Career Coach Office Hours: January 21 2022 |

Career Coach Office Hours: January 21 2022 |

I answer questions 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) 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

You may also enjoy “What Recruiters Know That You Don’t”

[00:00] Intro

[01:46] Coffee Toast

[03:02] Do companies usually pay for taking interviews?

[04:02] What is the standard “ramp-up time” for new hires?

[05:59] Would it be a good idea to call your boss by their initial right when you’re first employed, Mr. W for example?

[07:02] Why are talented workers more willing to wait for the right job offer than to seek it out?

[09:38] Is it better to be an individual contributor or a manager?

[12:46] Do IT recruiters get as high a salary as the people they hire?

[15:11] How do you handle a low (read poorly) performing employee who was brought in by very senior management of the company?

[17:25] How do you handle a low-performing manager?

[22:05] Would a company be hesitant to hire a software developer when they request the recruiter to reschedule the interview as they need more time to prepare?

[23:45] I fired a respected employee of my company because we had different visions, but we are now suffering a mass exodus because of that. What should I do as a CEO?

[26:20] Is it a bad sign if a hiring manager rescheduled a call with me where he was gonna share a final result? This happened after the other candidate’s final interview. I suspect they might have decided on the other candidate. [27:56] My boss says I am too young (25) for a management position, even though he really appreciates my work for the last five years. How to get into a leading position?

[29:55] If you apply with different resumes for the same company, do recruiters compare the current resume with previous versions?

[32:22] Outro and how to learn more, find out more about my coaching, courses, and more.

