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Me as Shaft

Can We Put an End to The Idea of Hiring for Fit? | No BS Hiring Advice

Originally Published on LinkedIn

I worked in search for more than 40 years before transitioning into coaching. It didn’t take long for me to figure out that job hunters were on good behavior when they were interviewing.

However, it took a few years for the light to go off that employers were also on good behavior (or outright lying) to the people they were interviewing.

Me as Shaft
Me as Shaft

In the course of my career in search and now as a coach, no employer ever said to a job hunter something along the lines of, “I took over the group a few months ago. My predecessor was fired and her predecessor was fired. It doesn’t take a genius to realize my butt is on the line.”

No one ever tells a prospective employee, “The person whose job you would be taking left because of me.”

Even future peers lie. No one I worked with ever told a potential hire, “Your future boss is an a-hole,” or “Dang! I’m in over my head and I can use help!”

Everyone, hiring managers, HR, potential colleagues all have these happy smile button faces pasted on and tells everyone, “We’ve got a terrific team . . . smart, funny . . . did I mention we’re like family around here?”

The problem is that given that they are on good behavior . . . and so are you as the hiring manager, how are you assessing people for fit?

You can’t because each of you is trying to impress the other, putting on an act, being on good behavior and trying to impress the other. It’s kind of like dating except, unlike dating (or at least my memory of dating) there comes a point where “the act” disappears and people are more honest and open with one another, that never happens during interviews unless one side or the other (usually the job hunter) is an imbecile.

So, explain to me how you assess for fit.

I know someone is going to write about how their firm administers some version of behavioral or industrial psychology test that has helped them test for fit. There’s only one problem, although the test you gave may be validated, it is not re-administered to your employees or team. Remember they learn, grow and change (hopefully for the better) and these are the people that the potential hire is going to need to fit with and you are using data that was valid at the time they took the test and may no longer be an accurate representation of them.

“When you’re a teenager, you think you can do anything, and you do. Your 20s are a blur. 30s, you raise your family, you make a little money, and you think to yourself, What happened to my 20s? 40s, you grow a little pot belly. You grow another chin. The music starts to get too loud. One of your old girlfriends from high school becomes a grandmother. 50s, you have a minor surgery. You’ll call it a procedure. But it’s a surgery.”      

                                                                               ~Billy Crystal

As Billy Crystal points out so humorously, we change over time from our experiences. I used to have long hair, a moustache, wear “a man bag” and what at the time was nicknamed “A Shaft hat.” I’m a wee bit different than different times in life. If you tested me at the time I joined my last search firm and when I left, those are two very different men.

Now imagine your team. They are changing, too, and you are not re-testing them to determine who they are today vs. who they are when you are hiring this well-behaved phony sitting in your conference room.

Let me go one further step. Most hiring managers are hiring imbeciles guided by bias and emotion. If they are so good at interviewing and evaluating people, why is it that more than half of hiring managers have “buyers’ remorse” within 12 months of hiring someone? CareerBuilder goes so far as to say 3 out of 4! Take a look around your office. 3 out of 4 of you shouldn’t even be there!

So, let’s be honest with ourselves and start by improving the quality of interviewing. Start with HR and progress to the people on your team and tell them the skills you want someone to have and how you want them to evaluate for them.

Once they get to you, be conscious of your biases and when you hear that voice in your head saying one of those stupid things it has said before to convince you to hire or not hire someone, politely thank it and tell it how often it has led you to the wrong person.

And forget fit.

Ⓒ The Big Game Hunter, Inc., Asheville, NC 2019

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.

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

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.

No BS Hiring Advice

The #1 Mistake Hiring Managers Make When Interviewing | No BS Hiring Advice


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

Summary

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
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

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

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 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

What to Do When You Ask a Recruiter to Recruit For You | No BS Hiring Advice


Jeff Altman, The Big Game Hunter tells a familiar story about the manager and the recruiter.

