google-site-verification: googleb943d61bcb9cdbf7.html

Help Candidates Learn About Your Firm | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2015/11/20/help-candidates-learn-about-your-firm

All good candidates research and employer before interviewing. Why not make it easy for them and influence them at the same time?

Summary

When good candidates get ready to interview with your firm, what they're doing is doing some basic research. They want to look up the LinkedIn profile of you and the other people that they're interviewing with. They want to spend some time looking at background of your farm.
Now one of the best ways to help them, shall we say, find out about your firm and, thus, create a positive impression for them, is to create your own information that's presented online--YouTube, Facebook, Twitter, all right places to do this. So, for example, I happen to be a big fan of YouTube channels. And, obviously, I've created tons of videos to help job hunters and HR professionals with recruiting.
Create a channel for your firm. Make sure that there are regular videos that are posted there about what it's like to work with your firm. Want to have fun videos because that fits the culture? Great! Serious interviews? Great!
Whatever it is create a flow of information using YouTube. I'm not talking about that big, long expensive productions. It could be a three to five minute video where someone talks about what it's like to work there, how they got through a job, what they like about it . . . real simple things. You could talk about what your firm is like, what it looks for, what it does . . .
Again, information for YouTube is great distribution channel. Same with Facebook. Just put out information. The YouTube stuff can wind up on Facebook. I hope people learn about you and, thus, influence their decision to join.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume

No BS Hiring Advice
No BS Hiring Advice

Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.” 

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.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Waiting for interview

Trends in Staffing | No BS HIring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/03/15/trends-in-staffing

I refer to an article written by Dr. John Sullivan about the top trend in recruiting for the coming year.

Summary

This is a video that I'm doing calling attention to an article by Dr. John Sullivan on eremedia.com or you may also find it on ere.net where he talks about the number one trend toward going into recruiting for the new year. He goes through a variety of them, but this is the number one trend he believes is going to be important for a company. I think it's valid. It's a shift toward database decision making in recruiting.
Why? Because, lately, in recruiting, he says everyone's gotten good at collecting metrics. Unfortunately, after collecting them, no one ever does anything with them. Here's his best practices for creating a database decision model.
He says data is going to reveal which sources provide and produce quality applicants and hires and will also reveal which types of interviews and interview questions best identify future top performance.
In a previous trend, he recognizes that the cost of a bad hire is extraordinary. DUH! Like you know all recruiting firms have spoken about this for years but no one pays attention to us and hopefully you'll notice this trend and not take a "penny wise, pound foolish" and start to measure where your top people are coming from.
It can can also show you whether your references are an accurate predictor of future performances because, these days, half of new hires are coming from employee referrals. It can also show you your new hire failure rate which can also average as high as 46%. It reveals which recruiters and hiring managers routinely produce the highest quality hires and which do not. It also reveals which single factor has the highest impact on hiring success.
For example, he offers the relationship with the hiring manager. Data can be useful but it's also an examination of the past and it doesn't take into consideration the future. They're going to be new factors and new avenues for exploration for where you find retail and right now it's heavily referral oriented great saves you money. It's also like getting a testimonial from someone who works at your firm as to the quality of this individual. That's terrific but in the future, there may be new ways you have to be open to them as well. It started measuring the success of these techniques and not just simply the old ones.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

No BS Hiring Advice
No BS Hiring Advice

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

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.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Maybe The Problem Is You? | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/03/18/maybe-the-problem-is-you

A recent call with a hiring manager and HR highlighted the problems that sometimes occur when hiring.