Read Full Transcript

hi it's jeff hoffman the big game hunter
and welcome to
career coach office hours for january
it's 9 15 a.m
and i've been listening to an audio book
and we're just on the epilogue and it's
a tear-jerker epilogue so
if i'm slightly off i apologize in
but um
i'm listening to a book called the third
door by alex banayan terrific book
i haven't read it i've been listening to
and it's a wonderful journey that he's
on where he learns some great lessons so
if i'm a little distracted again i
apologize but uh
welcome to career coach office hours for
tuesdays and fridays at 9 15 a.m eastern
i spend about a half
hour-ish answering questions from people
about their job search about hiring more
effectively management leadership
dealing with different workplace issues
if you're watching on linkedin you know
pop a quick note to me say hi oh
i appreciate the heart that's very very
pop a quick note into into chat if
you're watching on youtube or facebook
please do the same but i don't get data
from linkedin
so i make a special point of mentioning
it to them
and if you have a question about your
search about your career
about any element of
your professional life or if you want me
to do phone therapy with you
put a message into chat let's see if i
can help
and i've been starting off the show now
for a while doing a coffee toast to each
of you
and i'll just start by saying
i'm going to toast those of you who
care about what you do
for whom your work has meaning
and that you keep trying to persevere
and not lose yourself to institutional
transformation imagination
you still maintain your personality
and you don't let it succumb to the
structure and the bureaucracy
and the way they want you to become
mediocre and give up yourself
my toast to those of you who are
persevering in all of this
as we start let me just simply say again
if you have a question for me put it
into chat i'd be very happy to answer
your questions about job search hiring
more effectively management leadership
dealing with a workplace issue that you
if you want to say hi or go
i'm having a personal problem i'll try
and help with that too okay so in the
meantime i'm going to start with the
opening question i have let's see if i
can find it because there are a lot that
came in
do companies usually pay for interviews
this is going to be a quick one no
they don't pay for interviews in the
past i've seen websites
a company would pay i don't remember
what sites those are if someone who's
watching or listening
does remember that'd be great i
appreciate the help i'll share it with
other folks
but companies don't pay unless it's an
internal interview that is you're
working for a company you're looking for
a position in term internally
i'll simply say
in terms of
what firms do only if you're
interviewing for a role internally do
you have a shot at getting paid
what is the standard ramp up time time
for new hires is a question that got put
into chat by terry
there's no standard answer
you know when i talk to people and prep
them for interviews i'll say in the
course of the of the preparation one of
the questions you might ask is let's say
you hire me and i'm coming i come on
board what was your expectations and
maybe for the first 30 60 90 days and
that gives you an idea of what the ramp
up time is for 90 days
you can
in the interview talk about it
so let's break that up a little bit in
the first month what would you want me
to do
second month third month and along the
way while you're working for them you
meet with your manager and get flavor
for what they think how they think
you're performing
you give them some information about
what you're doing
in terms of ramp up time each firm each
manager within a firm structures it a
little bit differently and some firms
have no thought about it it's almost
almost done by whim
and for those like i didn't remember
when i worked in recruiting the only
thing they cared about is where you were
doing deals so the ramp up time was are
you getting interviews
okay great how many second interviews
how many third interviews how many
finals you know and they want to get a
sense of progression so the same thing
is going to happen in your role there's
going to be a certain progression of
expectations they have
talk with them before you start about
what they're going to want to accomplish
in the first month
over the second month over the third
month so you know what the target is
that you're aiming for because each
company each manager is going to be a
little bit different hope that was
helpful to you
got another question
would it be a good idea to call your
boss by their initial
right when you're first employed like
mr w
so i know you're being affectionate or
friendly by referring to your boss in
that way however
let me continue by saying what you can
what other people refer to him or her as
in this case it's a hymn
but notice
how they're referred to and that's going
to give you guidance about how you
should do it initially
with time
when you earn your their trust
you switch it to your version
of a nickname but follow their lead
initially and then grow into the
friendliness that's going to give you
to call them as you'd prefer
why are talented workers more willing to
wait for the right job offer than to
seek it out ah
this isn't about turning down an offer
it's about finding the right offer and
pers and
this person thinks they wait
for it to arrive in their lap than to
search for it
got it
so it's interesting because the person
who gets ahead isn't always the smartest
or work the hardest although those are
great qualities to have
people get ahead by being alert to
opportunities sometimes those are
internal in the organization more often
than not they're external right
for the person who isn't actively
looking for work
they're not actively looking so they're
going to respond to things that land in
their lab
now if you're ostensibly aggressively
looking for work
they may not know how to job search they
may be afraid or embarrassed to network
you know they may
they may not know how to do it or do it
well or they've been turned down too
many times they've just given up
again the person who gets ahead
is one who has opportunity come to them
they're not
necessarily looking for work it arrives
part of that's because they built a
reputation and a brand for excellence
unless people know of them and they
present opportunities to them in the
meantime they're trying to do great work
where they are
and continue to work at being
exceptional so that in this way more
people get to know them
more people well they're promoting
themselves that much more
and thus
sharing their successes online for
example and with their friends
and recruiters hear about them and they
come to them so why are they more
