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Employer Interviewing Mistakes: Not Seeing People for Who They Are | No BS Hiring Advice


I discuss one of the classic mistakes hiring managers make.

Summary

This is a video in a series that I've been doing about employer interviewing and hiring mistakes and the mistake I'm going to talk with you about is not seeing people for who they really are. That's the influence of bias, both positive and negative bias.
The person who walks in the door, who is . . . I'm going to use bad slang here . . . Drop-dead gorgeous . . . That's male or female. You see them and they are so impressive for their appearance that you go through the questions and . . . Excuse my language . . . Half-assed kind of way and, instead are mesmerized by how good-looking they are.
Conversely, you can also be adversely affected and have a bias toward people who are fat, who looks different than you, dresses poorly because they can't afford a better wardrobe, individuals of all different races, religions, backgrounds . . . And you can justify your decision based upon objective criteria . . . But, if you ask yourself the question, "if this person were drop-dead gorgeous walking in the in the door, would I give them a second chance," if you're honest with yourself, you probably would.
Let me go to the example of the person who's different than you and you perceive them negatively. You have to put your biases aside. You know, this person could be a great intellect, a dedicated individual. You want to hire a team player.? There is no more team player than this individual . . . But you're distracted because of their girth. Why is that? Because you have to get them a bigger chair? So, what? The firm can afford it. If this person is of a different religion or race than you, get to the intellect, get to their knowledge. Understand what makes them tick.
Instead of asking them to tell you about themselves, instead ask the this question instead. "So, as you look back at your life, what brought you to this moment? What was what's your background that had you enter this field and wind up in my office today?"
What you're going to do is learn about the individual and their life holistically. I've spoken about this in another video based upon a podcast called, "Reply All," that was released and made this suggestion then because it makes a lot of sense.
You know, there are things about a person and their life that you'll find out by asking them my question or the question was offered on "Reply All," instead of tell me about yourself. You'll find out about what brought them to this point.
What their training was. What their education is. How they wound up and being the first in their family to have this experience or how they stumbled into this career, but it got adopted by someone who trained the heck out of them.
I remember there's a guy in New York I met many years ago who used to adopt . . . I'm putting that in air quotes . . .A number of young Inner city kids and train the heck out of them in network engineering. He had a data center in his brownstone and would bring the kids in and train the heck out of them. They would work for him for nothing because they loved the education that they got and they all went on to great fields.
Did any of them have a comp sci degree? No. None of them even had degrees . . . But if you look at their resume you'd go, "where have they been working? No degree. Delete."
But you'd find out if you actually talked to them about how they were involved with providing communications to the Baltic Nations at times when the Soviet Union, the old Soviet Union was trying to block them from being able to have international communications or how each of them broke the networking blockades that existed on their banking systems that the old Soviets had Implemented and what their part of it was. You'd never know that unless you actually talk to them and asked the question like the one I'm suggesting.
So, take the time to get to know someone. Don't just simply respond impulsively and reflexively which basically involves no thought. It's a conditioned learning response that's keeping you from getting the person that you really want and need.
So, get out there. Experiment a little bit. If I'm wrong from your vantage point, no harm. no foul, right? No one gets hurt. You're still going to get the same information and you may still reject them, but following my lead here, you're going to learn a lot more about a person and their background and see really from that story much better than you'll find through your standard questions about fit

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.

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

Stop Screwing People | No BS Hiring Advice


Jeff Altman, The Big Game Hunter delivers tough love about a situation that happens much too often.

