Although everyone hates recruiters, people are still seduced by them. What can you do to avoid it. Advice from a former US President.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
For now, the economy is decent; there are cities with our great employment opportunities, and others word is a lot harder. Regardless, whether you are in a city with a lot of advantages that is higher in droves or not, there are things that you can learn to allow you to command more money when it comes down to the are making you an offer.
You see, sometimes employers make lukewarm offers because you haven't really sold them well enough. Sometimes, it is just because they have a budget that limits them. The budget is for less money than what you are looking for and they throw a, "Hail Mary" at you. Then, it's up to you to say, "No, let's negotiate. I'm not prepared to accept $10-$20,000 less than what I'm looking for. Let's talk about what we each need to do to reach a successful conclusion."
Most of the time, people simply act irrationally, immaturely and without perspective. I'm not trying to be chopped except to point out what is obvious. If you talk to recruiters all over the world, corporate or agency recruiters, they will tell you in all honesty, how badly people interview, how badly they run their job search, and that they need help. It is up to you to act and get help.
I saw a piece the other day that asked, "Should I talk to a recruiter or a career coach?" Recruiters are there for one purpose – – to fill jobs with their clients and then get paid. If you think you're going to get impartial advice from a recruiter, you're wrong. They'll help you get the interview, they will help you get the job WITH THEIR CLIENT, but they are not there to help you get a job, except with their client.
JobSearchCoacahingHQ.com will help you no matter who the client is and you'll get great advice from me. One on one advice that deals with your situation. Check out the site. There is a time there that can help you. All my books and guys the job hunting… Videos… Podcasts… Articles that I have written... All there for one low price.
Again, JobSearchCoachingHQ.com
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
Today, I wanted to talk with you about mistakes I see people make on LinkedIn, particularly those of you who are not working and trying to get you to correct them. Now, I know a lot of people will talk in terms of that line under your name. And a lot of what I'm going to talk about does relate to the profile and how your messaging yourself.
Now, understand, number one is that if you indicate that you're not working by having a completion date for your last job, LinkedIn shows you lower in search results. They penalize you for not working. So, do not, I repeat, do not show a completion date for job. You are better off, instead of putting the month for your dates, you're better off just having the years for reach job to avoid the appearance of being out of work.
The ideal thing, of course, is not to show that you've completed working anywhere; just let it roll as though you're presently there. So that's number one.
Number two is you make it hard for people to reach out to you. And the way you do it is by not, I repeat, not including an email address in your summary. Minimally, have an email address there.
"But I don't want them contacting me if I'm not looking for work!"
Well, the easiest thing to do is to have a special email address, like Gmail account, specifically, for your job search that forwards through to your real address. In this way, recruiters, both corporate and third party, don't have your real address to message you. I think that's dumb because, frankly, people get ahead by being alert to opportunity. Sometimes they are internal to an organization; most of the time they're external.
If you cut people off, well, frankly, number one is you're missing out on opportunities. Number two is, the truth of the matter is, for a lot of recruiters they have LinkedIn Recruiter accounts. You have yours and they'll be able to contact you as a result of LinkedIn Recruiter they purchase in the entire LinkedIn database and, then, they can inMail you. So,you don't really need to worry about that. So, the second thing again, is not having an easy way for people to contact you.
Number three is, if you're out of luck, you talk about being in transition or you say something like, "I'm seeking new employment." Now, again, along with that idea of it being a negative to LinkedIn that you're not working, you know a lot of recruiters want to contact people who are working because they they've got this crazy belief system that if you're actively looking for a job, if you're out of work, you are, in some way, shape or form, inferior to those who are in the job.
I'm not going to go through this for you. I'll just simply say, trust me, that is a belief system with agency recruiters and corporate recruiters. So don't indicate that you're not working by saying you're, "in transition," a job seeker "seeking new opportunities," stuff along those lines.
They are recruiters who, as part of the LinkedIn recruiter search, will indicate that those are words that they don't want to see in a profile that's returned to them. So, you know, that becomes something that you avoid.
Another thing is if you're trying to give the illusion that you're working and putting volunteer work in as though it were a job, you know, the impact of that is, number one is, you can't get rid of that when you find a real job. It's going to stick there forever.