Summary

There's a firm that reached out to me. "I have a number of positions. I really need your help. Help me! Help me! This is what I need." Three descriptions. Great! I'm happy to help.
I called the hiring manager. No return phone call. I call up the hiring manager. No return phone call. I get an email from him. Sorry, I haven't been available. I haven't been well. I've been working real hard. Despite that, when all said and done, you know I could really use your help. These are the salary levels. I appreciate your help
I sent a couple of resumes. No response. I send a couple of resumes. No response. I've got to go, "timeout here." Who's the bad guy? Now some people are going to say, "you were nagging him."
I politely explaining I'm trying to help you do what you want me to do. I can use some additional information because, hey, look, you know, I know, that job description that's not really the job.
I can read between the lines but . . . oooh! Mind reading. Mind-reading. That's not really my strong suit, even after 40 years. So I just want to ask you, "Why can't you call back?"
Why can't call a recruiter back who you've asked to help and he's got a couple of questions. She's got a couple of questions. Just answer the stinking questions already! Give them some feedback.
If they're not getting it, then you get rid of them. It's okay. But once you start off by saying, "help me. Help me. I have a couple positions. I'm not any getting service. I could use your help." This isn't a junior person I'm talking to. This is a C level professional and I can't get a call back.
So, I'll just simply say if it's happening to me, I know it's happening to a lot of other folks and it's a setup! iI's a setup that you view me as the bad guy because I'm so pushy. I'm calling once a day. Oh, horrible.
So just call us back. Teach us what you really want.We don't read minds. Just let us know what you want and we're happy to get it for you. That's how we get paid. Right?

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)

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

No BS Hiring Advice
No BS Hiring Advice

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.

I Need to Inspire My People. How? | No BS Hiring Advice


A manager with a firm asked me how to inspire his people. This is my No BS answer for him.

Summary

Someone wrote to me with a question and it translated into, "I need to inspire my staff. How? How I do that?
Now, I think the person who wrote to me is a little confused. And what they wanted to say is I need to "motivate" my staff. How do I do that? Now, I want to start off with the definitions. Motivation is making someone do something that they don't want to . . . almost dragging them, kicking and screaming, because they've kind of given up. Inspired is they've got that energy within them and you're helping them channel it in a particular way. So I think when this person wrote they misused the word and they talked about "motivation" rather than "inspiring."
Now I want to start off actually answering the question by saying you can't.
You can't inspire people to do anything because inspiration comes from them. You can't "make them" do anything. However, the reason that they've lost their inspiration, the reason that they've lost their Mojo may be derived from the environment and how the environment is draining them of their energy and causing them to give up. Now, that could be because of you, and the decisions that you've made decisions, that you and your management have made. It could be for any number of reasons, but there's something in the way that's caused them to give up. Now, if they were never inspired, if they never had that sort of juice within them, then it's on you because you've hired people who didn't have it and you can't make them become inspired.
Again, there it stems from, "how do you evaluate and assess people." That's on you and it's something you need to change now.

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.

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.

 

No BS Hiring Advice

Final Interview Advice for Employers | No BS Hiring Advice


I share some advice from an HBR Ideacast interview with Cal Fussman, an Esquire writer and journalist, who has interviewed Mikhail Gorbachev, Jeff Bezos and Dr. Dre among others.