Summary

The impetus for this video was a recent call, I was on with a hiring manager, with HR, where clearly there was a disconnect between the HR organization and the hiring manager. The HR organization was trying to encourage the hiring manager to making quick decisions and the hiring manager clearly was resistant to doing that, which led me, as a recruiter, know that this hiring manager was going to take a very lackadaisical approach to hiring because they wanted the perfect person but what they were describing was pretty generic.
Now, I'm a sales professional. And what I try to do is help organizations play big and be effective at what I do. I'll simply say, if you're a hiring manager, I want you to wake up to the fact that people have lots of choices. Other organizations are going to pick them up. Now, you can say, "Well, I really don't care, I want to find the right person."
Well, why haven't you been working on this all along? What's your network like that you can't pull someone in on your own hat woultd want to work for you? If your network and your way of doing things was so effective, why aren't you just able to make three phone calls, get two interviews, and hire this person without me?
The answer is, the problem exists with the hiring manager. HR was trying to encourage this person to understand that the market right now is very strong and talented people have options. They're not going to go through this lengthy review process that takes six months for someone to make a decision nor do I have any interest in being involved in that either. I've got other things to do, and I've got my own bills to pay without doing social work that's unpaid for.
So, as a contingency recruiter, I have to figure out where it is, I'm going to invest my time. This hiring manager didn't really look like a good choice for me, because they aren't really clear.
When a hiring manager gives me a spec that is so generic, And when I try and pin them down, there's really very little more that they give me, it's clear that I'm dealing with someone with an analytical personality, and it's going to be tough. I don't have the time, nor do you as an HR professional, have the time to provide service to this person.
What was funny to me was right after the call, I got a message from the HR person saying that someone else was going to be my point of acontact for this search . . . which let me know he didn't want it on his books, as an open req, that he wants to pass it off to someone else, rather than have it be a stain on his record. So, he gave it to the new guy.
So, I'll simply say, if you're a hiring manager, you need to smarten up fast and figure out what it is you need from a new person and get clear about it. Hiring should take six to eight weeks these days, tops. That assumes, of course, you have a reasonable requirement.
If you don't, fix it. Fix what needs to be analyzed beforehand, rather than calling in the cavalry, because all that happens is when guys like me get involved with a requirement, we all have an expectation that what we're going to do is going to bear some fruit. And rightly so!
You know, we're asked to work for free. And when we talk about you writing a check as as a retainer, to justify our time you guys all go, "Oh, no no no no no."
I'm going to tell you, I'm not working on this. Why bother training someone for free, and then have them hire them from someone else? So, I'll simply say, folks get clear about what you need and the timeline for hiring. It's not like the miracle person's going to walk in.
At the end of the day, you've got a job to do and a requirement to fill and this isn't the supermarket with lots of items on the shelf. Only one person is going to fit that particular need.
Oh, yeah.
Fit.
I'm just get this out of the way again, like I always do. You folks are not equipped to evaluate for fit. Tell me about the measurements that you're using to evaluate for fit that don't involve bias. You know, it's not like you're giving people standardized tests to determine their psychology, nor have you tested your own people for that. So, don't give me this nonsense about we want someone who fits in. That basically tells me we want a homogeneous environment. The people who look just like you and act just like you. That's not really going to serve you.
You want complimentary personalities and most of you aren't equipped to evaluate that. Stick to skills evaluation, and you will go a lot further, a lot faster and can be a lot more effective.
Sorry, I have to always get that ranting because it drives me crazy when firms talk about fit, and then they wind up being sued for discrimination later on and don't understand why.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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 1400 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? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

Millenials and Management | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/04/12/millenials-and-management

Complaints about millennials are legion yet, the fact of the matter is, millennials are entering the workforce in numbers that exceed those of the baby boomers.

In this interview with Lee Caraher, the author of “Millennials and Management,”  we discuss managing millennial’s and hiring millennial’s and come to the conclusion that there are not bad at all.

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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 1400 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? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

No BS Hiring Advice Radio
No BS Hiring Advice Radio

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

 

 

millennials and management

Attracting AND RETAINING Millennials | No BS Job Search Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/04/27/attracting-and-retaining-millennials

I explain to HR professionals and managers how to attract and retain the current younger worker.