The result is, you look like you have a choppy history. you're better off not having a completion date, rather than putting in volunteer work.
Another mistake (and this one is huge these days) is you're not using the messaging function on LinkedIn, which has really gotten to be good. Whereas before, it used to be really an email service that would message you through LinkedIn and it would sit in your inbox and take a long time to deliver, Now it is basically instant messaging on LinkedIn. It works very well. As a matter of fact, on the mobile app for LinkedIn, you can use audio to message someone so you can do an audio recording if you don't want to sit there with your thumbs and type. So, don't hesitate to use the mobile app. It's really good.
Last thing, and I think this is a bonus number here. Let me just say, Oh, I'm sorry, one more thing before I hit the bonus! Your profile doesn't have information underneath each employer or it's not keyword rich. Now, when recruiters are trying to find someone like you looking for a job, how do they do that?
Well, they may, but it's unlikely they may use the primary search being your employer if you work for a large firm, there are thousands of people who work for your firm, right? How do they find you? If you work for a small firm, they'll never do that. The way they're going to do it is by selecting keywords like they would on a job board to find you. In doing so, if you don't have any information to describe your work that's keyword rich, you're invisible. So you have to get keywords into your profile and not just in the summary. Although that's helpful, because that is one of the early things that people notice, it has to be congruent in the profile itself. Otherwise, people think it's old information. So, build out your profile and include lots of keywords that are relevant and congruent with your resume.
The last thing, which is a bonus, where is it? Oh, yes, you're not using visual content in the profile. You can include video. You can include SlideShare presentations, you know, you can be posting stuff now on LinkedIn. You can upload video. You can upload audio (I believe you can upload audio I'm not sure about that). Take a look for yourself. You can upload images on LinkedIn. Make yourself known. Use the blogging platform to share information. If you're not doing that, the stuff in the LinkedIn profiles are, very simply are going to not get found as readily. Use LinkedIn to demonstrate that you're an expert at what you do and build your brand, not just simply during this job search but forever! in your career, you will be discovered more readily. You'll be found more readily and more opportunities will come to you.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman – , The Big Game Hunter – Job Hunting Coach – Job Search Coach
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
I worked in search for more than 40 years and filled a lot of positions–more than 1200 full time plus consulting and interim roles. This is by far the biggest mistake you as a hiring manager make
I'm surprised I haven't done a video around this topic, but I picked up on it. And here it is. The number one mistake employers make. The number one mistake hiring managers make when interviewing people.
I want to start off with a story from when I started in search. And this is back in the Stone Ages, pre-computer, pre-fax machine. Way back when and there's a guy who trained me and there were three of us who were starting in the field at the same time and he says something that was . . . he asked three questions and the first one was, "how do you tell a job applicant is lying to you?" Most of us know they are prone to exaggeration. So the correct answer he offered was, "their lips are moving."
The next question was, "how can you tell a recruiter is lying to you?" Their lips are moving and lastly, and this is the one that I want you to hear. "How can you tell one of your clients is lying to you? Their lips are moving.
Now, you may not think you're a liar. You may not think you're lying to the candidates that you're talking to. But, the fact of the matter is, you're finessing the situation. What you're doing is minimizing some of the problems that you have, or you're not even disclosing them.
I know this for a fact, because, having worked in recruiting for as many years as I had, I've never ever heard a hiring manager ever say to a job hunter, "You know, you're stepping into a maelstrom. As a matter of fact, I've just taken over this group and my predecessor got fired and her predecessor got fired. And it doesn't take a genius to figure out my butt's on the line and I'm trying to hire someone to save it.
NO! Everyone talks about a terrific opportunity with a great company. We help our people grow! Have I mentioned, we're like family around here, even though you've got a group of lunatics that you absolutely love.
So, the number one mistake that you're making is you're setting people up for failure, you're setting them up to be disappointed and to not trust you. Although you may fill the job, and that's only the beginning of the relationship, the next part of the relationship is getting them to perform.
How much do you think they're going to trust you if they find out on week one, all the problems in the office? I know when I worked in search, I changed firms at the end. I joined an organization . . . well I left the firm where there were a bunch of lunatics, but I was told about this mature group of people, you know, very wise, very smart, very capable, and I know what they were. They were nuts! Nuts in different ways and the owner was nuts in different ways. But that's a different conversation.
