predictable questions that most people can do homework for to find the right answers. By the way, the title of the article is “Hiring The Right People.” So here I lay out a number of different ways where you can be better at your selection process. And it starts off with not asking the question, “tell me about yourself.” Walk me through your background.” The same thing is gonna apply here with hiring a freelancer. You have to be clear about what it is that you’re looking for, and the way you have an expertise, and how you’re going to evaluate for, whether the ability to relate to other people is going to be important to you or not. And how you’re going to have routine and yourself evaluate for them. This is really how it’s going to come down, which is going to differentiate one person from another and help you select someone who’s going to be great for you.
My employer is merging with another company, I’ll be moving from salary to hourly, the new company is taking my salary and dividing it by 42 hours per week, instead of 40. Is this typical? The entire setup is not typical. The entire setup of them switching you from from an annual salary to an hourly salary is not the typical way to go. What they tend to do is leave well enough alone for a period of time and figure out who’s who they want to keep is the truth of it. Switching to hourly, you probably lose benefits, right? And thus, it’s not only just the 40 hours, it’s the loss of benefits that occurs too. So, recognize that and try and do things that are going to allow you to well. I’m going to tell you point blank start looking for something else, because they’re not invested in you. You’re just a commodity to them. And you want someone who values you appropriately. Switching from 40 to 42 hours, knowing that you’re going to have to pay benefits. Not right. Now, if you’re someone who’s working 60 hours a week, well, before you earned an annual salary. You probably weren’t paid for those additional hours. Now you will be. But if you’re just someone who’s doing your job, you’re taking a pay cut here, and you’re losing benefits. And it’s not right. I would consult a state agency like, in New York, and it was called the Department of Labor, and just get advice from them about whether this is something you can accept and whether it’s legal. I don’t know that it is legal or isn’t legal. But I just think it’s something to look into with some of them
So I want to build a new website for a restaurant. Should I hire a freelance web developer or should I just build it with WordPress or Wix? How about you hire a freelance person to build it with WordPress or Wix? You know, I’m gonna work with the assumption you’re not a web developer. It takes work to get right and to look well. pay someone to do it on one of these two platforms, it will be so much easier for you, and then learn from them how to maintain it, work it into your pricing that you want them to teach you and to be on call for you to answer your questions that will allow you to make your own changes instead of relying upon that.
Career Coach Office Hours February 22 2022
[svp]http://www.youtube.com/watch?v=426_JE6-pO0[/svp]
Two Final Interview Mistakes That Will Blow the Offer
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 more than 2100 episodes.
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