Summary

I've always been a big believer that everyone in an organization has to get on the same page immediately about what they're looking for when they're hiring. That's all the people in the department when they're trying to interview, what's communicated to HR, the job requirement. Everyone has to be on board. Let me just tell you about something that happened to me this week (NOTE: I no longer do recruiting)
I was contacted by a firm to fill four positions. Great! I love this! Two obscure technologies. Okay, I do this all the time. I love working on obscure technologies. So, I find four people for the jobs to start off. I knew one wasn't right and it was a test that scenario and then, I told them that, and they respond back say, " this person isn't right for that reason, " They'll find I had assessed the properly. I should replace that person with another. So, I now have four people for four jobs. All, I'm looking for at this point is constructive feedback.
They talk to one person. "This person is terrific. I want to get him back to meet and to talk to so-and-so person who was overseas on a trip.” Couldn't do it. They tried to sell substitute someone else in the interview process. That person wound up not making themselves available. It's now a week later for this person for this person they were excited about. I emailed the HR person. I reached her yesterday. This is what I hear. They are rethinking the jobs and what they really need.
Okay. This is from beginning to end, this is 10 days, by the way. 10 days and they are re-thinking it. Why wasn’t it thought through the beginning? Why wasn't everyone on board with what was being looked for at the beginning? Now, this is one of the things that makes me, as a recruiter nuts is, on your side, when you do things that are helter-skelter and you lurch this way and then you go, "stop," and I'm expected to be happy about this because I've invested time and effort and resources (which is money, by the way), into working on something and then you're going, "Stop!"
All I want is a clear picture of what you're looking for. Now. I've got to imagine this from the job hunter's perspective. "We love him. We love him. We got to talk to him! We've got to talk to him. Oh, he's terrific! This guy's going to wrap up so quickly," and then it's a week later from when the substitute interviewer couldn't make themselves available.
So, just recognize the impact that your behavior on everyone in this process. Now, you can rationalize this away till you're blue in the face. There's no excuse for It. If I went to you and said and handed you a resume of someone that you thought was perfect and then I can't produce them, you'd be angry at me, right? And rightly, so. I wouldn't have done my job properly. Well, the fact is you haven't done your job properly.

So, I just want to encourage you, before you give out requirements, before you start interviewing, get on the same page. This isn't about changing your mind midstream. In this example, it's 10 days in. This could have been all solved before hand instead of wasting people's time. Don't waste time. Don't waste others time. You're screwing them

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.

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.

No BS Hiring Advice

Hiring Mistakes You Need to Correct


On this show, Jeff looks at some of the mistakes you’re making so that you don’t lose that person you really want to hire.

This is a “best of” episode. Any reference to my doing recruiting is no longer accurate. I now coach businesses and individuals to be more effective with hiring, job search and their leadership.

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 1200 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 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.

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
No BS Hiring Advice

New Hire? New Problem? | No BS HIring Advice


Jeff Altman, The Big Game Hunter offers up the best solution for what to do when your new hunter becomes your new problem.

NOTE: There is probably a reference during the show to my being a  recruiter. I no longer do search; I coach people and organizations.

Summary

I'm back with No BS Hiring Advice, which is actually, on this show, a little bit different than what I normally do and it's about dealing with your mistakes.
You see, you know you make mistakes when you hire because it's a tough tough thing to do and statistically . . . well, I'll simply say, this video is triggered by a podcast I was listening to where the person doing the show was relating a story from the UK about a young woman who was hired for a job. It was a job at a pizza place as I recall and you know, she was talking about how she was going to start her crappy job tomorrow and put it out on Twitter and the guy who owned the pizza place said, "thanks, but you're not starting a job tomorrow. You're fired before you start."
Now, in this day of Twitter, that's not a bad thing to have happened. This person recognized that this person had already decided the job is going to stink and who's going to be a problem person.
What do you do about problem people? You know, they join the firm and, suddenly, you have a person who complains and moans all the time. Why don't you deal with that right away?
You have a person who has sold themselves as being capable in one thing and then you discover within a short period of time that's are they are not capable. Why is it that you go out of your way and bend over backwards to try and help them suddenly become the human being that they're not. Just concede the point. Admit the mistake.
I remember in a situation. I had in an agency I worked at there was a person who was working for me and I made a mistake. I made a mistake first in firing them and then saying to myself, “you know, maybe this person is better than I think and all that happened was in making the mistake to keep them. They reverted to the mean and wound up being a poor performer. When a person's on their best behavior and, suddenly . . . or supposed to be on their best behavior at the beginning of their employment and they're a pain in the derriere, get rid of them. They’re suddenly not going to adjust. Suddenly, they're not going to see the light of day and go, "Oh my goodness. This is a great place!" It doesn't happen that way, does it?
If this person doesn't know what they claim to know, and you talk with them about it and suddenly, you discover this person's a jerk, get rid of them. Don't waste any time because, at the end of the day, you're going to be taking away from your performance to get this person up to speed instead of devoting all of your attention to the top performers and stroking them and encouraging them. All they're going to discover is you're taking your eye off their ball and going to this loser, this problem person, and you're not going to get anything out of it.
You're certainly not going to make the silk purse into a sow's ear. So, I’ll simply said recognize your mistakes quickly and get rid of them

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.