willing to wait
they're busy doing a great job if
they're looking for a job
they may not know how to do it
differently and that's sad because
there's so much great information and so
much good coaching see my face when i
say so much good coaching
will teach them how to do it so if this
is you
very simply
contact me you can do it through my
website the big game hunter dot u s and
schedule time for a free discovery call
or schedule time for coaching
next question is
is it better to be an individual
contributor or a manager
i don't think there's a right answer to
this question to be honest with you uh
you know at this stage in your life you
may like being a contributor versus a
manager that's okay
you will make more money generally by
being a manager than an individual
contributor that's okay
normally the repetition of doing the
individual contributor role wears thin
air for a while managers come and go
they become judgmental
they wind up turning people off
those individuals head for the hills and
aspire to make management so they're the
ones who are dictating
what's right for you i have no idea but
if you want to stay an individual
contributor for a while longer by all
means do it
but learn how to lead along the way
what works that your manager does
what other managers do
learn leadership not just simply
management management is a controlled
function can you deliver on this within
this period of time great can you manage
up so that their boss your boss
has a clear understanding of what's
possible and what isn't great
can you avoid them being surprised
that's great
can you manage down and that is support
the people who report to you getting the
job done that they've been assigned
is different
leadership has followers not people who
are being managed
and as someone who has followers
they're connected with you in some way
they're inspired to do great work you
don't have to motivate them
i learned this
you know motivation is lighting a fire
underneath someone
inspiration is lighting a fire within
someone you want to be hiring people who
are inspired to do great things
and not need motivation
david it's been a hundred years
and he and he writes and it's lovely i i
knew david when he was a rookie
recruiter it's great hearing you jeff
consistent words of wisdom
25 years and counting that's got to be
you because i got a lot more than that
so uh it's great seeing your face and uh
it's terrific hearing your words thank
and if i can help you in some way david
don't hesitate to reach out to me not
because you need and you don't have to
do it because you need it you can do it
because you want to okay
um and thank you for uh chiming it great
to hear your voice
i've got more questions from folks and
uh let's see now
do it recruiters get a higher salary
than the people they hire
it recruiters normally don't make a
salary they may have a base salary and
earn a bonus on top of that or i should
say a commission on top of that or they
may be on a draw against their
commission that is any money they pay
they are paid
like a loan it's a
non-repayable loan and thus what they're
able to do is you earn a commission at a
high percentage and that's applied
the weekly or bi-weekly check or however
they're paid and thus what they're able
to do is frankly earn a lot of money i
know i did and
david after you left us i'm not sure how
you did
in recruiting i don't remember whether
you went corporate at that point uh i
know terry did very well but i'll simply
you know generally they'll out her and
the people they're representing and then
there are the people who don't they wash
out uh or they're mediocre performers
and thus no they're not gonna make a lot
of money and they'll go from agency to
trying to
you know catch that lucky charm that's
going to make a difference
those there are many people who don't
earn as much as the people they're
representing and there are people like
me and others who do and far more than
they do
i'll simply say
it depends
i'm just going to remind you folks if
you've got a question about job search
hiring more effectively management
or just want to ask advice around the
particular workplace issue put it into
so i'd be happy to answer your question
while we're on okay
let's see what the next question someone
emailed to me and by the way just to
remind you
between shows if you have a question for
me you can email it to me at
and the subject line put the phrase
office hours this way i know what it's
about and i can kind of manage my inbox
have it handled for me
before the show
okay how do you handle
low-performing employee who is brought
in by very senior management of the firm
here's what you do
number one is
have a respectful conversation with them
about what your expectations are
what you want to see from them
and not involve very senior management
very very simple very very smooth you
you don't treat them like everyone else
if your way is not to be respectful you
never yell at them you just have a
private conversation with them and say
how are things going
and they'll tell you
they may talk with you about i know i'm
not really doing great so far what can i
be doing better see what you're trying
to do
is connect with them as a person
to get a sense of how they think they're
doing and then from there saying
there are a couple of places i think i
want you to do better or i'm sure i want
you to do better
consider this
how do you handle a low performing
manager i'll get to that one in a second
so the idea becomes you talk with them
and then do
another conversation where you either
appraise them or talk with them about
the progress you've seen
where they can continue to improve if
they backslide there comes a point where
you have to talk about and talk with
senior management
so that they get into the loop
not because you want to get the person
fired but you want to say to them you
know i've spoken with them a couple of
times about their performance and so far
i'm not getting it i've seen some
progress i'm continuing to work with
them but i don't want you to be
you know they come to you and
complain about
this that or the other thing i've had
conversations with them about it this
shouldn't be a surprise
other people are doing this pretty
readily and
you know this is what tends to happen so
involve them but not initially
now michael asks a variation on this
how do you handle a low-performing
great question and
it depends on where we're talking about
if you're at a staff level
there's one type of answer if you're at
a senior level it's kind of like the one
i was giving for this person
you know if you're at a senior level and
you have a manager's not performing well
you talk with them privately and have a
frank conversation with them and talk to
them about the areas of improvement you
want to see from them