My surprise caused me to never really want to listen to the people I was working for. I just kept my head down. I helped my clients fill positions and did a great job. But there came a point where I couldn't take it. I left
What do you think is going to happen to people who you hire? You think they're going to listen to you because, Lord knows, that it wasn't my experience. What I chose to do was nod my head and give them a back 75-80% because I felt, shall we say, screwed over.
Your big mistake is you don't confide your problems, particularly to leadership candidates and, if you're hiring senior professionals, they need to know what they're walking into.
A classic story. It doesn't involve me, except that I took the phone call from this guy. He had been a client of mine. And he joined an organization where they withheld the fact from him that he was taking over a large business unit, a large function where 80% of the money had been spent on this one particular program that he was going to be running but only 20% of the work had been done!
I got him out of their as fast as I could, because he was the "Fall Guy" and no one should ever be put in that position. How do you put people in that position by withholding information? Or, shall we say, "finessing the truth" a little bit sometimes.
Be honest with folks. Tell them, "hey look, not everything is going to be perfect. We do a lot of things well and, at times, we're not great. As a matter of fact . . . " and then you tell them some story about some lunatic behavior.
Do you think they'll trust you that much more instead of all these people with the "happy smile button faces" that all talk about this great opportunity with a terrific team of people. "We're like family around here!"
Stop lying. Seriously. Stop lying. Stop embellishing the truth. Stop trying to "finesse" situations and just give people the straight scoop about what they're walking into. You will get more out of them. They will trust you more, you'll be seen as the leader that you want to be seen as.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
No BS Hiring Advice
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
I've been coaching someone for not all that long and he just described a situation to me at work and I just want to hit them. I'll just simply say, "that's my stuff," because I've listened to this same story in different forms many many times. Here's what he's gone through. Him him him
He works for an organization. A new manager comes on. Now, this guy's reviews have all been extremely good. Everyone says positive things about him. New manager comes on. Starts hiring his own team of people from his last organization and this guy's just forced to hunker down. He's trying real hard.
It's kind of like in the restaurant business. You know, a new the owner is going to come in and suddenly the restaurant staff is in a frenzy. They are all trying to put on a good show for the owner who runs multiple restaurants and you pause for a second and go, "If you're worried about the restaurant, close."
Your performance on this one day, is it going to make a difference? The decision's already been made. Well, the same thing exists here. If, regardless of the person's performance, that decisions already been made. What he chose to do is hunker down and do a good job and not really focus on the relationship with his boss or with the fact that his boss was hiring people that he already knows.
So, I just want to point out to you some of the insanity that many of us do, and I know I've made this mistake myself. It's part of the reason I can recognize this and, you know, I learned my lesson years ago about this.
The first thing you have to do really is pay attention to your relationship with the boss. Even in an existing organization where there has been no change in your relationship with your manager is really pivotal because they dictate whether or not should get the plum assignments, whether you get support and moving up, moving ahead, things along those lines, If they are trying to hire from the outside,it is an indicator there that you don't really have a future here and, thus, it's time to start looking. at. So, always focus on your relationship with your manager.
Also think in terms of those, your manager does your managers manager think of you, as the expert experts often are seen as indispensable?
I always think in terms of what can you do to present yourself as "world class." Now the notion of being world class can't suddenly start when you feel threatened. You have to always think in terms of your organization and how you're perceived. How you're seen .
As a result, to not see yourself in that way, you're leaving yourself vulnerable or because if you don't see it, they sure don't.
Then, you have to ask yourself a question. The question really is, "why should we keep you?" What is it about your performance that makes you unique in the organization . . . and it's not just to simply say, "I'm a good worker, I'm always there on time. . . . and words to that effect. There are a lot of good employees out there who will also be there on time. What can you do that's special? What makes you world class and distinguishes you from others? If you can't answer that question, you are dispensable and it's no surprise that this individual who I coach suddenly finds himself on the outside.
And, really the only thing that you can do at a time like this is start hunkering down. And then go to your boss and say, "I've got to apologize to you. I've been off my game for a little while. But if you haven't noticed, I feel like a back again, and giving you the kind of effort and results that you've been expecting. I apologize for this period of time. I've had some struggles outside of work, and I took it out in the workplace. But, at the end of the day, I just want you to know I'm back and I hope I could resolve these things."
