EP 2146 Friday mornings, I respond to questions I received during the week that I did not have a chance to reply to. This week’s questions are:  

How does a hiring manager pick between two equivalent candidates?  

Is telling an interviewer that you have other interviews lined up as well a good or bad thing?  

Why are some jobs only open to internal applicants?  

At a place of employment where they are constantly having people quit, is the issue the people that they keep hiring or the business itself?  

How do I ask a professor to help with my job search?  

Why is a recruiter contacting me a month later for the same job position that I was rejected for?  

Why are most recruiters unhelpful and tend to constantly ignore emails from applicants in the interview process?

Office hours

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Career Coach Office Hours_ May 28_ 2021 Job Search TV

00:04
Hi. It's Jeff Altman, The Big Game Hunter and welcome to career coach office hours this Friday morning and I'm a little earlier that I've been doing them but frankly, I've got a couple of things scheduled for the morning and I bumped it up a little bit. What I do with office hours is I take questions from people either live, or that I've received during the week that I didn't have a chance to respond to and I've got a number of questions that people have forwarded to me and I'll just simply say, they're good questions. I really like these. I just was busy this week and didn't have a chance to respond. If you have a question for me, you can email it to me at TheBigGameHunter@gmail.com. In the subject line, put the words office hours or career coach office hours so this way I know what it's about and I'll try and get back to you earlier, or at the latest I'll do it Friday, during office hours.

01:11
So I've got 2467 questions to do today and the first one is, how does a hiring manager pick between two equivalent candidates? Now equivalent is not the same as identical and that's the key word there. There's no such thing as an identical candidate. Equivalent translates into similar and each manager has their own weighted scale for how they're going to measure these equivalents. Usually they're fairly arbitrary and then they're the ones that are involved in individual biases, or group biases for that matter. I'm not sure a woman would fit into our group was a classic bias or a person of color was a classic bias that would show up.

02:06
Now we've got a bunch of people from East Asia, in our group. I'm not sure if a white guy would be able to fit in. There are lots of different variables that go into equivalence and thus now moving bias out of the equation. There are things like compensation that are variable. How much experience, how close that experience is to what we're going to be doing on this project, though, that we need this person to do and thus, there's always differences.

02:40
So for example two equivalent candidates one who wants $10,000 more than the other. I really liked her. I think she's terrific, but this guy is pretty much the same as why to take 10,000 less. I can put that into my budget for next year or some other explanation and thus equivalent gets waded out pretty easily so lots of factors. I can't be more specific than these. There are as many variables as there are people in the world. So no simple way to answer the question, but I think you get my points here.

03:17
Question number two is telling an interview that you have other interviews lined up as well, a good thing or a bad thing? Well, it depends on where you are in the interview process. If you're in the process fairly early on, like first interview, and you're talking to the manager, and they say so what else you got going on? Well, you don't want to say I've got 15 other interviews going on, because frankly, they started thinking likelihood that they're going to choose me is pretty small. If you say I'm talking to other firms, I'm fairly early in the process. Well, that doesn't discourage them. It basically says they're still in the game and that allows them to want to proceed.

04:04
If you tell them, you know, again, first interview. I've got two offers. I'm going to be making a decision by Friday. They throw their hands up and they go. It's over. Let's not bother. Have a great life. Goodbye. So it depends on where you are in the process as to what the meaning is for them and that's the way you got to look at it. Generally being casual about it and said, you know, pretty early in the process and I'm quite interested in this role, and I hope it works out because from what I'm learning about your organization, it seems like it'd be a terrific place to join. So that's question number two.

04:45
Number three. What are some jobs only open to internal applicants, because they want to create opportunities for advancement for their own people. After all once you're on board don't you want to feel as though there's an opportunity for advancement for you. They're doing that for the wrong people as well. So recognize that. That's a good thing. You may want to be a part of that organization they've sent. We've got to put it out to internal people first, and we'll circle back to you in 45 days. That's a good thing for when you're on board in an organization. It's a bad thing for when you're an outsider. So be patient, keep trying. They're trying to look after their own and create promotional opportunities.

05:32
Number four, and a workplace where they are constantly having people quit, is the issue the people that they keep hiring, or the business itself and the answer is a definitive yes and many other factors as well. They may not pay well. It may be a difficult work environment with high demand and high frustration. People don't have the tools to work with to do their job and thus, people get turned off to that. The environment malware people, they're like, the classic examples of call center with the expectations of how many calls per hour you're supposed to handle.

06:14
I was on chat with YouTube recently and it was very clear that the person I was chatting with wanted to get me off the phone so that they could escalate something, and respond by email. Now, the fact of my rage I had three instances where I was involved with chat with YouTube, and no one ever got back to me. They said, we'll be back to you within 24 hours, and never did. Obviously, this call center person was trying to escalate and get movement.

