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No BS Hiring Advice

Hiring When There Is Volatility | No BS Hiring Advice


In this video, I discuss the challenges firms address when hiring during times when there is economic volatility or a down economic environment.

Summary

Stock market volatility has reminded me of a subject I haven't covered in a while so I thought I would bring it to the fore. And that is from a hiring perspective, volatility evokes fear and that has an impact on your hiring process. How? Real simple. People get nervous. They get nervous about whether they should change jobs. After all, the story goes, the last one in is the first one out. Now, you know, both of us know, that this isn't true. But that is such a part of American lexicon that it's hard to dissuade people about it. So, you may start to see the number of resumes decline during times of volatility as people get nervous or if there's an altogether, slow down in economy.
You know, until firms start the layoffs, you may see resumes drying up as people become fearful of changing their circumstances. After all, here's another one of those cliches, the devil they know is better than the one that they don't know.
So, what I would encourage you to do is be proactive. As you get people in the door for your jobs, I'm not telling you to be flexible. I'm telling you to sell. I want you to sell hard.
So, if your stock market prices down sharply as many prices will, there are firms that at the time that a person is giving notice is going to point to that and go, "Gee, you're going to a firm that's been hit hard by the the slowdown. Why would you want to do that?" And most people don't have already answers to that. So they wind up being susceptible to counter offers, I want you to take the bull by the horn, and really sell the people that you're interested in, even ones that you aren't.
The reason for selling to the ones that you aren't, is because there's less noise. You don't want to have the negative remarks that people make online or to friends, or to colleagues or to former colleagues interfere with the flow of potentially good employees, because no one feels cared about. Even when you turn someone down, you need to do it in a good way and simply say, "we thought long and hard about this one and you came in second," or there was some good people that we saw that were a little closer fit to what we were looking for. Nothing wrong with your background. You were terrific. And these were just a little bit tighter." You know, it just goes a long way toward the PR part of how you wind up recruiting.
From a recruiting standpoint recognize that the old tactics of just inMailing people on LinkedIn and hoping for the best won't work as well. You really do have to call them so they hear your voice and that you care for them. You need to reach out to more people probably to fill jobs and when you get them in the door, you need to always be selling. If there are areas where you firm might be susceptible, like your stock prices down 20 - 25%, you have to speak to that and simply say, "hey, look, this is one of these market corrections; our businesses strong. You know, our sales are, on course for hitting our numbers."
Whatever it is, you need to speak to that in the interview so that people don't become susceptible to counter offers as they often are.

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
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

Acting Like You Care | No BS Hiring Advice


We live in an age where there are 87000 different ways you can get your coffee at a typical Starbucks. How many different kinds of pizza are there?

Summary

We live in a time where we can get anything customized to our taste. Want a Starbucks coffee? You can get it in hundreds of different combinations? Order a pizza? Lots of different combinations, right? And not only that, there are lots of different choices of coffee, lots of different choices of styles of pizza. Food prep. Gluten free, with gluten, dairy, vegetarian, vegan, all sorts of different things. We can have a customized experience presented to us, right?
And you take people into your organization and put them on a conveyor belt so they turn into a salami at the end. What you're doing is taking them through a process, a process that is completely impersonal that doesn't have any feeling to it. All it does is you're processing people.
And if you don't believe me, one day, send in a relative and have them go through the experience and have them tell you what it's like to be a candidate going through your organization. You will find that in this day of personalization, your hiring process is a little different than making. I'll go back to salami. That all you're doing is chopping up pre-chewing and sticking it into that wrapper and sending it out the door.
Is it any wonder that when you're making offers to people, there's not a lot of enthusiasm? Because what's the difference between you and the other industrial manufacturers because that's really what you've become-- an industrial HR organization.
We expect personalization and customization in every area of our life, and you give us industrial work, we don't want that. Take your process and see where you can bring humanity into it, again. Don't think about and adjust data and how they have to fill out forms for compliance. Think in terms of what you can do to help them have an experience where they want to join.
For you in HR, for you as a hiring manager, if that takes an extra three minutes of your day, where you actually pause for a second and say something that's human to them, and friendly to them, instead of seeming rushed and haggard and you know . . . I think the best way to put it is exhausted.
It makes sense and it will serve you for just a couple of minutes to connect with others, person to person, and give them that customized experience because, even if you don't hire them, they're going to go out into the world and go, "man, I really wish I could work for (fill in the blank). They were fabulous. That manager I met with really seemed to care. And I want to do better next time."
They tell their friends and their friends want to be interested. "I want to join you." That's really what you want. You want to create a demand to join the organization.
This industrial process that you're sharing with people isn't cutting it.