Summary

I was listening to an HBR Ideacast this morning interview with Calvin Fussmann, who's someone who's interviewed, Mikhail Gorbachev and Jeff Bezos and Dr. Dre, among others. And there's a great story that he tells about his interview with Bill Buckley, the conservative theorist and talk show host, himself.
Fussman offer some advice for effective interviewing and the show is about job hunting and, more importantly, about hiring. I think his advice, in particular, is great if you're the final interview, the person who, ultimately, this is coming out of your budget. So, here's a couple of his points. There are many more interspersed, I thought these were highlights.
Number one is make the person feel comfortable and don't just go in for the kill right away. That's not the language he uses. I'm taking it into our own culture. As someone who's involved with hiring and making the final decision, he says, get the interview out of the place where there's the obvious power differential, you know, where you're sitting behind the desk, the position of authority, the chair is at a lower height than yours . . . get out of that environment, put them in a more comfortable setting. Even in the environment where there's the office that has the couch and chairs and the coffee table, I can see where that has the same kind of a problem because, even if you're trying to make them comfortable, your chair is higher than theirs is. So try and find the location where you can have some comfort and where you can encourage comfort because you don't want to be getting the same canned answers to the same questions over and over again.
So he says start off looser. Be casual in your initial conversation. Don't go in hard right away. Loosen them up. A little bit of talk about social stuff at the beginning . . . and he tells a great story about an interview that (I always miss pronounce his name. I'm not sure how it's pronounced) Jeff Bezos from Amazon. At that time everyone was asking him, "When is Amazon going to be profitable."
And he said, "I resolved not to ask that question because everyone else had done so. He's sitting there with his publicist in the room there about 20 minutes in and Cal can see the publicist getting nervous and uncomfortable and squirming in the seat, and, eventually, he blurts out, "When are you going to ask him already?"
The two of them laugh because he wasn't going to ask him that. He was going in for the soft approach and was learning more about the man than he was about this hard fact that he'd already answered a million times. So, you want to get people off the script.
He talks about preparing lots of questions in advance that you may not have time to do per person but you can have a standard type of question that you ask everyone and, based upon the feedback that you hear, the answer that you here, I want you to go in deeper.
For example, top applicants, at this point, are coached to talk about the problem that they faced, the action that they took, the result that occurred and some version of metric for defining the impact of what they do. So, given that, you want to go in a little bit deeper about the choices that they made and why they made choices to do it in a particular way. You want to see if there was some thought that went into it or were they instructed, right? You want to be in the position where they're talking more about themselves and what they did in their thought process than the mechanistic approach of what I nicknamed the Italian recipe0150 0150 "Parma." Problem. Actual results. Metric. You get it.
So, going a little bit deeper. He also relays a story that, well, he says, "the first answer to a question is something that's canned but,are where you know, it's an easy answer and that the follow up are where you learn the most. After all, as a journalist, it's rare that he says, "I use the first answer. It's the follow up questions where you really get the stuff that goes into the articles." Isn't that true for you, too? So, make sure you have good follow up questions.
He says he does prepare a list of questions in advance and then throws them out so he can be in conversation mode with people but it does give them a framework for the conversation. The same can apply to you, too.
Now, he's recording things in wherever it is. He says, "I put two recorders out in the room and digital recorders work very well to capture information as opposed to the old days where we had micro cassettes." Remember those days? So, he talks about recording things; that might be useful for your development. To see, as you listen to things later, whether there's something that should missed that could have been an opportunity for further exploration.
He says, "don't go in hard at the beginning. Warm them up a little bit and then go in for the harder questions later on. He tells us great story about interviewing George Steinbrenner, the former Yankee owner, and as they're leaving the interview, Steinbrenner's riding down with them in the elevator and says, "You asked the toughest questions in the nicest way." You want to be doing the same thing.
You don't want to make it seem like you're in aggressor mode because, instantly, what happens is they put up their defenses right and you're not getting the truth of what's going on. So, if you don't want to be adversarial, if you want to get great answers, what you want to be doing is asking tough questions in a very nice way. So, put a smile on your face and go into your . . . if you've never seen this TV show from the olden times called, "Colombo," you want to be a little self-effacing.
"So, I want to talk with you a little bit. I'm a little confused here. Explain to me why you made that decision the way you did. What was it that prompted that choice? What were the choices that you considered as part of the decision to go down that road?" See what I mean?
I was trying to do my Peter Falk voice from "Columbo." I'm sure there are episodes on YouTube that will give you an idea what "Columbo" we used to be like.
So, be kind of self-effacing and just try to get them to open up more. At the end of the day, the game plan for you as the ultimate decision maker is to make sure that your group hires the best people. This is pointed out Tony Hsieh from Zappos points out that his business itself has lost 100 million dollars in sales with bad hiring or hundred million dollars in costs as a result of bad hiring.
I'm sure your firm, in retrospect, can look at things and say, "we didn't hire the best person either." What are you missing out on? How can you improve things? Part of that is drawing better things out of people at the final interview. For you who's budget this is coming out of, this is gonna be the way that we're ultimately measured. How good a team that you have around you to make you look good so that your successor's in place and people are shining and work well with one another.