Back to the initial thing about reading the tea leaves at work, you have to notice how you're being seen. You have to notice what's going on around you. All you can really do is your best. And once you start to notice that these things are going on around you, you have to be out there networking to try and find alternative situations where you're appreciated.
Again, someone I coached recently works for a small firm in the city I live in, and he's been frustrated at work. He's tried working hard, it hasn't really worked and you start to reach out to people who've already left this firm and got to someone who has already found a position, introduced him for a role and he starts in a week.
Remember, statistically, your network is always going to be the place where you're going to get the results. It may not be directly from them, and that they may not be the ones who hire you, but they may introduce you to someone who will be the one who hires you. So I just want to remind you to pay attention to the signals around and, yes, you want to be putting in great work but don't ignore what's going on and ensure . . .
The classic example is the person who eats at their desk. They never go out to lunch. They never talk to people in other departments. They never talk to people outside the organization. As a result, when they're suddenly let go in situations like I outlined, they're completely unprepared. There's no resume. No up to date LinkedIn profile. No network in place to help.
You don't want to be caught short like this. You've got to pay attention to all the tea leaves at work and all the signals that are going in and take action to protect your interest. After all, you're the Chairman of the Board of your organization. You have shareholders--Your wife, husband, partner. Kids whomever, you are a corporate entity in and of yourself and you have to protect your show shareholders.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
In this video, Jeff Altman, The Big Game Hunter tells you to avoid these cliches in your LinkedIn profile.In this video, Jeff Altman, The Big Game Hunter tells you to avoid these cliches in your LinkedIn profile.
Hey, I want to talk with you about LinkedIn and that line underneath your name. That's really a profile headline that's designed to catch people's eye. I want to help you by helping you avoid misusing that space, by using some of the dumbest, most useless phrases that people mistakenly put there thinking they're there to impress, but really are so cliched that they're pointless. So let me talk with you about a couple of those phrases to avoid putting there because they really do nothing for your chance to succeed.
The first one is top 1% of profiles viewed. Who cares? Seriously, who cares? So you have a top 1% profile. It's completely irrelevant to the employer. Why do they care? If you're looking at SEO value, if you're in that kind of work, there are other places that you want to demonstrate your SEO capabilities, not LinkedIn. So, drop that kind of phrasing from your profile.
Second one that's also completely useless (And the third one is a corollary of it) and that second one is "experienced" as in "experienced this or that." No one puts the phrase inexperienced. Experience is not a search term that employers are looking for. Why did they think you're experienced? Answer because of how you describe yourself in the space below. The word "experienced" is so useless; it just defies logic as to why you would put that there.
The third one that I think is pointless, is "unemployed." Why do you want to brand yourself as unemployed? That space underneath your name is an opportunity. It's a headline that you can use to describe yourself in a strong, positive way about what you do and what you're capable of.
Why would you stick the phrase "unemployed" there that can cause people to have doubts about you in any way, shape or form. Better to stick something there that describes you and your work than what your current status is.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I
JobSearchTV.com
function as your ally with no conflict of interest answering your questions.
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
I want to speak with you about another 1 of those stupid resume mistakes way too many people make so I can try to hate you all from doing it anymore. Now, on your screen, when you type the resume, particularly if you use the page header where you have your contact information on page 1 in an embedded header that’s going to wrap; the same header is going to appear on page 2, 3 etc., or if you use tables or frames or templates that use frames, often, when you send your resume to someone, it doesn’t lay out the same way on their screen as it does on yours.
Why? Different monitor. Different software. Different versions of the software. There are many reasons for it. At the end of the day, your job is to make your resume look good for everyone, not just simply for yourself.
Also, embedded headers (that area where you put your name, address, phone number, email address, stuff like that) when you use embedded headers, sometimes software that used to recontact you in the future (I don’t want to call it an applicant tracking system. Let’s call it a CRM) A CRM may have trouble parsing the information from your resume into their system so that they find it difficult to contact you in the future.