 

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. 

No BS Hiring Advice
No BS Hiring Advice

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.

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

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

Stupid Interviewing Mistakes: Arbitrary Selection Criteria | No BS Hiring Advice


A note I read from someone points out another of those stupid interviewing mistakes employers make.

Summary

I thought I would share one of these situations; it's a victory for someone and, at the same time, it's a funny little story. I'm going to read it off my screen, right? I have to share this. It's so funny.
I applied to a job opportunity a few weeks back and I had to take a typing test. I had to pass this test before being moved it to the next level. I practiced at home for a week, and I could type 41 words per minute, the passing grade was 40. And then I went to my test and failed. I typed 33.
("Oh, my God!")
I talked with my agent and friend that also works for the company. And I asked why they would not move me to the next level. I got a text message from my friend and she told me that the whole staff took the test and everyone failed.
Then, they go on to basicallywound talk about the follow up to this was they wound up taking an interview with another organization and the manager spent two and a half hours; got hired.
Folks, sometimes when you hire people, you gotta think outside the box because your box was created, not for the real world. It was based upon some, perhaps, arbitrary criteria that comes back and cost you very good people. People who really care; people who will put an effort.
Eight words. I know we could do a percentage difference of 20% between what she typed on the test and what the expectation is. Nerves sometimes come into play. Have you ever considered that? And, certainly, it seems arbitrary when your existing staff can't pass the test.

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
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

Accessing Your Network | No BS Hiring Advice


The most obvious of all advice and I can’t believe I haven’t spoken about it yet!

Summary

This one is for employers. I can't believe I haven't spoken about this yet, but I haven't and that's the reality. So this is a reminder about sourcing and recruiting in finding great people.
You know, the statistics say that 70% of all positions are filled as a result of networking. And, this is the Job Hunters statistic, 70%, are filled through networking, and 70% of the 70% are filled as result of introductions that people in your network have made to people that they know that you don't. So, 49% of all positions are filled as a result of indirect networking. Not the person that you know, but the person that they know that you don't.
For employers, the number isn't radically different, except most of you aren't really accessing your network at all. You know, you may go on to LinkedIn and use the Recruiter product or your network a little bit that way and send out inMails . . . But that's not really networking.
Think in terms of making phone calls to people that you've had contact with in the past that you really liked, really connected with and say, "Hey, how are you? I just want to check in with you see how you doing, how your career has been evolving since you were last in contact." Then, from there, since their backgrounds are similar to what you're looking for, you might just simply say, "You know, I'm doing this search for my organization. I'm trying to find someone with such and such background." And if they don't fit based upon what they've told you, go in and try and sell them.
From there, if not, you can say, "Who might you have worked with in the past who you could point me toward," and just go for the indirect recruit. Where were they when you last worked with them? Would you happen to have a number for them? If not, I'll just call them out of the blue. Is it okay if I mentioned your name?" Networking will work just as well for you as it does for for job hunters. It's just most of you aren't doing it and you need to do it.
Start sourcing. Start asking people you've had contact with in the past for recommendations; you will fill far more positions.

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. 

No BS Hiring Advice
No BS Hiring Advice

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.

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

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.

A New Free Way to Share Your Job Openings in LinkedIn | No BS Hiring Advice


LinkedIn has released a new feature that is perfect for sharing your new job openings for free.

 

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
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

Pre-employment assessment, skill testing and interviewing

We often hear terms like pre-employment assessment, skill testing and even interviewing used interchangeably. While they may have similar high level goals, such as identifying a suitable candidate, they are fundamentally different methods of achieving those goals. It’s important to know the difference because each evaluation method will produce completely different outputs. Moreover, in some cases it might make sense to combine one or more of these methods.

One of the best discussions I’ve heard on this topic was on a podcast called Hire Up hosted by John P. Beck, Jr. The episode was titled Assessments Made Simple, Human, Smart and featured Dr. Scott Hamilton, the CEO of Hamilton & Associates Consulting.

Dr. Hamilton distinguished between each candidate evaluation method with ease and clarity. It’s worth listening to the entire episode but, otherwise, I have summarized some of the key points in this article and added my own thoughts as well.

Skill testing

Skill testing is all about understanding whether someone can do something or knows something. It can be a simple task, a range of complex tasks or demonstrable knowledge. It’s possible to test for almost any skill because you can simply watch people perform tasks.

Dr. Hamilton gives the simplest of examples: “if someone is going to have to weld metal, you want see them weld metal”.

This is why résumés and interviews are inherently poor methods of validating skills. They are focused on what candidates claim they can do, not what they can actually do. Instead, it’s far more compelling to see how people perform. Literally. Moreover, it’s far simpler.

