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The Job Market for Pharmacists Is Rapidly Changing, and It's Not Because of Silicon Valley

The Job Market Is Good and You’re Competing | No BS HIring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/01/18/the-job-market-is-good-and-youre-competing

With the job market back to normal, people have choices. Jeff Altman reminds you that you were competing for talent and encourages you to pick up the pace.

Summary

I heard a story today from a friend of mine who owns a recruiting firm, I will tell you where it is. He has a client that's hired a bunch of people from him. They are always slow. So they give him a job in another city from where he lives; he finds someone for them. The guy works for a unit of a well known tech firm. I'll leave it at that.
The process goes on for two months. They talk with him four or five times. Seehey were the point of flying him in. It takes two weeks for them to get around to deciding that they're going to call him to schedule. In the meantime, he has told them, "Look, I have an offer, I will need to respond to it by such and such date." The fly in is on that date. Can you believe this? They scheduled the fly in for the day he's supposed to respond. And then, to make matters worse, the offer that he has is with a firm that they have a non-compete with. In other words, procrastination is costing them a person that they'll want to hire and competitors are going to get with whom they have a non-compete.
So, at the end of the day, they blow it. When all is said and done, where can you streamline your process? Because in this market, and it is a good market now, people have choices, particularly exceptional talent. Exceptional talent, even had choices during the recession but, in this market, firms are bidding for people. You can't stall because other people are in there trying to influence. The more you stall, the less excited they are about your opportunity and the more likely it is that they will accept something else.
Now, if you're going to have that arrogant attitude of, "If they are not going to want us . . . ," Well, they want someone who's interested in them. It's like dating. You know, if you don't get a call for two weeks after the first date, you kind of get the idea that they're not interested, right? It's no different in the interviewing. And, if you then go to the, "Well, he should be a grown up about this," like I've heard from so many firms, well, let me let you in on a secret.
If you were on his side of this situation, you wouldn't be happy with the firm either. So, I'm just telling you pick up the pace on your interviews. Push your hiring managers to take action. I'm not saying instantly hire. I'm talking about evaluating and assessing and bringing things to a conclusion, Yay or Nay, instead of stalling things for three months like in this guy's case, from time of first submission, the first interview to four interviews, they decide to fly him in, to scheduling the actual thing, to discovering he has an offer, he's accepting to go to work for a competitor.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

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

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

No BS Hiring Advice Radio
No BS Hiring Advice Radio

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedInLike me on Facebook.

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

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

 

Trying to Hire Best in Class Talent | No BS Hiring Advice


An article in Forbes offered two things that two firms were doing to up their game.

Summary

Talent is a huge component of the success of any organization. Without the right people, you're spinning your wheels. The cost of talent acquisition. . . It's a fortune, like 65 million people are hired in the US in a given year. And this statistic I saw is that it costs $4600 approximately, to replace in person. Obviously, higher level people cost more. But on average, it's translating into a lot of money. You do the math on this.

I just read an article in Forbes, about two organizations that were doing something a little bit different. I thought I would just share it with you. The first one was Goldman Sachs. Goldman would send people out on campus recruiting trips and target specific universities. They'd collect resumes, shake some hands, come back to the office, go through their process.

Goldman changed it. What they started to do was video interviewing, video interviewing with people all over the world, because they had that capacity and they had that need for hiring in many different nations. The impact of the decision to switch to video was phenomenal.

In 2015 they were able to hire a little less than 800 people. In the most recent statistics they had, it was over 1200 with many of them coming from different universities than they'd ever hire from before. Now jury's out about how effective these people will be once on board. I can see that point. But in their ability to do this selection, they got bigger numbers from a wider, more diverse set of schools.

Talent resides in lots of different places in lots of different forms. McKinsey, in their effort to find people, constructed a cognitive game to deal with decision-making. Now again, this doesn't deal with knowledge ut what it does to is create a game that allows the organization to see how people respond under pressure, and also how they make decisions, what their thought processes like.