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

Upgrading The Roster | No BS HIring Advice


Opening Day is in less than two weeks! Following up on the baseball metaphor I used a few weeks ago, I’m going to use another example from Major League Baseball
Summary

Baseball season is starting in less than two weeks. Pitchers and catchers have come in. Players have been getting ready. We've had a lot of players already sent out or cut and, you know, it gave me the idea of doing this show working with a baseball theme.
There's one thing I know from baseball and other sports and that it's pretty common for team to get off to a slow start and then have to start making decisions. And the decision is whether or not the upgrade the team or to sell it off, basically bringing in a bunch of young players to play in or to really bringing better talent to be able to successfully compete.
Now, when I look at many of your firm's and I see the talent that's there, you've got some great people in place and you've got some "B" performers and you've got some "C's" and worse. Now, there's a point in in many people's careers where all the advice and all the counseling that you give them isn't going to do crap for them. It just doesn't.
And if you're like the Yankees who for years . . . I'm not going to say the Yankees today, but maybe the Dodgers . . . The Dodgers today and the Yankees in the past and you have a good player in a particular position someone who did "well enough" well, maybe it's time that you need to upgrade the roster.
As an organization, one of the hardest things that you have to contend with is being in an “also ran” in your field. You're doing okay, but you could be doing a lot better and it may be time to improve the roster on makes some trades. Improve that right fielder. Improve that developer on the team. You know, I assume that you would have given them notice or had managers talk. with them about improving performance because you don't want to just come in like a bolt out of the blue and fire people willy-nilly. What you want to be doing is, frankly, looking at the talent pool that's available at a given time, deciding who can prove the roster both in terms of skill level both in terms of fit within your organization, someone will be excited about being there.
I spent a lot of time at an agency in New York and I joined that there like a bat out of hell. After a number of years, they numbed me out and it just didn't perform at the same level I had up until that point or after but it was great for them. They thought it was terrific. You know the fact is I know the difference and if I were my manager, I'd might have looked at me very differently and said, "what's happened? "
"Excuse me?"
"What's happened? You know, you're a 280 hitter. That's pretty good. But when we hired you you were batting .345. What can we do to get your performance back up the previous levels?" You have to think of your roster of players the same way I do and look at them in terms of "okay. What can we be doing to improve our performance to get better results, to get a better caliber of individual?" Again, I want to be clear. You've starting off by talking with the individual as I did in that simple example of "You are doing pretty well. You are batting .285, but when we hired you, you were .345 hitter."
T him hink in terms of starting to interview people to see how you can improve performance. Frankly, the first time you do this, it will scare The Living Daylights out of folks and people will step up their game once they start seeing that you're interviewing again because they'll figure out pretty quickly by who get involved in the process as to whether or not this is an addition or, in point of fact, a replacement. Since it's going to be a replacement, it's going to have an impact on the people in that organization that's going to cause them to want to perform at a higher level.
So, think about it for a minute. Do you want to be an "also ran" or do you want to be a middle of the pack team in your division or do you want to go for the gold and be a champion?

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.

No BS Hiring Advice
No BS Hiring Advice

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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 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

Are Your Job Offers Getting Turned Down? | No BS Hiring Advice


This is a simulcast of No BS Hiring Advice Radio, where I discuss some reasons why job offers are rejected and what you can do about it.

 

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.

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

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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 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

The Three Hardest Words for Someone to Say | No BS Hiring Advice


Jeff Altman, The Big Game Hunter discusses the three hardest ones for someone to say at an interview and questions you can ask to see if they will say them.