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 what 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 1100 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and 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 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 LinkedIn. Like me on Facebook.

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

 

No BS Hiring Advice

Recruiting Smarter | No BS Hiring Advice


You need to hire a boatload of people yet your ads are drawing the wrong candidates, your InMails are not being responded to and your calls are not being returned. What can you differently?

Jeff Altman, The Big Game Hunter discusses some things you can do differently to get the results you want.

 

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)

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,

No BS Hiring Advice
No BS Hiring Advice

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

Sending Bad Signals | No BS Hiring Advice


As much as you may proclaim that hiring great talent is important to your firm, sometimes your behavior says something different.

Jeff Altman, The Big Game Hunter has been a coach and recruiter for what seems like one hundred years.

Follow me at The Big Game Hunter, Inc. on LinkedIn http://linkd.in/1momsP9
for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.

Subscribe to TheBigGameHunterTV on YouTube http://bit.ly/13EP9fa
for advice about job hunting and hiring. Like videos, share and comment.

Visit <a href=”http://
www.TheBigGameHunter.us” >www.TheBigGameHunter.us
; there’s a lot more there

Connect with me on LinkedIn http://bit.ly/thebiggamehunter

Pay what you want for my books about job hunting http://bit.ly/1xWoiiO

Trying to hire someone? Email me at JeffAltman@TheBigGameHunter.us

No BS Hiring Advice

Help Candidates Learn About Your Firm | No BS Hiring Advice


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.

Pressure Interviews That Cross The Line | No BS Hiring Advice


A woman shared her experience on Twitter about a “pressure interview” that crossed the line. Head your team off at the pass.

Summary

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

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.

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.

 

No BS Hiring Advice

They Want to Apply from Their Phones | No BS Hiring Advice


Jeff Altman, The Big Game Hunter discusses the fact that more people are job hunting through their mobile devices and verifying that your ATS will make it easy for them to do so.

Summary

I want to talk to you as an HR professional, hiring manager, small business owner about your mobile presence. I'm not going to go through a big production about mobile today. I'll just simply say I've got another video about that.
For those of you who use applicant tracking systems for people to contact you, you need to make sure that either a your ATS or applicant tracking system is mobile friendly and/or there's a way that an applicant can submit a resume through Google Drive or Dropbox to your ATS.
Now the reason I'm bringing this up is the statistics are bearing out that, more and more ,people are applying for jobs using their mobile devices and, for them, they may be using the mobile app like one from Indeed or SimplyHired or or any of the job boards now to apply for a position.
Now, if your ad is directing them to your ATS, and they can't really submit a resume easily, you're missing out on some talent . . . and frankly, right now, I think the statistics from Indeed in the United States are more than 40% of jobs are being viewed through mobile device.
So at the end of the day, make sure you're ATS is mobile friendly, and make sure that people have the facility to upload a resume through Google Drive or Dropbox. If it doesn't, contact your vendor and ask them to make that an upcoming improvement to the ATS because, you know, they're all willing to do this. So, again, mobile friendly accessibility through Google Drive or Dropbox for completing an application.

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 a community for you to ask questions of PLUS the ability to ask me questions where

No BS Hiring Advice
No BS Hiring Advice

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.