I don't know what's right for you. Video is obviously the easy choice. AND there's so much more that organization can do with video to bring people on board. Like I use a service called Zoom; I'm not recording with it. But what Zoom allows me to do is create a video, a conversation with someone. They can schedule on to my calendar and they'll automatically receive a link for logging in and we're able to have a conversation.

It is very, very effective. Couldn't you do more of that yourself and I'll have a link to Zoom in the show notes, just in case you have an interest in exploring their service. Very inexpensive. Like right now it's about $15 for a single license. I'm sure they do something for larger organizations for a broader license.

I'll just simply say, it's time to start thinking creatively about how to attract and evaluate people. There are shortages as I'm recording this, and you're competing for talent with other organizations. What can you do to facilitate the process and still maintain standards? I want to be clear about that. No one's heard me talk about lightening, the criteria for your hiring. I always talk about getting clear about it. But I haven't spoken about reducing your criteria. I'm just talking about doing it in a more efficient way.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

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

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

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedInLike me on Facebook.

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

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

 

Are You Trying to Hire The Best Resume? | No BS Hiring Advice


Using a story from when I still worked in search, I encourage you to interview a little differently than you may have.

Summary

I'm back with some more No BS Hiring Advice to help you do a better job of your staffing.
Let me just start off with a quick story from my time in search where a firm retained me to locate someone for them. It didn't seem like a complicated search. I presented them with a number of people who hit the mark, in my opinion, but a hiring manager, the Senior VP of this organization wound up saying, "Nah," to all of them.
This went on for months, until they saw someone who hit every tick box, every minute detail, who worked for a competitor. Then they hired them. I wasn't thrilled with this person. I really didn't want to send them in because I picked up some stuff about him but this is what they wanted and, after four months, this is what they got. And I gave them an honest assessment, but this is who they wanted to hire. The person wound up failing for many of the reasons I pointed out and then a few more.
So often hiring managers, I must also say, HR people are so concerned with the process, they forget about the human being. The resume has to get through an applicant tracking system, has to be logged properly, the system has to identify the person as a fit. I saw a statistic recently that pointed out the fact that between a 50% match and 90% match for most systems, there's really little difference yet your systems are spitting people out
Why are you doing this? You're trying to hire a human being for your organization who can accomplish certain things, right? There are better ways to assess people than purely on the resume.
Figure out what the human qualities are you're looking for as well as the interpersonal ones, and as well as the skill-based ones. Now, I always start off with skill-based ones because you need someone to do the job. Find someone who can meet the measure, and objectively measure them by asking the same questions of every person who's going to be assessed.
You can do a little bit further explanation to make sure that they understand what they're talking about. But it always starts off with the baseline. Can they do the job? Have they met these questions?
From there, you want to get a sense of the human being, too. There are so many questions to ask. I did a video or an article not long ago, where the first question I suggest people ask on the interview is, "so what are you looking for in the next job or organization?" And if you can't provide it, why interview? Because you're going to trick them into taking the job? No!
They're not going to be happy. They're going to leave quickly. They're going to complain to others about what a liar you were. It's gonna be your fault. Why put yourself through that?
Again, the best resume isn't the best person to work for you. The best person who interviews with you isn't necessarily the best person for you to hire. Remember, you're hiring a human being to accomplish something for you. They need to measure up on a skills basis and they need to measure up on a humanity basis. There's so much more than that stinking resume that you use to filter people out with. Find out what it is for you. I'm not going to tell you what you should be doing here. I'm just going to tell you that most of you do it wrong.
The statistics are 60% of getting a job is accomplished before someone sets foot in the door in that each of you believes that they have something that the other one wants. From there, 20% involves convincing one another that it's true. 20% is purely subjective. I want you to focus on reducing the subjective criteria, emphasizing the objective criteria, really testing it hard, and then making a choice as quickly as you can.
The idea of a four month process is ridiculous. It just lets me know that you're figuring it out as you go along like this firm was, figuring it out as they went along and they got what they deserved.

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

Are Your New Hires Failing? | No BS Hiring Advice


Jeff Altman, The Big Game Hunter discusses why that new hire of yours may have failed.

