Career Coach Office Hours: November 15 2022 |

By Jeff Altman, The Big Game Hunter
I answered questions about job search, hiring staff, management, career transition, as well as workplace issues. Join me at 1 PM Eastern on Tuesdays and Fridays on LinkedIn or YouTube ( channel).  You can also message me on Linkedin before the show and I will answer it, too.

Salary Negotiation Tips: Eleven You MUST Remember


How can company leaders encourage employees to give feedback without making them feel attacked or judged? This question looks similar to what I answered previously. And it really starts off with you can’t control that. Some people will feel criticized. You are judging them. That’s the reality to them. You’re judging their performance. And you don’t have as much information as they do. I’m not saying they’re always right. But you don’t have as much information as they do when they’re making decisions. You’re playing Monday morning quarterback. So, company leaders who encourage their employees to give feedback, they’re, I don’t want to say they’re immune to feeling attacked. They want to hear the feedback. They want to know what’s going on. They want to know what their people, the organization’s employees, think about performance, and suggestions from folks. Now, again, if they respond, will you feel attacked or criticized? Probably, because after all, this is a leader, or a C suite professional in an organization who’s responding to your criticism, and basically saying, ‘I disagree.’ So would you feel criticized? Probably. And thus, they might, as well. So there’s no control over this. Again, what you can do is put yourself in their shoes, being respectful and courteous, and say ‘Maybe I don’t know everything that you do. But as an outsider, looking at the problem, this is what I’m seeing. Could you explain what your thought process was in making that decision?’ And you’re not attacking them. What you’re doing is inviting them to explain why they made a choice. And that’s really your one shot. And then at the end of that, say, ‘Thank you. Have you considered this?’ And they may say, ‘Yeah, we consider it. We shot it down for this reason.’ ‘Okay, thank you, it really explains a lot.’ Because, again, you’re being courteous and respectful, and how you present your information, or your opinions and looking for their thoughts in making their choices.



I got a case study in a job application after two interviews after which the response was negative (which I think means they were turned down). Now the position is open again, two weeks after the negative answer. Should I apply again?’ Probably not. You can basically ask them, you don’t have to apply. You could message the person who coordinated interviews previously, and say, ‘you know, I got a rejection a few weeks ago, and I see the position’s open again. Does it make sense to represent me for the role or is that is my candidacy rejected for now? And they’ll tell you what’s going on. Because remember, on their side of this, they want to fill positions so they look like heroes to their hiring managers. And they are there to fill jobs. So ask them. Ask them if you should reapply. Ask them if they can speak with a manager and see whether or not they would reconsider you. After all, you got through two interviews. Now, they may turn around and say, ‘Your case study really wasn’t strong. That’s why we rejected you.’ In which case it’s over, and makes it very easy.



Is it a good sign that I made the recruiter laugh during a phone screen? There’s no way of knowing because you could have made them laugh because your answer was idiotic. You could have made them laugh because it was actually a funny comment that you made. So there’s no way of knowing whether they were laughing with you, or at you. And that makes it impossible to know whether it’s a good sign or not.

“Stupid Salary Negotiation Mistakes: Being Too Grateful”


I got a high-paying job in a multinational corporation. And I faked my resume. What would happen if they found out that I faked my resume? So you got the job? They interviewed you but you lied on the resume. The question comes down to when you filled out the application did you lie there too? If you lied on the application, that’s grounds for termination. If you never filled out an application, which I doubt, if you filled out an application truthfully, different than the resume, don’t worry about it. Eventually, they may turn around and say ‘we’re a little confused. Your resume said this. Your application said that.’ I wasn’t sure when I wrote the resume and the application is correct. Applications are legal documents. Resumes are not. Thus, if you lied on an application,  it is grounds for being fired. I don’t think you want to be fired. So if you’re ever in this situation, again, do not lie on your application. Seriously, do not lie on your application. The truth is, you really shouldn’t lie on your resume because if they find out that you lied on your application, it’s grounds to be fired. If you lied on your resume, and you never filled out an application, it creates some comfortable moments for you later on because eventually they’ll write to your current employer or that former employer that you tried to cover up and try and verify your dates and salary. And when they find inconsistencies, as I’ve seen happen on several occasions, they fire people on the spot. So I’ll just simply say, if they find out you can be fired. I don’t think most people want that to happen to you.



