Career Coach Office Hours: January 18 2022 | JobSearchTV.com

Career Coach Office Hours: January 18 2022 | JobSearchTV.com

If you have a question about your #jobsearch #hiringstaff #management #leadership #workplace issues or 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

 

[00:00] Accidental Mute

[00:31] Introduction

[01:31] Coffee Toast

[04:34] Do you think resumes are no longer a useful tool for assessing a candidate’s skill?

[05:51] What are the recruiting trends for 2022 that corporate recruiters should be ready for?

[09:22] What are the advantages and disadvantages of having a video interview as a part of the job application process?

[10:57] How do skills-based assessment tools remove bias in hiring?

[12:57] Is the truth about the USA today that an Ivy League education is still no guarantee of success? Can you get people from Watts who go to UCLA but still need to return to live on a housing project, as they can’t get a job that pays to live in Irvine?

[15:58] Is there age discrimination in software development? I am 45 and find it much harder to pass interviews than 10 years ago.

[16:52] I started a new job this week but it’s not going well. Is it better to start looking for another job now to avoid a gap in my resume in case I get let go?

[17:54] How do leaders manage to get their teams to follow them?

[21:17] Is it a bad sign if you don’t hear back from the recruiter within 2 weeks?

[22:08] As a manager, what is the best way to lead your employees in order to motivate them to give their best shot with their assigned task? Him him

[25:00] About JobSearchTV.com

[25:45] About video courses

[26:29] No BS Job Search Advice Radio reaches a milestone

[27:36] How do you should you ask for/demand a raise at your current company when you’ve just received an offer plus a promotion in a role from another company (job offer, manager, promotion, raise, employer, workplace)?

[30:01] Go to the roar [31:12] How accurate is the salary data on the internet sources such as salary.com, Glassdoor etc.

[33:19] Outro

[33:29] Joanna King’s passing

[33:54]: Outro and finding out about my website and services

You may also like “Their Offer Doesn’t Keep Pace With Inflation”

Read Full Transcript

Let's try this again. Hi, it's Jeff Altman, The Big Game Hunter, and welcome to Career Coach office hours. It is January 18 2022. And twice weekly, I take questions from people about job search, hiring more effectively management leadership, as well as different workplace issues that they'd like some advice about. If you've got a question for me, you can put it into chat. I'll answer it today. Unless I have 100 questions, in which case, I may punt on a couple of push them off to Friday. But again, if you have a question, whether you're on LinkedIn, YouTube or Facebook, on the Jeff Altman, the big game hunter channel on Facebook, YouTube, a job search tv.com, and of course, LinkedIn on my page here, feel free to put a message in the chat, if I can answer your questions. Now, I start off these shows with what I call the coffee test. It's a quick acknowledgement for those of you who are working, don't give a darn about what you do. I don't care if you're looking for work, you care. And that's probably one of the reasons why you're looking for work is because you do care, and you feel frustrated. And I just want to acknowledge you for your care. Because what so often happens, let me back up a little bit. There's statistics about employee engagement in the United States, the US has the best numbers for employee engagement in the world. 32%. That's it 32%. And those numbers are pretty well on unchanged for at least five years. And that's the best. And that means that 68% of all people either are disengaged or actively undermining their organization, you're different. You care, doing good work matters to you. And thus, a toast to you. So I received a number of questions since last Friday show from people plus, I did a presentation at a group in New Jersey on Saturday, over zoom, and I asked for the chat roll. So I could pull off the questions I receive there. Because frankly, I'd maybe got the 10% of my presentation, there were just so many questions that that I decided to just turn them into video. So I have a couple for you today. As part of this show, I present around a couple of different things. One of them is about interviewing, and I am really good at interview prep. And this new presentation that I've been doing now for a few months is about salary negotiation mistakes. Now, I've got a video course about this on Udemy. You can find the link at my website, the big game hunter.us. But the link is loving game hunter.us forward slash salary, oops, salary, O O P S, and that will take you to a course. It's good because I recognize that there are a lot of mistakes that people make when they're negotiating salary. And it starts off with thinking that they negotiate salary when they receive the offer when in point of fact, they are negotiating salary at the time of the first screening call. So there's like 20 points I believe I make in the course and that we do in the presentation. But again, I received a lot of questions in chat during their presentation. And thus I thought I would pull those questions off and turn them into video. So let's go to the first question I have for tonight. Here we go. Do I think resumes are no longer a useful tool for assessing the candidates experience or actually candidates skills?