Summary

Years ago, I remember watching a 60 Minutes show on CBS and it was a feature about the most popular show in the UK, which was about dog training. I know it's not an American thing, but there was a dog training show that was the highest rated show in the UK. The premise of the show was the issue wasn't with the dog. The issue was with the owner.
And when we think about hiring and you hire someone who doesn't succeed for you, most of the time they didn't fool you by having incorrect skills. The way they fooled you is you wanted them to do something that your organization wasn't equipped to handle.
So, the classic example is you have a nice company and you want to shake things up. So, you hire a two-ton gorilla and then promptly cut them off at the knees without support. So, you may say you want a change in your organization, but, unfortunately, your behavior indicates, you don't want to rock the boat.
I want to remind you that when you do hiring, don't set people up for failure because, these days, with social media, the word gets out very easily that, shall we say, as a hiring manager, you are all BS.
So, if you really mean that you want to shake. things up, stick with it. Support someone. Encourage the organization, ultimately, to turnover because nice people, for example, can't suddenly become "two-ton gorillas. You can't make a . . . .I hate using this expression . . . A silk purse out of a sow's ear because these are not silk purses. They just no longer have the personality and temperament for what you want them to do.

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? Schedule a free Discovery call.

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

 

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.

 

Employer Stupidity

Employer Stupidity | No BS Hiring Advice


Another example of a mistake firms make that lets them rationalize bias toward veterans.

Summary

I want to talk with you today about one of those classic cases of employer stupidity. I see it in a lots of different ways, but this one just infuriates me. Let me just give you an example. In an example in
A guy I represent. Six years intrusion detection experience. Smart well spoken, basically has been protecting the country from the bad guys in cyber security. Submit him for a perfect job for him. Rejected. What's the reason for the rejection? No degree.
Now, no disrespect, intended, folks but most of the people with six years of experience who are really good. . . The degree is irrelevant at this point. It deals with the technology underpinnings. And since there's an easy way to verify whether or not he is knowledgeable in this area, by actually talking with him and seeing that he's actually done what he's claiming to have done, then, lo and behold, you can figure out whether the degree is relevant. But corporate policy stands in your way for considering a veteran, even though, in lieu of going to school and then having two years of experience, he's going to be in service to the country, maybe making peanuts and trying to keep it safe.
Come on, folks. Use your brains for a second. All those advertisements that you run that talk about how good you are to veterans and you support veterans doesn't mean crap if you can conduct yourself in this way.
Fix it, folks. If you're a corporate HR, you've got to get to the C suite and turn them around. You've got to talk with them and talk with them about how their behavior's incongruent with their advertising and you're losing great people as a result, because you are. You are losing access to great people.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

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

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

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

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.

 

Yes, Money Matters . . . and Other Things Do, Too | No BS Hiring Advice

 

So many of you are so arrogant in how you think of your new hires . . . and it takes so little to change things and bring on your first choice to fill that position.

