Career Coach Office Hours: March 15, 2022 |

Career Coach Office Hours: March 15 2022

Career Coach Office Hours: March 15, 2022 |

I answered questions about #jobsearch #hiringstaff #management #leadership #workplace issues or anything work for that matter. Join me at 1 PM Eastern on Tuesdays and Fridays 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 #linkedinlive #linkedinlivestreams

[00:00] Intro

[01:32] Coffee Toast

[02:04] West Side Story

[02:53]Why am I being asked to complete an application before an interview?

[04:35] Is absentee leadership an effective leadership style?

[05:59] I have applied for 650 jobs on LinkedIn but did not receive a response on a single application. Why?

[07:51] Why do so many corporations prefer to employ a large number of underpaid employees where most are apathetic/incompetent instead of hiring a smaller number of employees who are passionate/competent and pay them more?

[13:06] What’s the difference between a Project Manager and a Product Manager?

[17:39] I had an interview today, and I misunderstood one question and gave the wrong answer. Should I send a follow up email to the interviewer that I misheard the term on the question?

[19:01] After doing a HireVue interview, I received an email that said. ” There is no further action on your part of this interview. ” Was I rejected?

[19:58] Will updating my profile and resume on individual company careers sites flag an internal recruiter of my passive interest?

[22:05] In your own opinion, is it okay to ask personal questions in your interview? Why?

[23:04] How far back does HireRight go for background checks?

[24:01] What matters for interviewers other than talent and intelligence?

[25:08] Have you ever seen a job posting with such unusual, and unnecessary, experience required that you think it is written so that only a certain favored candidate would qualify?

[27:03] Outro

If you have a question about your #jobsearch #hiringstaff #management #leadership #workplace issues or anything work for that matter, join me at 1 PM 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 #linkedinlive #linkedinlivestreams

Being a Real Leader on Job Interviews

Let me go to the first question which is there is “Why am I being asked to complete paperwork before an interview?” Well, let’s assume that they have your resume. They could do it at any time but from their standpoint, they find it’s more convenient to have it done there. Because, number one, they have government reporting. And they want to track everyone that they’ve interviewed, because the US federal government often wants to make sure that firms are not discriminating based upon a number of categories protected under federal law. So the result winds up being they need to track this kind of stuff in order to be compliant with the federal government. The second thing is after they hire you, you just take these out, sorry, after they hire you, your resume is not a legal document. Your application is if they do a background check and find something incongruent. Well, the fact of the matter is it’s grounds for termination. If there’s something inaccurate in your resume, it isn’t grounds for termination. So it’s their protection, that you have filled out everything accurately. And thus when they do the check, and they find that it’s true, great. They’re happy people. But if they find something untrue, of a serious nature, and I’ll let them define what that is, I’m not going to do it. It is grounds that can be fired. So that’s why they have you do it.


Next question, is absentee leadership and effective style? Well, it can be. It might not be. It depends on the leader in the organization. So understand that. Different people conduct themselves in different ways. There’s different opportunities for being successful. Is it a guarantee that if you’re micromanaging every detail of what your people do down to where they put the paperclip on their desk? That’s an effective leadership style? Of course not. And much the same way as an absentee leader who has good subordinates, and aren’t really needed on a day to day basis, can they can do very well. And there’s no guarantee that they will.  So, can they be effective? Yes. Is it guaranteed? No. Most managers, since they are accountable for the performance of their team, and if there’s subordinates don’t perform, it’s them who has their butt on the line, not the staff necessarily. Most managers prefer to be involved. So what I encourage firms to do it, you know, your people better than I. I’m not going to be judgmental about it.