Summary

If you're going to start groaning now, just cut away. You're not the right audience then to help.
I'll simply say Millennials are the best educated and most tech savvy workforce that we've ever created, and they are smart, effective, and they've been encouraged to be successful. You may roll your eyes at this point and say, "God," but you're just another victim of an industrial system that trains you to just shut up and do your job. Do what you are told; don't speak up and lived with the "or else" from the time you were little and told that and the consequence was you won't get into a good school. You were told to shut up, do what you were told, regurgitate a bunch of stuff, "or else" you won't get a good job. Now, you'll live with the "or else" of we'll fire you.
Millennials don't live that way. They believe, and rightly so, that they have earned the right to be at the table. What they're looking for is meaningful work. Not a bad thing when you stop and think about it.
They don't want to be treated as wage slaves. They want to be treated in a respectful way. Don't you? So, I'll simply say, the easiest way, and it's a no cost way of doing it is, number one, start by identifying what your firm's mission is? Don't know it. Well, there's the first problem. An organization has a mission and a purpose for why it exists and the organization has to be connected with it.
Now you may think "these people talking about mission statements, what a waste! We're here just to make a lot of money." Well, Millennials don't care. They want to do meaningful work. So, if your mission, like one I saw yesterday, which was basically, "We want to help ourselves and our clients make a lot of money," well, that's not going to turn them on. You'll get some people who gets turned on to, but you're looking for more than just a couple of people if you're watching this video.
So, a firm has to get connected to its mission. Then, from there, a department has to be able to talk about how what it does relates to the purpose and mission of the organization.
Lastly, as you talk with the millennial employee, you talk about how the job serves the group mission and the corporate purpose. Tying that together creates an emotional bond, so that when you give them an assignment and explain why it matters, the millennial can hook into it. Most workers can hook into it.
So, I'll just point out that there's some great mission statements out there. I was reading one yesterday that you'd recognize the firm about and it lays out its case beautifully. I can see how every worker can really believe that what they're doing serves the corporate mission and why that mission would be so attractive.
I saw another one yesterday, like I mentioned, we want to help ourselves and our clients make a lot of money." That's right, some people who like that, but is that really a mission statement? How is the world going to change as a result of you being successful serving that mission? Not real attractive.
You go on. There was one I saw yesterday, where it talked about how "we hire our employees," and I don't want to describe the employees even though it's in the mission statement, so that they and we can serve our customers better. Boring!
Most of the mission statements were talking about how they want to have a motivated, caring group of employees who care about serving the core corporate mission which is serving our customers. Awful! Awful. Can you really connect with that?
How does the world changes as a result of your work? To me, a mission statement involves a vision of how the world changes and the action that the organization and person will take that will heal the particular outcome.
So, you know, the vision of the world, the action that the organization takes, just making our customers happy, mundane and boring.
But if you can lay it out, if you can see the corporate mission and is a firm's mission isn't valid, if it isn't a good statement, if there's nothing inspirational about it, if there's nothing that motivates people to give their heart and soul to it, they're hiring another disposable commodity. If that's what you want, a lot of millennials will basically tell you to bark up a different tree.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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 1400 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? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

No BS Hiring Advice Radio
No BS Hiring Advice Radio

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

Developing a Sell Sheet | No BS Job Search Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2015/11/06/developing-a-sell-sheet

Jeff Altman, The Big Game Hunter discusses the value of having your managers develop an offer a company sell sheet when they interview someone.

Summary

Now when most hiring managers are involved with, "selling the applicant" they do a really mediocre job because they are not salesmen. And if you have sales people, they tend to go overboard.
So, I always encourage clients to do fact based selling. Think in terms of, on your application, when you're sending people to whatever applicant tracking system is, the first screen that people should see should thank them for making the time to complete the application and give them a couple of points about why your firm is terrific.
After they've completed the application, same thing but more more in depth. Have a great list of reasons why your organization would be a great place for people to work. Don't go for all the goofy stuff, although if you have a culture that is kind of fun and cool and stuff like that, that's the kind of audience in the startup environment that you're trying to attract. It may seem mundane to them to repeat many of the things that they may currently have.
But if talk about why your firm is exceptional, what it's trying to do that is special, how working for the organization will contribute to the success of the firm and help their career development. . . Career Development is such an important part of what the firm does for people. . . only if it's true! And that's one thing I can't underscore enough-- only if it's true.
You don't want to lie to people who are going to be in dead end jobs and tell them about all the wonderful opportunities when there won't be any.
So, again, a sell sheet and, even in terms of the hiring managers, you might have them handout a quick folder that will provide data for for employees about the role, what the expectations are that they'll have. This is the variant of the interview.
Last thing. It will also cover benefits. It will also cover some of the reasons why the firm would be a great place for a person to work. So, they just reach into their desk, hand someone a thin folder, four or five pages, that allows them to review when they get home some of the things that they'll be doing, some of the opportunities with the firm. Why it's a great place to work and it saves the hiring manager the notion of remembering all this stuff and becoming a salesman.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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.

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.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS

No BS Hiring Advice Radio
No BS Hiring Advice Radio

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

An Unrecognized Bias in Hiring | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/03/01/an-unrecognized-bias-in-hiring

I speak about a prejudice that hiring managers have when interviewing.