Summary

I want to talk with you and give you some no BS hiring advice. Now, one of the unfortunate things that's happened in this "me-oriented time" is that people think they have to have all the answers and, as the folks from Freakonomics are so prone to say, the three hardest words for people to say are, "I don't know."
If you're in an organization and you're hiring someone, you may prefer someone like me who's always projects like they know. I could tell you stories about things that I've said that I later have to explain because I do know but other people just think I'm blowing smoke at them. But, when all is said and done, it's important for you to hire people who are able to admit that they don't know. So, here's two ways to do it.
Number one is you can ask them a goofball question. You know, the one that gets labeled as a ridiculous interview question. A question like, "what am I going to have for lunch today?" It's so ridiculous that why would anyone try and sort their way through it. All you have to say is, " I don't know. Would you'd like me to expand on that and take a guess?"
The Freakonomics guys joke about saying, "well, you look chubby. I think you are going to have pasta." Okay, maybe they are chubby and they are trying to lose weight. So, that doesn't necessarily work, but, all they have to say is, " I don't know. Now, I could take guesses at it and that's all they would be are guesses but the fact is I have no idea."
Another way of asking the question is something beyond their pay grade to use the military term, the question that's Way Beyond the person's capabilities and have them say," I don't know. If you like I can walk my way through my thinking process to get to an answer that, right now, I couldn't give you but fact is I don't know."
Those words are ridiculously hard yet they're words that you should be able to have employees say an interview where they feel the pressure to perform. It's a huge risk for them to say, "I don't know," and having the guts to say it in an interview should advantage them in your thinking process as you evaluate the different candidates

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.

No BS Hiring Advice
No BS Hiring Advice

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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 an initial complimentary session.

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

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

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

Recruiting Passive Job Applicants | No BS Hiring Advice


This is a simulcast of No B. S. Hiring Advice Radio and my show about recruiting passive job applicants.

 

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.

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

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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 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

Millennial Magic! | No BS Hiring Advice


This is a simulcast of No B. S. Hiring Advice Radio.

On this show, I discuss how you can do a better job of hiring Millennials for your firm.

 

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.

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

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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 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

Ending Your Interview Well (Employers) | No BS Hiring Advice


Jeff Altman, The Big Game Hunter encourages you to end your interviews with people in an encouraging way.

Summary

NOTE: This video is even truer today than when I recorded itl
Here's a fact.
As I do this video in February of 2015, the labor markets have gotten a lot stronger and, with the shortages of talent in the marketplace caused by the fact that very few people have entered the workforce in the last five years, you have to be selling more often in order to ensure that when you find some of that you're interested in you are able to hire them.
I want to be clear. I'm not talking in this video about rushing your process. I'm talking about selling more. So, here's a very simple way of, at the end of an interview, if you like the person that you've interviewed and you think they're qualified, try saying something like this to them. "I just want you to know I'm really pleased with what I saw here, tonight. I have a few more people. I'm going to be interviewing but I expect I'll be back in touch with you later this week or the early part of next to schedule another round of interviews. My process is going to be . . . "And you kind of walk them about through what's going to happen next.
Now, what's so terrible about this? What's so hard to do about this? If you don't like them, you don't say stuff like this. But if you do, you want to offer them a carrot and the carrot is something that expresses interest in them because the next firm that they interview with, if they're good, is going to be interested in them, too.
So, at least what you're doing is giving them a sense of timeline. Now, they may respond by saying well, " just so you know, I've got a third interview with a firm that seems to also be interested in me. "Isn't this good for you to know? So, just offering that information to them is going to go a long way toward keeping them interested, giving them a sense of what to expect next and, more importantly, have you learn what their circumstances are, as well.
NOTE: This video is even truer today than when I recorded itl
Here's a fact.
As I do this video in February of 2015, the labor markets have gotten a lot stronger and, with the shortages of talent in the marketplace caused by the fact that very few people have entered the workforce in the last five years, you have to be selling more often in order to ensure that when you find some of that you're interested in you are able to hire them.
I want to be clear. I'm not talking in this video about rushing your process. I'm talking about selling more. So, here's a very simple way of, at the end of an interview, if you like the person that you've interviewed and you think they're qualified, try saying something like this to them. "I just want you to know I'm really pleased with what I saw here, tonight. I have a few more people. I'm going to be interviewing but I expect I'll be back in touch with you later this week or the early part of next to schedule another round of interviews. My process is going to be . . . "And you kind of walk them about through what's going to happen next.
Now, what's so terrible about this? What's so hard to do about this? If you don't like them, you don't say stuff like this. But if you do, you want to offer them a carrot and the carrot is something that expresses interest in them because the next firm that they interview with, if they're good, is going to be interested in them, too.
So, at least what you're doing is giving them a sense of timeline. Now, they may respond by saying well, " just so you know, I've got a third interview with a firm that seems to also be interested in me. "Isn't this good for you to know? So, just offering that information to them is going to go a long way toward keeping them interested, giving them a sense of what to expect next and, more importantly, have you learn what their circumstances are, as well.

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.

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

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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 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.

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