I have applied for 650 jobs on LinkedIn, but did not get a response on a single application. Why? So this,  . . . when I break down a job search, and I talk to people about why they’re not getting interviews, I’ll say, if you’re not getting interviews, it’s one of a few reasons. Number one, you don’t have the skills. Number two is your resume doesn’t make a case that you have the skills and experience. Number three, you’ve applied aspirationally, which is what this person’s obviously done with 650 resumes. Let’s get real. They’d like to do this job, but they don’t have anything in the background that makes a case for for that being qualified. And of course, there’s the notion that really not qualified at all and you’re flipping resumes like burgers in a fast food restaurant, to firms and they’re not there there, just because you want to interview you. They’re not obliged to do that. So your resume sucks. Your resume and LinkedIn profile are not congruent. You’re aspiring to do this work, but you’re not really qualified. Your resume doesn’t make a case for why you’re qualified. So lots of different reasons. Those are the four basics. 650 resumes, come on, folks. Whether you’re a man or a woman, come on, man, come on woman, you’re not qualified for 650 positions. It’s that simple. So let’s not kid ourselves, you’re spamming resumes, and then you’re wondering why you’re not getting results. on YouTube

Why do so many corporations prefer to employ large numbers of . . . I loved this question when I saw it. Why do so many corporations prefer to employ large numbers of underpaid employees where most are apathetic and incompetent, instead of hiring a smaller number of employees who are passionate, competent, and pay them more? Well, there’s a lot of assumptions in there. So assumption number one, that they know what they’re doing. I think most hiring managers are not skilled interviewers. And thus, they make mistakes when they hire. As I’ve always said, when job hunters go on interviews,  they put on a great face, and are on good behavior. And they want a job because they need to pay their bills, and they’re trying to leave their last job to get something better. And employers are on good behavior,  too. After all, they never tell them what’s wrong with the job. They always talk about “a great opportunity with a terrific team of people. Have I mentioned we’re like family around here?” No. So the result winds up being a lot of people interview for jobs. . . let’s be kind . . . each side is exaggerating to one another. And the result winds up being people join organizations and the statistic I saw is within six months, 30% of the new hires regret the decision they made to join. And within 18 months 60% of hiring managers regret the decision they made to hire that person. So it’s a game that set up badly. And the statistics on employee engagement in the United States is that 33% of people are engaged. And it’s not just about out the money. They knew the money going in. But there’s an issue around work ethic. And people, a lot of people work hard. That’s why I do the toast to them, as opposed to the ones who don’t care. They may not care because they discovered the lie that exists. And thus, they’re stuck in a situation and they’re just doing the daily grind. Incompetent? That’s your choice. But I start off with the premise that hiring managers don’t know how to interview. And I wish it were different. But statistics bear out that so many people want to leave a short period of time after joining. And so many hiring managers regret the decision to have hired someone within 18 months of bringing them on board. It’s not just them. It’s everyone in this.

Video Interview Myths

And I’ll include the recruiters too. And the good ones are only the ones who are the messenger of the lies between the job hunter and the employer. There are certainly recruiters who add to the story and thus make them, well, there’s a villain in this to me by misrepresenting opportunities and causing people to regret joining an organization. I hope you are one of them. I hope you’re telling people what they’re walking into so that there are no surprises. Surprises are never good.


So I’ll just remind you, if you’ve got a question about your job search, hiring, better, management, leadership, or want advice about a particular workplace issue, put your question in the chat. I’ll also mention my website, is a place where you can schedule time for a free discovery call, a coaching session. My blog has more than 12,000 searchable posts, you can watch listen to or read. You can find out about my courses, my books and guides. There’s just a lot there to help you. Also, my YouTube channel is terrific. More than 7000 videos. Yes, they’re on my website. But some people would rather go to YouTube for stuff. And my podcast No BS Job Search Advice Radio is number one Apple podcasts for job search than 2300 episodes over more than 11 years. So subscribe. They’re on Spotify where it’s a video podcast. It’s also available on Apple Music. I’m sorry, Amazon Music, Google Play, or almost any place where you might listen to the podcast. So again, I hope you follow me there. I hope you subscribe. If you do I hope you give the show a favorable review in any forum that you’re critiquing. And if not, that’s okay, too. I learned from your comments. Let’s go further.