So the first point I want to make is they've never been a useful tool for assessing skills. What they are is a self assessment at best that represents What a person has done, but doesn't really measure what they're capable of doing or whether their knowledge fits what an organization is looking for. Hence why I say they're not a good tool for evaluating talent except to screen people out. When you get to the interview phase, they're evaluating and assessing what you really know, and how it pertains to what they're looking for. So once they have that they can make a decision. But the resume is a tool for screening people out or considering them for other things. But it's never been a tool for deciding whether to hire someone. It's only a tool for deciding whether to let someone in the door. What are the recruiting trends for 22? That corporate recruiter should be ready for? The way I want to answer this one, frankly, is, I believe 2022 is going to make the great resignations seem trivial. And I could be wrong about this, because I'm out on a limb on this. But as I said to the group I spoke to on Saturday, when someone says good news, inflation's at 7%, we're going to give you a seven and a half. Woo, until you realize that that doesn't keep pace with inflation. Hmm, they're giving seven and a half percent, but inflation 7% How does that not keep pace with inflation? Answer taxes. Federal government takes out taxes, your state and or city may take out taxes. This is before you might get the real estate taxes. If you're a homeowner, the fact that gas prices are up, and they are not included in the inflation numbers. There's other things that aren't included either. But let me just stick with those basics. But focusing on government's cut. So if you get a 7% increase, and the government is taking out 40% between federal state and local taxes, well, you're losing, that's 40% 7% is 2.8%. So you're better 4.2% increase net, you're not keeping pace with inflation. And thus, folks, there's gonna be a lot of turnover this year. That's the big trend. And if you're in a position where you're recruiting for an organization, you have to encourage your management to go to a 10% increase, not a seven, or a seven and a half. Because 10% keeps pace with inflation. 9.4 I think is the actual number. But let's round it up to 10 10% keeps pace with inflation. And it doesn't keep pace with say, Hey, good job. All you're doing is keeping people in place. Now, I'll also say that for those of you who offer less than 7%, let's say you give a 5% Raise and say that's the best we've done in 10 years. Obviously, in the last 10 years, there really weren't inflationary times. But let's say you try that that tactic. After they get the 5%, they will leave for another increase. And you'll have staff turnover. So my encouragement to you who are in a position where you're doing corporate recruiting, is to start speaking with your management, and developing a pipeline for replacements, encouraging managers to identify the people who they must keep, because they're considered indispensable. And then from there, treat those people in an advantaged way, and others as commodities, so that in this way, you lose people who doesn't matter to you if you lose, and you can replace them with other people's commodities to fill those slots. So that's the biggest recruiting trends I could point to in 2022. What are the advantages and disadvantages of having a video interview as part of the job application process?

Well, you actually get to meet the person. It's not the same as seeing someone in person, but you're at least seeing what they look like and how they present and you're not fantasizing their experience. That also brings bias into the equation, because not everyone is great looking. So I'll simply say meeting them, allows you and them to save time. because you're seeing them over video, and they get a sense of you, it's a time saver and that you're not dragging them to the office, you're meeting them online. And it's a courtesy to them. The real liability to it is you're the bias element, and you're still gonna have to meet with him anyway. So some firms are hiring over video, and they're making decisions extended, excuse me, extending offers that way, it's your choice. But the biggest thing is about being a time saver. And the biggest liability is that bias enters the equation, because you see, they're appearing in appearance, what they are wearing, people are judgmental, especially these days. And that's they can reject very talented people, just because they don't like the way they look. Yes, that could happen in person, but at least you've saved time. How do skills, skills based assessment tools remove bias in the hiring? Well, they stick to a formula, the formula is, does this person have the knowledge that we need? And thus, by sticking to knowledge, without getting appearance into the equation, it's an objective measure of capability? It's an objective melt a measure of knowledge? Does it completely remove bias? Well, yes, up to a point. But what do you start doing when three or four people are able to demonstrate through the assessment tools that they're capable of doing the job? tiebreakers can be completely subjective items. So do they remove them entirely? No, because we hire based upon feeling as well as knowledge. You know, when I talk about, I'm sorry, for those of you who've watched me before, and have heard me say this, when firms hire competence is only one thing they look for, they look for self confidence, character chemistry, maybe a little bit of charisma, all of which translates into, we trust her, we trust him. So that that's the feeling part of this, that allows them to determine who they want to hire. And by the way, Virsh, I don't understand your post, unless you translate it, I'm going to block it on YouTube, and block you on YouTube as well. So I'll simply say, give me more of a message there. Otherwise, I'll wind up blocking. The next question is, is, is the truth about the USA Today that an Ivy League education is still no guarantee of success? Can you get people from watts who go to UCLA, but still need to return though, to live in a housing project? Because they can't get a job that pays to live in Irvine? Boy, there's no guaranteed anything. That's the reality. There's no guarantee that someone is going to be capable of doing a job. The result winds up being that yes, there are people from IVs, who wind up washing out for any number of reasons. There are people from watts who wash out for any number of reasons. You know, I'll simply say, after you get your degree, what you did while you were getting your degree as a variable, what you do after you get your degree is important to the result ones A B is no guarantee here. Yes, I'm sure there are people who get their IVs who come home and do nothing with their education. It's just the way it is. And in terms of the Watts person.