Skill testing is context-dependent, and therefore subjective in nature. But it’s also capable of being objectively assessed, which means it can be pass/fail. Confusing, right?

Let’s take a writing test as an example. The style of writing you test depends entirely on the job. It could be anything from creative writing to technical writing. So the test is bespoke. At the same time, it is usually possible to objectively determine whether a candidate performed well. To use Dr. Hamilton’s welding example, either someone knows how to weld metal or they don’t.

The opposite is usually true of pre-employment assessment.

Pre-employment assessment: what is it?

Pre-employment assessment is focused on predicting how people will behave in certain scenarios, not what they can do. They explore key personality traits based on an understanding that someone’s personality can predict their behavior. Most personality assessments are based on the Five-Factor Model, which asserts that there are five personality supertraits:

  1. Openness to experience
  2. Conscientiousness
  3. Extraversion
  4. Agreeableness
  5. Neuroticism

Therefore, if we gain an understanding of someone’s personality, and particularly these five supertraits, we will have a good chance of knowing how they will react in different situations. Unlike skill testing, this doesn’t mean someone can do the job. But it may shed light on how they will do the job.

Pre-employment assessment: does personality change?

Now here’s the tricky part. While skills can be taught, many people think that personality is fixed. However, that isn’t entirely true. Studies have shown that personality can, and does, change over time. While most people don’t change in a fundamental way, it is possible to change behaviors and habits, according to Carol Dweck. And it’s those very behaviors that are relevant to how someone will perform in a job, not their personality per se. That’s why two people with different personalities can perform well in the same role.

Whether we believe personality is fixed or not, it is not something that can be measured in binary terms such as pass/fail, like an Excel test. It’s who we are and, if we subscribe to the theory that personality changes over time, it’s who are are at the time of assessment. This means that the outcome of a personality assessment can’t be viewed as “good” or “bad” in isolation, it can only indicate potential suitability for a specific job. Conversely, someone can be good at Excel.

 

Additionally, if used incorrectly, personality assessments can be harmful to the hiring process. That’s why pre-employment assessments that test personality need to be validated. Skill testing, on the other hand, is inherently bespoke.

What does this all mean?

This is where it gets interesting. Let’s start with the dictionary:

  • A test means “a procedure intended to establish the quality, performance, or reliability of something, especially before it is taken into widespread use”.
  • To assess means  to “evaluate or estimate the nature, ability, or quality of”.
  • An interview means “A meeting of people face to face, especially for consultation”.

 

Interviewing

Tests and assessments sound fairly similar. They are ways of measuring ability or quality. On the other hand, an interview is a discussion. Technology also makes it possible to conduct one-way interviews using video, which are essentially discussions without real-time interaction. And yet, the most commonly used method for making hiring decisions is interviewing. For some reason the notion that skills and behaviors can be evaluated without skill tests or assessments – but through a discussion – has become the norm.

Maybe it’s because of a lack of resourcing. Maybe we trust our intuition more than third party methods. Or maybe it’s a lack of awareness. But it doesn’t make a lot of sense because interviews don’t predict performance. They typically focus on understanding what someone did in the past or discussing what they claim to be able to do, without proof.

Can interviews nevertheless play a valuable role in the hiring process? Interviews should be used to get to know a preferred candidate after their skills and behaviors have been validated. Only candidates who have already demonstrated they can do they job should be interviewed. That would allow for a much more valuable interviewing experience, and a far better use of everyone’s time. Unfortunately, that is not normally the case.

Can we combine skill testing, pre-employment assessment and interviewing?

A strong hiring process will combine reliable insights about a candidate’s ability to do the job and their expected behavior with high-quality human interaction. In theory, this could involve a skill test, some form of pre-employment assessment and an interview. It very much depends on the type of role, and the candidate experience the company wants to deliver.

Hiring is not a “one size fits all” endeavour. Every situation is different. But understanding what each evaluation method can achieve and, more importantly, what it will not achieve, will go a long way to helping companies build hiring robust processes.    

 

AUTHOR

Omer Molad
Making hiring about merit, not background | Co-founder and CEO of Vervoe

No BS Hiring Advice

Improve Your Hiring with Tests | No BS Hiring Advice


The statistics show that almost half of all managers have buyer’s remorse within 18 months of hiring someone. How can you do a better job?