From Paycheck to Purpose

What’s the difference between a project manager and a product manager? Now, I decided that . . . well, I wrote out a basic definition, and then I found a more detailed one. And this I want to give credit to That’s Because I’m just gonna read their definitions. I think it’s terrific. stories. A product manager’s role is strategic, much like a CEO but for the product.

 They’re the ones who set and own the overall product direction, staying with it until they remove the product from the market. It is their responsibility to understand the user needs, translate them into a design or MVP (Minimum Viable Product), and lead a development team to build the product and meet those needs.

 This involves typical tasks such as:

 Talking to users to gather requirements

. Identifying problems and opportunities

. Deciding which ones are worth going after

. Creating a roadmap and defining features

. Prioritizing development tickets

 But, above all, it involves product sense. That is having the intuition to know when to move a product from alpha to beta tests when to delay a release because of a buggy feature or remove a product or part of it because it doesn’t make economic sense anymore.

 Product managers are also responsible for the profit and loss function of a product. That’s why they collaborate with the sales, marketing, customer success, and support teams to make sure that they nail the overall business goals, in terms of revenue, competitive advantage, and customer satisfaction.

Can I Walk Out on an Interview?

A project manager’s role, on the other hand, is more tactical, focusing primarily on the execution side.

 They have to take the product vision from the product manager, develop a project timeline around it, and plan the work for the development team to hit important goals and deadlines. Or, to put it simply, their responsibility is to successfully bring a project to completion within the agreed budget, time, and quality – one project at a time.

 This goal usually breaks down into three activities:

 Risk and issue management – involves spotting early on and minimizing potential risks that might delay the project completion.

 Planning and resource scheduling – the planning part refers to adding up tasks with a start and end date, assigning the necessary employees to them, setting up the initial time budgets, and preparing the project timeline through specific project management methodologies and tools, like the Gantt Chart. The resource scheduling part, on the other hand, has to do with the daily management of task lists, materials, infrastructure, reports, and people to provide the project team with everything they need.


 Scope management – perhaps the toughest activity of them all, it requires balancing the time-budget-quality trio to favorably modify the project scope and bring in line with the initial set outcome. For example, if you shortened the project timeline, then more resources are required which in return increases the budget. Or, you need to modify the scope to meet the quality agreed upon.

 The project manager might also gather up the user requirements, but have little to say in defining and prioritizing them, as well as aid the product manager in writing the user stories. This reassures them that instructions are as clear as possible for the team so that they can easily stick with them.

 I know it’s a lot of information. And it’s accurate. I hope this is helpful too.

“Career Lessons from Backup Players”

I had an interview today and misunderstood one question and gave the wrong answer. Should I follow-up? Should I send a follow-up email to the interviewer that I misheard the term on the question? The answer is yes, you have nothing to lose. And it’s best to do it before you get the email of rejection, or the call with rejection. And after. And it doesn’t mean that you’re going to move any further. They may have rejected you. But before you get the email, before you get the call from the corporate or third party recruiter, it’s cool if you send them a message that says, “You know, I heard you say one thing and I was wrong with what I heard. I later found out that what you had said was this. I answered a different question than what you asked for. I understand that. Let me just outline my answer now so that this way you know that I know the answer. And then from there, it’s up to them to decide whether to trust that that was an epiphany on your part or whether you read up on it after you left the interview and you’re trying to weasel your way back in. No answer. Try it.


After doing a HireVue interview, I was sent an email that said ‘there is no further action on your part. . . On your part for this interview. Was I rejected? Yes, you were rejected. Once they say no further action, they’ve said no to you. So good luck doesn’t mean that they don’t reach out to you in the further because in the future because you were a part of their database. So it’s certainly possible they may contact you. It may not be about this role. It probably won’t be about this role, but it’s possible that they might so give it a shot. You got nothing to lose. Okay. Let’s go to the next one.