How can I make it clear that I’m not okay with working more than 40 hours a week in an interview professionally? Let me clean up the question. How do I make it clear that I don’t want to work more than 40 hours a week while I’m interviewing? And the answer is, you can’t say to them, I don’t want to work more than 40 hours. What you can say is ‘Tell me what a typical day or week is like,’ and listen to their answer. If you hear of people coming in at [6:30] and leaving at five, you have your answer. They’re not a nine to five shop. It’s really that simple. Ask them what a typical day is like. And then you can follow up and say, ‘Are there atypical days that show up with different schedules than this?’ ‘Oh, yes, we definitely have those. A lot of fun. Lots of chaos. Lot of crazy. Oh, yes, a lot of stuff going on.’ So let them tell you about a typical day and an atypical day. Listen carefully to their answer, because they will tell you what their expectations are with regard to time. If you don’t believe them, well, they’re telling you upfront. So ask them. It’s really the case. Ask them and this way you’ll have your answer.



What’s the best response to ‘What are you seeking to discover that relates to this job in a job interview?‘ I think part of the answer deals with the answer I just gave. As you interview with people on staff, not your manager yet, but as you talk to the staff, you might just simply ask how are they to work for? What’s the workload? and the oddities or peculiarities that show up here. As you know, surprises are rarely good. So you ask the staff questions, ‘how are they to work for? What do they do? Well, what could they do better? You know, it’s questions that you might be asked along the way that you want to ask of them too. But it’s about joining rather than working there. In addition, you may want to ask, what sort of institutional friction exists here? It’s one of my favorite questions, because no one ever tells you the problems of working at these firms. They all paint a rosy picture that you discover isn’t true after you’re on board. So you want to ask them ‘what sort of institutional friction exists here that might cause someone not to succeed?’ ‘Oh, this is the perfect place.’ ‘Really, whatever to the last four people who sat at the desk I’m going to be sitting out. Why did they leave?’ You see on their side of this, they always paint a rosy picture, and they never tell you about the problems. Talking about why someone left is a good way for you to find out what the issues are in an organization. And they don’t reveal them unless you ask.  So, I’ll just simply say ‘What are you seeking to discover that relates to the job? Or the population?’ Real simple. I’m looking to find out what it’s like to work here. How success is going to be measured during my tenure here? What are they like to work for or work with?

5 Tips For Career Branding That Will Take You Far


How do you impress an interviewer by interviewing when introducing yourself? Okay. Every interviewer is different. E, every interview is struck by different things. You are not going to get hired based upon how you introduce yourself. You can be rejected for that reason. So most people go for neutral in terms of how they respond to, or how they introduce themselves or being as if someone introduces themselves. And what you might do is if you’re doing this in person, you might say to them, as you extend their hand to shake their hands, you might say, I am using myself as example. ‘I am Jeff Altman. Great to meet you.’ Shake their hands with a smile on your face, twinkle in your eyes, you look like a happy guy. When you introduce yourself, smile on your face, twinkling your eyes, it all makes a difference. If you just introduced yourself by going ‘Hi, I’m Jeff Altman. You can call me Jeff. Boring, boring. You want to create an impression. Don’t lose track of your what you wear? Expensive clothing makes people look better. And thus, if you’re in a situation where you have a choice between off-the-rack, or custom. go for custom if that’s affordable for you. If not, just make sure everything is properly pressed. Your shoes are not scuffed, that you look like a million dollars or $5 million. Whatever it is, you get the point.



What are some good groups for job seekers on LinkedIn? Well, groups is one of those features on LinkedIn that is not doing well. Most of the groups are pretty barren,. Lots of members, not a lot of communication. I personally don’t find that groups are really helpful, except insofar as that you can message people or members of the same group as you. Beyond that, no real purpose. So what are some good LinkedIn groups for job seekers? Answer? None.



Is it better to answer every question asked by the interviewer during an interview, or can you selectively answer some of them? Unbelievable. Let me be blunt. What do you think the answer is? They want answers to every question? They don’t want you to feel like answering that one. Or, excuse me, feel like answering every question that we skipped that one go to the next one as long as it’s like Game of Thrones. So yes, they want you to answer every question, not be selective. Whatever they ask you. They want to know that you can handle it.

Tough Interview Questions for Leaders: What Qualities Should a Leader Demonstrate?


Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. He is hired to provide No BS Career Advice globally. That can involve job search, hiring staff, management, leadership, career transition and advice about resolving workplace issues. Schedule a discovery call at my website,

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2500 episodes.

I do a livestream on LinkedIn, and YouTube (on the account) Tuesdays and Fridays at 1 PM Eastern. You can send your questions about job search, hiring better, management, leadership or to get advice about a workplace issue to me via messaging on LinkedIn or in chat during the approximately 30-minute show.




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