Summary

This one is about discrimination, and involves a bias that is not protected in any way, shape or form, by legislation. So, I want to be clear about that. There are obvious ones like race, color, creed, national origin, sexual orientation, gender . . .a whole host of obvious biases that exist.
Then there are the other ones that are just equally as discriminatory and foolish for you, for you to allow your hiring managers to get away with. Here's an example of one and I'll pose this scenario.
Firm yesterday is interviewing someone for a position and after the interview, I asked the candidate, "So, how'd the conversation go?"
I answered almost all the questions correctly; maybe there was one the manager and I disagreed with, but overall, everything else went well."
"How did the two of you get along?"
"You know, he had a poker face; he didn't really play. We really didn't connect."
That's basically the message he provided me with. Then, afterwards, I thought about it and I asked him, "So, you know, was he an urban guy or a suburban guy? Was he a local or someone who you think might be a transplant?"
The answer was my candidate is a rural guy, or from a "non-urban" setting. It could be somebody, but he's got a little bit of an accent, you know what I mean? And the individual he is interviewing with is urban. He comes from a big city and moved south later on. So, energetically, they're different.
Now, I want to raise this flag about this one, because it is a form of discrimination. The assumption that urban people often have about rural or suburban Southern people, is that the accent makes them dumb, or presents dumb to them. As such, you don't listen and you don't pay attention to them the same way as you do with other people who are like you. I can always come back to the fact that you think you're assessing for fit. Basically, what you're doing is reinforcing discriminatory patterns, and projecting attributes onto people that don't necessarily exist.
If you qualify someone, and they can't answer your questions, I have no issue about that whatsoever. That is a fair and objective reason for turning someone down. However, in most instances, particularly in hard to find skill areas (I'm not going to list all the skills because by the time you watch this video, one skill may be pretty easy to find, and suddenly, you're not paying attention anymore).
So, I'll simply say in hard to find skill areas, the only qualification you should use is, "Is this person qualified? Can I trust them? They appear as though they have to work habits to do the job." And this notion that they can fit in to me is BS.
Why do I say that? Time and time again, I don't see firms using any objective measure, to evaluate fit. What I see is is a hiring manager who comes to a decision based upon a job applicant on good behavior, and they being on good behavior that they won't mesh.
Yet, the fact is (here's the fact that) more than 70% of hiring managers a year after the hire, would not have hired that employee. What's that telling you about the criteria that you use? It doesn't work. So, I'm pointing out this discriminatory practice, and I'm calling you on it.
I'll simply say the reverse is also true. I'm living in North Carolina. Now, in case you haven't noticed, that's a New York accent AND I'm still referred to as a Yankee here. I've been there for four years (now eight), you may watch this video at some point in the future. I know I will always be a Yankee, because I don't necessarily, "fit." So I kno,w it's the reverse pattern, as well, that people have some apprehension about paying attention to me as an urban guy in a less urban area or rural area. Transplants get me and local people look at me as a curiosity.
So, it's a two-way street. Don't you Southerners think that you're any better than the urban folks because you aren't.
Again, qualification is the only criteria that should go into your assessment AND (I'm going toadd the extra thing) rigorous reference checking and background check. Without the rigor there, you may be hiring the sow's ear instead of the silk purse. But, again, it starts off with evaluating for qualifications. Period. Because you are not knowledgeable nor using adequate measures, if anything to assess for fit.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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 1400 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? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

No BS Hiring Advice
No BS Hiring Advice

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

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.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Professional Environments Win

Shifting The Culture | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/02/25/shifting-the-culture

I interview Glen Geffcken, author of “Shift: Indigenous Principle for Corporate Change” and apply the principles to creating an attractive culture.

 

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 1400 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? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

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

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.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

It Isn't The 2009 Job Market Any More | No BS Hiring Advice Radio

What Smart Firms Do When They Are Hiring (And What Yours Probably Isn’t Doing) | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/02/19/what-smart-firms-do-when-they-are-hiring-and-what-yours-probably-isnt-doing

I discuss what smart companies do when they hire. 

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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 1400 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? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video)

No BS Hiring Advice Radio
No BS Hiring Advice Radio

or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

 

 

The Impact of the Pace of Hiring | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/02/16/the-impact-of-the-pace-of-hiring

In this video, I discuss the impact of the pace of hiring on the staffing process.

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 – 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 1400 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? Schedule a free Discovery call.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

No BS Hiring Advice
No BS Hiring Advice

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.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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