Will updating profile and resume on individual company career sites flag an internal recruiter of my passive interest. So I’m a little confused by your question, I’m going to pick one of the options that I’m going to discuss here to answer. Is it on your company’s career site that you might apply? Is it on another company’s career site that you might apply? If it’s on your company’s career site, they have no way of knowing that you’ve applied. So from that standpoint, you don’t have to worry. But if it’s your own firm, that’s what you want, right? You want to let them know you’re you’re looking for something else internally. And you might speak with your the HR person who covers your organization, and say, “you know, there’s a job here that I’m interested in. Should I apply? Should I give a copy of the resume to you? How should I follow up on it? Because I don’t want to be doing the job I’m in for the rest of my life. I’d like to look at something else that makes more sense for me. So by all means, I’d like to be considered. Do you need a resume from me? What do you need? And let them tell you what the next step should be? Will that trigger your manager being notified that you’re looking at something else? In most organizations that will. That doesn’t make you a bad person, and one that they need to be afraid that they’re going to fire because you’re looking at something internally? It may make you a person who’s on the outs with his manager, if you don’t let them in on this. And in terms of all company’s websites, you work for Blue Cross Blue Shield, or Empire Blue Cross, and now you’re applying to JPMorgan Chase? No, that doesn’t mean that at all.

“Second Interview Questions: 3 Tips to Calm Your Fears”

In your opinion, is it okay to ask personal questions in your interview? Why? So the answer is no, it’s not okay to ask personal questions. And it’s none of your friggin business about some of these personal topics. Like you want to know if someone’s single? Do you want to know where they live? No. Is it something general? Like, I saw your picture on LinkedIn? And it looks like you’ve lost a lot of weight? How many kids do you have? Are you straight or not? What’s the point of this? Join an organization. Don’t just ask nonsensical personal questions. They’re personal. And that means it’s none of your friggin business. Got it? Don’t ask another question.


How far back does HireRight go for background checks? “HireRight customers can specify how far back they want to go. Seven years is generally the common choice from firms. But other options include 10 years, as well as unlimited, which searches for all records that are reasonably available. And thus, I’ll say to you, folks, whoever sent this question to me, why didn’t you do a Google search? That’s what I did. And that’s the answer I got. So there’s a lot that you can find that from Google. Use it it’s a great resource. Let’s continue on you (Let m check one thing). Yeah. I believe I have two more questions if no one asks anything.


What matters for interviewers other than talent and intelligence. So talent, I’m going to translate into competence–that they’re competent to do the job. Firms in the US generally like people who are self-confident, inspires confidence that you’re the solution to a need that they have,  character, chemistry with the people on the team, maybe a little bit of charisma, but ultimately they want to feel like they can trust you. That’s really what it comes down to. They want to trust you. And if you’re not trustworthy, by their definition, no shot. So recognize that this is these are all important factors to them, and they want to see that you can deliver in doing so they will want to feel they want to know that you’re inspiring their confidence that you are the solution to a neat?

You may also find “Staying Relevant” helpful

Last of all for today, unless I see a question in chat when I come back, have you ever seen a job posting with such unusual and unnecessary experience required that you think it was written so only a certain favorite candidate would qualify? Yes, but I also have to say, for a lot of you, what you think is unnecessary, isn’t to them. It is truly necessary. They need someone who can . . . and they’ll list 30 some odd criteria under there. Thus, for some people, those unreasonable Java questions are perfect. Those job descriptions are perfectly legitimate to that particular employer. You need to put yourself in the position where they get to understand what you’re capable of. And don’t sweat about this big long job description. Look for the four or five primaries for the 30 some odd items in the list and focus on those. And you’ll be able to tell whether they’re primary based upon how they describe the role, responsibilities and accomplishments you need to have previously had in order to be qualified. I’ll also say that some firms used to do that when they were hiring H1bcandidates, or candidates for positions who possessed an h1 B visa. They did that because they knew that no US citizen might have that experience. And thus, it became an easy way for them to cut the line, move forward and hire people who are not yet US citizens.


When You’ve Been Made Redundant, Fired, Laid Off, RIF’d




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 2300 episodes.

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