06:49
Think of it from the standpoint of what it's like to be in the job? Is it a high turnover job because of the firm? Possibly. Is it a highest turnover job because of the work? Probably. Maybe there's no upward mobility there. Maybe it's a low paying job, and people are getting more money doing the same thing somewhere else and this firm becomes a training ground for others. There's no simple way to answer your question. But those are some of the reasons why it happens.

07:19
How do I ask a professor to help me with my job search? Well, do you have a relationship with the professor? What do you expect them to do? What does help mean? Does it mean get you a job where they work, primarily present adjuncts? I don't know what help means. Do you want them to go find out, make phone calls for you? You know, whatever it is, you have to make the ask. You have to be clear about what you want them to do and then listen to their response as to what they're willing to do and work from there. Remember, this is the most important thing in the world to you and for them, it may be an inconvenience. What's in it for them?

08:11
I know. If you don't have a relationship, why should they do it? Why should they help you if you're just another student who is sitting in a chair, watching them teach over zoom and you've had the camera off the entire semester or you've been sitting in the back? We're in a classroom or a lecture hall. Why should they help you? Think of it from their standpoint and then approach.

08:38
Why has a recruiter contacted me a month later for the same position I was rejected for? Maybe the client came back to them and said, hey, by any chance is fill in the blank still available? You know, we're thinking that maybe they were a better choice or maybe it wasn't recorded in our computer system, and they forgot that there was a rejection. So they're calling you cold. However it is just follow up with him and get back to them and say, yeah, maybe it's a similar position in another organization. However it is reached out to them and simply respond by saying gotcha message sorry, wasn't contacted you instantly but tell me about the job that you have and then listen and then go by the way, is it with such and such firm? No. Okay, that gets it out of your mind. If they say yes does your system have a note that indicates I interviewed there and was rejected? Yes, no, whichever it is, you've been forthcoming.

08:56
They may ask you what management is you see because it could be a different group in the same organization. Listen to what they have to say but always get back up and there's nothing to be defensive about. There's nothing to be angry about. To just think they contacted you for a better position. It's a good thing that they contacted you. Don't think of it as be ongoing doesn't serve you.

10:10
Lastly, why are most recruiters unhelpful and tend to constantly ignore emails from applicants in the interview process. I'm going to work with the assumption. Well, it doesn't really matter if it's a third party recruiter or a corporate recruiter. They don't work for you. Just listen to that for a second. They don't work for you. They work for a hiring manager that works for a company. If it's a third party recruiter, they're hired by companies to fill positions. They are paid by that company to find someone and many times people in their anxiety and their fear and their overwhelming desire to get hired don't understand that there needs to be touch and feel. They just think if I push that person more, they're gonna pick me. No, it doesn't work that way. They know how to say no.

11:07
So they're not getting back for a couple of reasons. Number one is maybe if you already turned down, they're ignoring your emails, because they don't have anything new to tell you. Those tend to be the big ones, not telling you you are turned down. Now, I'm not going to defend that, and I'm not going to criticize them for. Normally, people get the message that if there's no response, there's no interest. But the other side of that is, if there's no response, it could be that their client isn't getting back to them and they've got nothing new to tell you and then they're gonna have to sit and listen to your frustration and that takes them away from what they can be doing on their next condition check.

11:53
Remember, you're not paying them. A company is paying them to fill positions and as a result, you know, as much as you want information, you know, I saw the word emails, not an email so it's multiples, and you're pushing them and they're not ready to respond. Let it go. When they're ready to respond they'll get back to you. If it's a corporate recruiter, you're just being a pain in the rear. Clearly, there's nothing good going on that relates to you and as a result, you're pushing them is just an annoyance.

12:33
So I'm Jeff Altman. I hope you found this helpful. I'll be back next Friday with another episode. I've got a lot more of my website, the big game hunter.us. Through the site and go exploring. There's a lot in the blog to help you. By the way, I've started doing video on Tick tock. You can follow me there. Subscribe to my channel on YouTube a job switch tv.com or my podcast, no BS job search advice radio. I create a lot of content to help people.

13:05
As I said earlier, if you've got a question for me, reach out to me at thebiggamehunter@gmail.com. In the subject line, put the words office hours or career coach office hours. I'll try and get to you before Friday. But if I can't, then will you get a response on Friday and lastly, connect with me or follow me. I should say on LinkedIn @linkedin.com/In/thebiggamehunter. Hope you have a terrific day and most importantly, be great. Take care.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

JeffAltman, The Big Game Hunter
JeffAltman, 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.

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, http://www.TheBigGameHunter.us

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Career Coach Office Hours: May 28, 2021 | No BS Job Search Advice Radio

 

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