Summary

I want to talk with those of you who are involved with hiring people-- HR, hiring manager, C suite . . . wherever you are in the equation. I have heard some of the most asinine things when I worked in search. Now, my personal favorite (and I sit and put that in air quotes) is the remark, "Is money important to them? Isn't the job more important?"
Come on, folks. Do you really believe that for a person making $70, $80, $90,000 a year, money isn't important to them? And that bluff on your part--"The job isn't more important than the money?" The job isn't going to pay his rent, isn't going to make his mortgage payment, isn't going to buy sneakers for the kids or food! Of course money is important.
And all these bluff things . . . I remember swatting away one CIO one time who pulled that line. I said, "You argued for $5,000 on your offer, and you're now throwing this crap out? Come on!"
But I also have to say, it's not just money. Other things matter, too. And I'm not just simply talking benefits and vacation and things along those lines. I'm speaking in terms of the feeling that should give to someone that they matter.
You see, so many of you have gotten so busy you forget to sell. You commoditize your interviewing and hiring with the result being that people don't feel wanted or cared for. You treat them like a slob who's going to sit in the chair and do a job. People don't want to feel that way. They want to feel as though they have some significance and the fact that you've gotten so lazy in your interviews that you forget to sell the opportunity is ridiculous.
It is a mistake on your part that, right now, as we're dealing with strong economic times, or even when there are poor times, it makes a difference for the people or for the person that you select to fill a job. People want to feel cared for. They want to feel like they make a difference and that they matter. That's up to you to sell. And you ought to get into the habit of selling it to every individual that you meet with.
Also, the benefits . . . they do matter. You know, I remember one time where I again worked in search, insurance coverage wasn't right for this one individual for pre existing condition that his son had. Yeah, these kind of things are different now. But every benefit that's mediocre in your organization, or ordinary is a missed opportunity to differentiate yourself in some way from your competition.
Great people all have choices. Great people have multiple opportunities. And don't believe me? Pay attention to who you're losing when you're making offers and why? You'll discover that I'm right.
It would have been so easy to just take a little bit of time to sell the opportunity, not just for today. Career opportunity with your organization! What's the upside for this person if they do well? Where can they go? What kind of training can they receive? What kind of opportunities will they get? And if they're unhappy? Will you open up your phone and start making calls to help them land elsewhere?
People are unhappy,, you don't want them around. And what does that say about you that should be wrong to help. Actually, it says a lot about us.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

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

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

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedInLike me on Facebook.

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

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

 

What Do Recruiters Interviewers Look at When Deciding Between Two Equally Good Finalists?

How to Elicit Missing Information | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/01/28/how-to-elicit-missing-information

Jeff Altman, The Big Game Hunter discusses a simple and underutilized question you can ask to draw out missing information from someone you interview.

Summary

One of the classic questions that I learned many years ago from one of my clients is, "Everyone makes mistakes. I make mistakes, you make mistakes. Tell me about a professional mistakes you made and what you learned from it."
Great question! But let's go into interviewing. The fact is, I make mistakes when I interview and I suspect you do is well. One of the things that happens is, for some reason, the way we frame the question doesn't really draw out enough of the information that we need from the job hunter to really make a valid conclusion. So, we start thinking, "Ah, they don't really have the experience that I'm looking for."
So, one of my clients taught me that one of the best ways to handle that is just to confirm that head on.
"I'm not seeing this in your background. Maybe I've missed and I'd ask the question in a way to draw it out. But, one of the things I'm looking for is such and such. Do you have that kind of experience? What is it?"
By being that direct with the person that you're interviewing, sometimes, you know, they'll say to you, "oh, that's true. I don't really have that experience."
"Okay, that's fine."
You've confirmed that and you can go on. But sometimes they'll also say, "Yeah, I spent about four years working on that kind of stuff. As we were talking about, I focused on different things in my background, but I've done this for the last four years. This is what I've done."
It happens more than you think. Sometimes the pressure of an interview, or, the rabbit hole that you start taking them on doesn't just draw out enough of the other information.
So, put it on the table with them. Ask them point blank, "You know, I'm not picking up on such and such. Do you have that kind of experience as well?" You'd be surprised sometimes what you hear back.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

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

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

No BS Hiring Advice Radio
No BS Hiring Advice Radio

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where

I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedInLike me on Facebook.

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

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

 

 

You Get What You Deserve | No BS Hiring Advice


For years, I have listened to HR professionals and hiring managers complain about their staff. You’re getting what you deserve.