Let's let's change that to people, someone who went to an average university and they exceed the IV person. Yes, that happens to their disadvantage because they may not have access to resources, yada, yada, yada. I don't have to repeat these lines. You already know them. So, yes, IVs don't guarantee anything. They give you a leg up because there's a favourability bias that exists with people who have degrees from the IVs that don't exist with a non IVs. So whatever is their age Discrimination in software development. I'm 45 and find that much hurt the past interviews than 10 years ago. So there's age discrimination in every field. And the fact that you are now 45 is no guarantee that that's the reason why you're not passing interviews. Often what starts to happen is that people kind of winging it when they go into interviews, and they don't do the kind of prep work necessary to perform well. They don't know what they claim to know, don't demonstrate that knowledge well, on interviews, and the result winds up being the failure to perform is the issue. It isn't the fact that you're 45. Proper Preparation Prevents Poor Performance on interviews, you don't prepare, you don't get results. It's really that simple. So if you just think it's on the basis of age, you're you're you're selling your own culpability in this process? Sure. You've got to pay attention and do your preparation, the same way you did when you were 25? Are you looking at LinkedIn profiles in advance? Probably? Are you reviewing what's on your resume? What you did, and how you went about doing it? In advance of the interview? Probably not. And the result winds up getting being you're getting poor results? And yes, there are some people who are going to discriminate, and they discriminated when you were 25. To they want someone with more experience. And I don't know what jobs you're interviewing for, and whether you actually have the knowledge and experience necessary. So yes. And now, I can't tell started a new job this week, but it's not going well. Is it better to start looking for another job now to avoid a gap in my resume? In case I get let go? Wow, you don't think you're doing well, because you're already worried about being fired. So yes. And at the same time, step up your game at your current job. And don't just quit it. Because it's a bad habit to give up. And not try to improve or Excel and start looking for something different. This is a weak, you can learn, you can get better. Maybe it turns around for you. Effort is a good thing for you and start looking for something else in case there are, as they say in getting a divorce, irreconcilable differences. Next question is how do leaders manage to get their teams to follow them? Inspiration is one thing. Help support care.