you also complement them about the
things you see that they're doing well
don't just focus on the negative
start off initially kind of like a
toastmasters meeting they
when they critique a speaker they start
off with a compliment about some of the
things that the person's doing well and
they say you know there are a couple of
things i want to continue to see from
you and if you can work on these i'd be
absolutely thrilled
and maybe we could talk in two three
weeks and see how you're doing because i
want to make sure
you do the things that yet you promoted
you also obviously have a responsibility
to me
as as your leader to deliver on these
things so you know
you're giving them a sense of what
they're doing well where the improvement
is that you're going to follow up with
them and not just simply surprise them
at the review time and then again you
praise them about some of the things
that they're doing well and then
schedule a meeting two three weeks out
to review their progress that's probably
the simplest thing if you you're a
and you're trying to help the
low-performing manager above you that's
a little trickier obviously because you
don't have power but what you can do
go in and meet with them at some point
maybe there's a regular conversation you
have with them
you know again as a subordinate you can
say you got 15 minutes i i could get
from you today tomorrow
i promise not to go over 15.
you can say to them
are you okay
because i'm getting the sense that
something's off about you
uh because i've seen you do this before
but i'm not seeing you do it anymore
um and as david adds in managing up is a
very important skill
so it's a respectful conversation that
you have that allows you to say are you
you've seemed off recently
you know you were gangbusters when i
first joined and now
there's something off about you and i'm
and that's probably as far as you can
take the conversation what you've done
you know you set off an alarm clock by
their ear that one of the people has
noticed the problem and they may talk
about a problem at home they may talk
about a problem in their office their
own frustrations at work
but you've alerted them to something and
maybe that kicks up their game
maybe they're looking to leave already
there could be any number of problems
that they may share with you or not
share with you
showing concern is probably the
smoothest way to do it and david if you
have a different opinion i'd be very
happy to throw it into the mix here
you know managing up is clearly an
important skill because you never want
to offend
because that comes back and haunts you
it's rare that showing concern is
going to offend
because if they turn around and say no
i'm feeling fine everything is good with
me or behavior along those lines
that's just bluff and bluster it's not
necessarily real
and great leaders love feedback and want
to understand how to better enable their
talent to be successful bad leaders
could be a very different story
involving retaliation
so so true
so that's why the gentle approach more
often than not
is one that is like an alarm clock for
they are finding out that someone
perceives something wrong
it's rare that
quality people the good leaders as david
refers to them are going to freak out
and respond as i acted out there
try a conversation by asking for 15
minutes okay
next question
would a company be hesitant to hire a
software developer
when they request the recruiter to
reschedule the interview as they need
more time to prepare
okay let me try making this simple
how's the company going to respond to a
developer who says they want to
reschedule because they need more time
to prep for the interview
badly thank you
that one's an easy question too
because it basically says unless i
do my homework
and the homework is taking me longer
than i expected
unless i do my homework i'm gonna bomb
it on the interview so
not a good signal to send now if you
want to say
i have a meeting that's been called
and i need another two days before i
could free up any possibility that we
could push it back two days
well that's different that's a different
message that you're sending you're
presenting as the diligent employee who
has no available time to take off uh for
an interview for two days now
these days with work at home it's not
quite that simple because most people
have some gap in their schedule
even in our full workday where they
could spend a half hour
having a conversation but never present
that is i need more time to prep for the
because you seem like a dud at that
needing that time
oh this one was a great question i love
this one i fired a respected employee of
my company because we had different
visions but we're now suffering a mass
exodus because of that
what do i what should i do as ceo
question well
you know someone
uh screwed up
and that is as ceo
david thank you great having you on for
a little while happy new year to you as
well so you know as ceo
there are people who follow your
so this is probably the president of the
firm chief operating officer someone
fairly senior and you're seeing exodus
the first thing i would do is to meet
with the critical people
and connect with them and talk with them
about what's transpired so far why you
made the decision because the failure to
communicate may be the problem
it may also be
that they perceive you're the problem
because they've enrolled in that vision
you may want to talk with them about why
you want to adhere to your vision
rather than
this other person's
have an open conversation with them
be free in the conversation
no retribution
a difference of opinion if anything
you have you'll have to defend yourself
if they're going to be open with you but
key in on certain individuals who are
important to you because they're going
to be your ambassadors with the
i don't know how large your firm is if
it's 500 people 5 000 people whatever it
is but once you're talking about a mass
that sounds significant to me
and you've got to key in on important
people because especially during a time
where firms are hiring as much as they
you don't want to lose your key people
and they're going to get picked up
i'll simply say you know go for it don't
just simply
pretend it's going to go away
deal with it
i'm just going to remind you put your
questions about job search hiring more
management leadership or advice around
the workplace issue and to chat
i'd be very happy to answer your
is it a bad sign if a hiring manager
rescheduled the call with me
he was going to share a final result
this happened after another candidate's
final interview and i suspect they may
have decided on the right than the other
and i agree with you i think they've
done that because if they were going to
bank an offer to you if they were going
to choose you