Summary

You know, I worked in recruiting for many years, and I listened to a lot of complaints from HR people, from hiring managers, about the people that they hired.
The statistics are that almost one in two hiring managers have buyer's remorse within 18 months of a new hire. They believe that they made a mistake.
Now, the title of this video is provocative. You get what you deserve. Here's why I think you're getting what you deserve.
Basically, you're hiring mercenaries. There's nothing in it for them. You talk about, "I've got this great project, I've got this interesting work." But I remember a time when people would talk with a potential hire, and talk with them about career opportunities, talk with them about a future and help them get there, whether that's internal to the organization, or external. They was something to learn. They was something to grow with.
And there was an upside. What's the upside to your job? It's keeping on doing "more of the same forever" is what it feels like.
No one gets praise. Reviews? As a coach I listened to some years ago put so so well said, "imagine, once a year, you sat down with your wife or husband or partner and said, "you know, it's time for me to give you a review. I think you're doing pretty well on some things, but there are others I think could could be doing better at."
What kind of nonsense are these kind of reviews that you're given? People are consistently blindsided because you don't have the guts to support them during the time of the year when they're not being reviewed. You sit in your office or cube, cowering there, trying to politely correct people, but not trying to help them.
I'm telling you, you're getting what you deserve. You have a disengaged workforce, with very little going on that's going to keep them there.
That's why the statistics in the US, they're the best in the world, but they haven't changed in a decade. 32% of the workforce is engaged. What that tells me is that 68% is neutral at best. And the rest . . . you figure out how disengaged they are. Is that really what you want?
Now, it's not about more benefits. It's not about having a hacky sack area in the lunch room. It's about how you as a hiring manager, how use an organization, treat your people and help them learn and help them grow and help them develop.
Tuition reimbursement for courses. How many folks are paying for their own training because you make the excuse of, "well, if we give it to him now, it can become marketable and leave." How about they become marketable and want to stay because they feel appreciated, you know?
So, I just want to point these obvious incongruences out. It reminds me of a guy I worked for many years ago. My first year with the firm, it hit its best numbers and his bonus for the year? Despite the fact that
Big deal. Big deal. We all did spectacularly well. And he considers giving a bonus a disincentive. Because after all, "we're sales people. We should want the money." As I pointed out to him so simply, " Goldman Sachs has it wrong when they give out those bonuses and all these Wall Street firms have been wrong, but that tie is what's going to do it."
Folks, you are doing things and you are oblivious to the impact. And the impact is day in and day out, You are creating a workforce of mercenaries with no loyalty to you and your organization.
You're getting what you deserve.
You gotta do it differently if you want to retain them. You gotta do it differently if you want people who are going to grow and not always have to pay fees to recruiters and not always have to recruit replacements, because you're just not indicating and doing things through your behavior that show that you care.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

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

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

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions. 

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.

 

Evaluating for Fit as Part of Your Interview Process Is Bogus

Evaluating for Fit as Part of Your Interview Process Is Bogus | No BS Hiring Advice


Jeff Altman, The Big Game Hunter points out the line that is interviewing for fit.

Summary

I want to talk with you today about something that happened this past week and I think it's a struggle and symptomatic of one of the problems that most organizations are engaged in with hiring.
I had two instances this week, a person who had seven interviews, after the seventh interview, they said, "We don't think he'd fit in." Huh? Seven interviews. You couldn't figure this out with the first six? It took the seventh for you to figure this out.
Then, there was an episode with another individual. He interviewed for a job probably a year ago, and met with eight, nine people. At the end of the day, there's no word back. No feedback. I set them up with a hiring manager. The hiring manager comes back to me and says, "Well, the staff thought she'd be too hard and my boss thought she'd be too soft." Huh?
Another example of how fit is something that most organizations are not equipped to evaluate for. Here, the staff thought someone who was too hard and the management she'd be too soft on people. Bizarre.
Now, you think you can use industrial psychology testing in order to figure this out? Wrong. All you're doing is measuring what people in this job has done up until this point. And you know, at the end of the day, maybe you can do better. Even your highest performer, maybe just maybe could do better.
When all is said and done, I come back to one thing. Interviewing gives you a chance to evaluate people as to whether they're qualified for a job, and whether your staff could evaluate people for their skills, not their personality. At the end of the day, that's good enough, because, frankly, when you start looking at "fit," you have situations like this come up plus, you miss out on people who are extremely good, who could egg on an organization because they see things differently than the current staff does.
Conformity is not an asset. Diversity is. Diversity of viewpoints, ideas and thinking and, yes, you want people who can collaborate with one another but you don't want a bunch of yes people, do you?

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.

 

Hiring for work

You’re Driving People Away. Why? | No B. S. Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/01/29/no-b-s-hiring-advice-youre-driving-people-away-why

On this podcast, I discuss how to stop driving people away from your firm.

 

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.