There's a coach on inland sacristan who talks about what he calls the castle principles. And as a leader, he encourages people to demonstrate these qualities. Castle being an acronym for courage, authenticity, service, truthfulness, love effectiveness. As a leader, you want to demonstrate these qualities, not just simply to the people that you support, but to the people who you work for. Do they feel you? Can they see you stepping up courageously? Are you being authentic? Service? Are you serving others? Are you being truthful? Do you show your love for people? Are you effective? This shows up big for job hunters, and for employees is qualities that organizations want to see. We're talking about leadership here. This is what people want to see. They want to feel you and they want to know that you have their back. Another thing that use a leader need to do is eliminate friction for your people. That is institutional circumstances that get in the way of them doing their job. Friction is one of the biggest frustrations that employees have. They they join an organization they care they try and then they run into the truth, the truth that wasn't told to them during the interview process, and then you lose their soul. You lose their heart, you'll lose their desire back to the 68% that are disengaged or actively undermining your organization. because they're frustrated, they're angry. They want something better. So that's among the things that you as a leader can do to gain followers. Let me remind you, folks, if you have a question for me, you can put it in the chat. I'd be happy to answer for you. By the way, I forgot to mention earlier on today, which is January 2022, at 1pm. Eastern, I appear on job seeker nation. So you can watch me there as I'm have a conversation with Jack Kelly, and Mark Anthony Dyson. About things recruiters know that Job Hunters don't know could be a fun topic. Hope you enjoy it. And again, if you've got a question for me, put it in the chat. I'd be very happy to answer if you just want to want to say hi, I'd be happy to hear a hi from you. Okay. Say hello. And I take it How are you? And let me go on to the next question. In the meantime. How is it a bad sign? If you don't hear back from the corporate recruiter? Within two weeks? Generally, yes, but there are exceptions. Exceptions could be things like I'm recruiting for multiple positions, my calendar is full. We've lined up, we're lining up resumes, because someone we anticipate is going to be leaving. And we want to make sure that we have a pipeline of people and resumes. So we posted this or we're collecting resumes. And once they're out the door, then we're going to start responding. These are exceptions and there are other exceptions. But normally, we haven't earned two weeks, it is the kiss of death. They're not really interested in you. Let's go to another question. In the meantime, as a manager, what is the best way to lead your employees in worth and motivate them to give their best shot with their assigned task? Oh, I love this. Again, back to land separate tap. Motivation, which is talking which is what this person's talking about. Motivation is lighting a fire underneath some inspiration is lighting a fire within someone. I'll be with you in just one second. I hope I pronounced your name correctly. Yeah, I'll be I'll come on in just one second.

So when you want to motivate someone, you have an intrinsic problem. And the problem is they don't care. They're doing good enough work. And good enough work isn't it's not best effort. So I'll just simply say, if you have to motivate there's a problem. The problem may be in your hiring process, the and that you're misrepresenting opportunities, and then you lose them when they come on board. So this is what managers run into all the time. And they believe, you know, the issues around the employee. That's not the case. The issue is with you the issues with work and how it was present. So let me go to the question and chat. Hi, Jeff, thanks very much for your videos. Thank you. I appreciate it really helped me to have a final interview with the CEO soon. And you know what, I've got an interview about interviewing with final interviews with the CEO. Go back to my YouTube channel. If you haven't watched it yet. It will get you ready. Let me know what you think after you watch it if you haven't already done so. So good for you. I'm glad you have that interview. And good luck with that. And yes, folks, I have a YouTube channel a job search tv.com Oh, good. I'm glad you watched it. I hope you found that helpful. Excited for yes. And keep you what's written here is they did watch it. Excited for the interview, I assume. And, again, keep your balance. Let your personality out. Don't be formal. Don't be too casual. Let them see who you are as a person as well as what you know. So back to my YouTube channel. Job Search tv.com will take you to the channel. It also appears on Amazon. But all my information is currently up on YouTube. And if you go there, it's organized by playlists. So, job search tv.com has more than 7000 videos on a bad job search, you're welcome job search hiring more effectively management leadership as well as workplace related issues and have a resolve them. So I always love hearing from people who have been helpful to I haven't received any money to my knowledge from this person. For coaching them they found a good supplier on YouTube have also mentioned as a site, slight deflection here are a slight detour. I have video courses available through my website, there's one about how to interview called the ultimate job interview framework. There's another one about preparing for final interviews. And there's a third one about salary negotiation mistakes I mentioned earlier in the presentation. So there's a lot of great information at the big game hunter.us. If you go to the site and go to the blog go exploring. It's all there for free. But the courses I do charge for. And of course, you can schedule time for one on one coaching with me at the site. By the way, one more thing I haven't mentioned yet. Thursday, is episode 2300 of no BS job search advice radio. It is the number one podcast on Apple podcasts for job search. I've been on for more than 11 years. As they said episode 2300 is Thursday. No other job search podcast is even close to that. And I had the number two show for a long time at Job Search radio. That's what it was called job search radio. He had more than 800 episodes when I discontinued it two years ago. But if you do the math, it's almost three to one on the current show. So if you're job hunting, follow me there it will help you. And folks, again, if you have a question for me, put it in the chat. I'd be very happy to answer your questions. While I'm live here. So let's continue on. And I've got another couple of questions that were sent to me in advance of the show. How do you or should you ask or demand or raise at your current company, we just received an offer plus a promotion and roll from another company.