So, my advice, very simply, is to stop using embedded headers. Stop using tables in your resume. Don't use frames. Don't use templates that use frames. Instead, you are so better off, for example, instead of using the template, following the model of the template but just in it freestyle, instead of embedding a header. Just type in on the top of page 1. You don't need to put it on every page because, it's not like the old days, where people actually printed resumes out and they could lose a page. They had to staple the resume immediately or they could lose the page. Then they wouldn't know “where is page to of his resume!”
So, just, very simply, remember, other people use different monitors, different versions of the software that can figure your resume differently. Then, it looks awful and they take it out on you because, suddenly, they’ve got work to do on the resume and often say, “screw it. I’m just going to delete it.”
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
Here is the technique. You want to do it? It is your prerogative. I think you are crazy but people seem to do it all the time.
You don't put your city, state or ZIP Code on your resume. You have a phone number on your resume that doesn't correlate with where you live.
Do you think were searching all the time based upon your phone number or are we searching by where you are living and, most likely, ZIP Code? ZIP Code is how the systems are set up. If you work in technology, you are an idiot if you don't know it. I received yet the hundredth resume this week of someone who did not put their location on the resume. The only reason I know that they are in the Bay area is that you happen to mention it in an email you sent to me. But, your resume has a phone number the correlate to someplace in upstate New York.
No address. No ZIP Code. No city state. No nothing! We are supposed to know that this phone number is actually located in the Bay area.
If you want to sabotage your job hunting for now and for years to come, please continue to not put your ZIP Code on your resume or your city, state and ZIP Code on your resume. I understand that you are concerned about identity theft and put your actual street address, I understand. But not having a ZIP Code? Come on! Give me a break!
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
Here, I describe 10 things you can do differently to get more results
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
Today, I want to talk to those of you hire and tell you a story that made it online. As a reminder to you. Now, I worked in search for more than 40 years and stories like the one I'm going to tell you are not unusual. You may think it's unusual, but it really isn't. And here's what happened.
There's a woman in the UK who did an interview. Now, obviously I'm US based and if you think this is unique to their culture, not at all. She goes on an interview, spend two hours that she describes as being grueling, grueling, tough interviews. That's fine, but it was abusive and the CEO basically called her a variety of critical things, criticized the way she sat, basically described her to her face is an underachiever, told her work really wasn't that a good and a variety of other things that were designed to take this 22 year old woman and take her down a peg.
Yeah, right. That was a smart move. At the end of the day, they make an offer, which she initially accepts, and then has the wisdom to turn down.
In the rejection letter. She described herself as being someone who's just come out of an abusive relationship and realized that this was much the same type of thing, that she was being psychologically abused by the CEO of this firm . . . and that should never be be tolerated.
Folks. I'm just going to simply say, if you don't think that the people in your organization can do this, again, I worked in search for a long time, and it doesn't have to be the CEO of a firm. It can be very simply the people who were doing the evaluation interview.
I heard of people who were interviewing developers who would say things like, "You are a moron," or "you're dead wrong," even though they were right. Now, some will defend that the idea was to toughen the person up,, have them argue intentionally but we live in an age of social media. This this tweet was retweeted almost one hundred thousand times. Do you understand what the impact is of behavior like this is on your recruiting?
You need to train people who are involved in the process to ensure that they behave like normal people, and because they're having a bad day, don't take it out on someone else.
In the case of the CEO, he eventually got around to apologizing online. "I had no intention of humiliating someone." Well, tell me what your intention was when you criticized the way someone is sitting and say her work isn't any good? What was the intention there? It makes no sense.
Some will call this a pressure interview. This is an abusive interview. If you're in HR, if you're a hiring manager, you want to safeguard against people on your staff behaving in any sort of way like this. Take 15 minutes. Just have a quick conversation or send an email out to them and simply say, "I just want to be clear about something (I'm doing this manager to staff). If I ask you to interview, I want you to focus in on a couple things to evaluate and assess. We want everyone to walk out wanting the job, wanting to join our firm (because that is what you want, right)." Even if you don't want them you want them to want it so that in this way if they're turned down they can say to their friends, "I really wanted that one; that was a great opportunity." That helps with your branding.
But this kind of pressure thing . . . it's so 1950s! Is that the way you want to be seen?
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate yourJeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon. offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