Summary

This is one . . . I've made this suggestion previously, but I was reminded of it through recruiterbox.com so I want to give them credit for this. It's the notion of really testing people on the way in, in order to ensure that you're not getting the best interviewer, but someone who can actually do the job. It's the notion of you want to test people in real situations that are going to relate to the work that you're going to want them to do.
Now, again, I'm of the belief that you standardize certain interview questions. So everyone gets the same questions, and not the sort of ad hoc interviewing that people tend to receive. Here, you want to give them some homework.
There's one exception to this and I'm going to start with that one first. And the homework is going to be providing some sample where they have to deliver something to you. So for example, for a web designer, recruiterbox offers the idea of having them design a landing page for you. For a customer service manager, analyze customer service statistics and next steps using some dummy data that you provide them with. For a project manager, write a project plan based on the project scope.
Now for senior sales people or sales leaders, you want them to do a presentation, but you don't want them necessarily to prepare. So, think in terms of, you're about halfway through the interview and you pause for a second and say, "Hey, give us a presentation about your product offering. Walk me through it. Don't sell my product. Sell yours. Your product is that one, you know cold, I just want to get a sense of your presentation style." Observe them and their manner as they present to you.
Getting a realistic handle on what someone can do will give you a message about their abilities. You can do this before the first interview, between the first and the second. For the sales exec I want you to do on the first interview. I've found it to be a great, great opportunity to screen out people because they're sales people. They should be able to do this without any prep whatsoever. They've delivered these presentations a million times before, right? So just have them do it for you.
But for the others, maybe between the first and the second. You ask them to do something and notice how quick it is for them to get it back to you. They use an example of the perfectionist for whom it may take seven, eight days to complete one of these things. And if you can afford that, great! If you get a quick and dirty back that really doesn't demonstrate any care, there's a message in that, too.
So, look for the message in their behavior, as well as in the presentation. I think you're going to streamline the mistakes or avoid the mistakes that so many of you make when you're hiring.
By the way, let me just make this clear. You are making mistakes because the statistics show that , almost half of hiring managers have buyer's remorse within 18 months of a new hire. That's an indicator that you may not be doing it as well as you think you are.

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
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.

 

Career Angles

Would You Hire Someone Who Doesn’t Fit Your Team’s Culture? | Career Angles


An article on LinkedIn by the same name provides a terrific lesson for you and your career growth.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching and life coaching. 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” 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 a free discovery 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 have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Join And Attend My Classes On Skillshare https://thebiggamehunter.us/Skillshare

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

Connect with me on LinkedIn <a href=”http://
www.linkedin.com/in/thebiggamehunter” >www.linkedin.com/in/thebiggamehunter

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.”

Subscribe And Give This Video A Thumbs Up If You Found It Helpful.

No BS Hiring Advice

Midcareer Internships | No BS Hiring Advice


Internships? Huh? An opportunity to evaluate someone while helping them get caught up again or try a new profession.

Summary

I'm back with No BS Hiring Advice to help you be more effective as an organization, filling positions building your team, etc..
This video is one where i want to help you think a little creatively . . . and some organizations already are doing this. Yours may; yours may not. But, the idea is there are people who are trying to figure out how to get back into the workforce. How to be in a role that may be interests them more than what they're in. They're not sure whether it's right for them and they're open to an internship.
Now, to be clear, imagine an internship for someone in their 40s. Maybe an internship for someone in their 50s . . . 30s . . . whatever it is but it's an internship for people who were thinking of returning to the workforce or entering the field in which you would have them work.
Now, the notion is for someone who's returning to the workforce, they've been out of the game for a while. They're going to be talking with you about a position that it's been years since they've worked it. I'll use technology as an example.
The technology's been changing the last couple of years. They've been home raising a family. They are now returning. Why can't they do an internship? A person like . . . there's a woman I'm coaching now. She's been out of work for a couple of years, helping raise their son, and she gets a phone call from a former employer saying, "Hey! We think you might be great for this role. She's going, "I'm not sure. Let me try an internship with it," and it becomes a way that she can test things out, set conditions that, after three months, that she'd be converted to the workforce if she likes it. It becomes a way of trying people out, rather than committing to them 2,000%.
So, imagine, again, adults, not recent grads, adults who are interested in doing a career transition, who might be returning to the workforce, and had been away from it for a couple of years. You're introducing them into a program where they can experiment for a three to six month period with doing this kind of work. Paid or unpaid, your choice. But the idea is create a gateway for returnees or people who are interested in the profession to experiment in your organization. Assuming that they do well, they are converted to full time employment after a period of time.
It will go a long way toward filling your staffing requirements. It will go a long way toward making yours an attractive organization.

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. 

No BS Hiring Advice
No BS Hiring Advice

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

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

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

Two Chrome Extensions to Help with Recruiting and Sourcing | No BS Hiring Advice


Here are two Chrome extensions that I think will be helpful to you as you recruit and source.

 

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
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.