So what I'm seeing here is they have a job offer. They say job offer manager promotion, raise employer workplace. I'm not sure what that reference is. But I'll just simply say you have another offer you want to raise? And I would suspect, you don't mention that you want a promotion where you are. So the first question is, why would you consider staying? If it's just the money? That's one thing. But it may be more than that. So one of the things I coach people about is at the beginning of the search, to ask themselves the question, what's most important to you in the job organization, what we need to see or hear to believe is the right place for you to go to work. Now, what I point out to people all the time is that if money's the only variable, they can always match the money. But it's never the only variable. There's always other things, make sure your current employer addresses those two. After all, you went through a huge process with another firm that gave you what you want. And now you're going to put a weapon to another firms head and demand that they give it to you. And that's what it took for you to get it. There's a message in that. And the message is they didn't see your value like the other firm value firm value you both in terms of money, position, opportunity, etc. Why would you consider staying be clear about that? Maybe there is reason for you to stay. But at the same time, maybe it's comfort? Maybe it's fear that's coming up in the next organization and the opportunity there are no deserve this. Oh my god, they're gonna make me a manager there. Whatever it is. There's a wonderful old story called nicknamed go to the roar. It's an African story that talks about how lions hunt gazelle. And the way it works is Gazelle can outrun lions that just faster. So the Lions have developed a system that allows them to trap the gazelle. And it starts off with old lions who never in a million years could catch the gazelle are hidden. They hide themselves. And then young lions chase after the gazelle and start hurting them in the direction of the old lions. And thus, when they get very close to the old lions, those lions stand up and roar. And it scares the gazelle who turn around and run directly back into the teeth of the young lions who killed them. And then the pride could feast. If the lions had run in the direction of the war, they would have gotten away. Maybe you need to apply that lesson in your career as well. And go to the difficult on the challenge, rather than run away from it.

How accurate is the salary data on sites such as salary.com, and Glassdoor? I haven't looked@salary.com in a long time. So I won't speak to that one. I will speak to Glassdoor. Glassdoor, in effect is a crowdsource site. And thus, it is as accurate as the crowd. Sometimes the crowd is remarkably accurate. That is people talk about what they're earning. Let me back up for a second. When you read Glassdoor, and firms are, people are talking about their jobs, that tend to be two poles to what they're right. This is the worst place in the world. They are awful, blah, blah, blah, this is the best place in the world. They are wonderful, blah, blah, blah. Those are useless things. Unless you read something that confirms your own impressions of affirm. However, the most useful information comes from the places in the middle of those two extremes. If you can get information that is textured, that acknowledges problems and good stuff. That's the great response. And for salary data, it's the same thing. I remember, I had clients of mine who post wonderful messages on Glassdoor inflate salaries and draw people to the organization. So I can't comment about Glassdoor, but I can simply say it's crowd sourced advice that is as accurate as the crowd. So as of now, this is all I have, in the way of questions before I start my outro. If you have a question for me, put it into chat. Be very happy to answer it. I also want to acknowledge the passing of former colleague who I found out died over the weekend, Joanna King, and had a long career in search before illness. Tucker, not an old lady younger than be passed after a long illness. So for those of you who knew Joanna, she passed away this weekend.
I'm Jeff Altman. Hope you found today's show helpful. If you're watching on YouTube, share it, leave a comment, click the like button. If you're watching on LinkedIn, or Facebook, please do the same. Comments are particularly helpful because the algorithms view those more favorably than just a simple clickable like. So. Share it, leave a comment, click the Like button. Whatever you're willing to do. I'm appreciative. I'm back on Friday. With more today at 1pm. Eastern. I do a job search job seeker nation I believe it's called and you can watch me there as well. I answer questions about what recruiters know the job is down. Thursday no BS job search advice radio episode 2300 and visit my website. The big game hunter.us Sorry. Go there is a ton on the blog to help you. Also enjoy About my courses, you can schedule time for a free discovery call, or schedule time for coaching. I'd love to help you. Lastly, connect with me on LinkedIn linkedin.com forward slash i n forward slash the big game hunter mentioned that you saw this. I like knowing I'm helping some folks. And once we're connected, your network is going to be a lot larger. And if this isn't the time for you go to my website, put the address in your phone. Again, that's the big game hunter.us And my name Jeff Altman this way and come back to me at a later time. One last call. If you have a question, put it in the chat. And I'd be happy to answer it before I cut this off. 54321 hope you have a terrific day and most importantly, be great. Take care

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game HunterJeff 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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Connect with me on LinkedIn www.linkedin.com/in/thebiggamehunter Mention you listen to the podcast or watch my YouTube channel.

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