they'd be trying to reschedule the
appointment instantly
or they wouldn't reschedule they'd be
getting on the phone to extend an offer
to you
they're giving you the courtesy of
telling you in person
don't be
a creep
when they finally get on the phone with
you and say yeah when you cancel the
other interview and you just the other
they may have extended the other offer
and are treating you as the second
and thus they may come back to you for
the offer of the
other candidate declines it
so sit tight for a little while if a few
days goes by if you haven't heard
um i've been waiting send them an email
or send a text and say you know i
haven't been rescheduled i'm really
anxious about this
could we have that conversation
and then see how it plays out okay but
the probability is they've chosen the
other person they're waiting for a
decision from them
if after a few days they haven't gotten
one maybe they come back to you
we don't know
my boss says i'm too young i'm 25. for a
management position even though he
really appreciates my work for the last
five years
how do i get into a leadership position
take a look around you first of all who
are the people who are in management
how old were they when they got into
that's a cue
you probably should have noticed this by
now at your organization
old were they when they got their chance
if you're not sure go to your go to
their linkedin profile and see what's
there see if you can find out in that
manner because the fact of the matter is
this may not be the place for you to get
into management
for years
don't know
you might ask your boss
what do you i know it's not my age
that's the factor
but it's my experience that's the
for uh for you because i've been here
for five years i've done this that this
and i know you respect my work
what are your expectations of me
right now that will allow you to make me
a manager because i know it's not my age
if they say it's your age
and they say but when you're 30 you'll
be ready for manager
maybe you can find an organization that
will do it for you
or when you're 26 but don't sit and wait
till you're 30 because your resentment
is going to build up during that time
and it's going to frustrate you you'll
lose your desire to be successful
excuse me to be successful with this
get more information before you
you could give up okay
i think i've got one more question
yeah one more question here
if you apply with different resumes to
the same company
do recruiters compare the current resume
with previous versions
their systems may
and if you because you have to remember
it may not just be one recruiter who's
looking at the resume
you know if you're applying to a large
institution they may have 4 or 40
recruiters depending upon the size of
the firm and the expertise that they're
looking for
evaluating resumes so if you're sending
a resume for an engineering job and then
for an accounting position
their system may pick up on your address
your name and zip code
particularly large organizations at the
time of application
ask for the last four digits of social
of your social security number and thus
the absence of that
the the fact that they'll see two
with the same social security number is
going to signal them of a problem
their backgrounds are so different
it's not necessarily the recruiters who
pick up on it it could be the people uh
the the systems that do that
and i'll point out one other thing
if there are
two recruiters who are having you
interview with their organizations
they'll notice in the systems because
there are notes
and scheduling that's being done the
and they'll suddenly have a conversation
with one another and they'll go
and one of them will circle back to you
and go okay which one is you
which background is really you
and you can say well
they're both me well which job do you
prefer they're not going to let you
interview for one because they don't
want to be in a position where managers
are bumping heads to hire people they're
going to force you to make a choice per
so before i sign off let me just see
does anyone else have a question for me
and again
there's still a moment or two you can
put your question in the chat
for me to answer
and if not
i'll simply say i'm jeff alton the big
game hunter i hope you enjoyed today's
show i'm back on tuesday at 9 15 eastern
with more career coach office hours
if you have a question for me email it
to me in advance of the show at the big
game hunter at in the subject
line put the phrase office hours this
way i know what it's about
and can kind of organize myself in
in addition
in addition visit my website
i've got a ton in the blog that you can
watch listen to or read that will help
and you can find out about my courses
you can
schedule time for a free discovery call
or schedule time for coaching with me
i could help you in a lot of different
ways that's my point
if this isn't the right time for you to
visit my website for whatever the reason
put that address in your phone
that's the big game hunter
uh dot u s and my name jeff altman and
maybe in the notes area put the phrase
job search blog
this way you'll come back to me at a
later occasion
lastly connect with me on linkedin at forward slash i n forward
slash the big game header
have a terrific day and most importantly
be great
take care


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,

Learn to interview like a pro. “The Ultimate Job Interview Framework” Kindle and print versions are available on Amazon.

My newest courses are Salary Negotiation Mistakes to Avoid: and Final Interview Preparation

Classes On Skillshare

Become a freelancer or hire one on I use it and I may wind up hiring you! To set up your freelance business correctly, you may want to incorporate

Join Career Angles on Facebook and receive support, ideas, and advice in your current career and job.

Connect with me on LinkedIn Mention you listen to the podcast or watch my YouTube channel.

Job Search Going Nowhere? “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

If you are starting your search, order, “Get Ready for the Job Jungle” on Amazon

Watch my videos on YouTube at, the Job Search TV app for Roku, fireTV or a firestick or for Apple TV, and 90+ smart tv’s.

Since 2007, FlexJobs has been the #1 site for work at home opportunities

Thinking of making a career change and need some ideas that fit you. CareerFitter offers a free test and if you want more you can upgrade for the paid version.

We grant permission for this post and others to be used on your website as long as a backlink is included and notice is provided that it is provided by Jeff Altman, The Big Game Hunter as an author or creator.



About the author

Leave a Comment, Thought, Opinion. Speak like you're speaking with someone you love.

%d bloggers like this: