EP 1502 On this show, Jeff speaks with The Recruiting Animal (Yes. That is how he likes to be addressed), a Canadian recruiting generalist who primarily works as a contingency recruiter.
ABOUT 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.
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 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.
The question for today is, "Do executive search firms look at unsolicited resumes?" The way the question was originally phrased was, "Are executive search firms even looking at unsolicited resumes they get sent to them?"
You have to understand how the search business has evolved. It's history involves never looking at unsolicited resume. However, there might be someone in the office who parses unsolicited resumes; they have software that's going to input resumes that appeal to them into their system. There is this thing that you may have heard of called LinkedIn . . That part of the business is very data oriented. They are not looking for job hunters; they are looking for the best talent to fit the client's requirements.
A client hires them to do a task-- fill a particular job. The task has specific criteria. They may, but probably won't, input your resume to their system. You will need to have extraordinary skills to fit the search criteria that they tend to work on for clients; most firms have an orientation that focusing on certain lines of business or perhaps certain functions.
The question I have to ask back is, "Why should they?" Because you think your resume might be useful to them? How do you know? Oh! You want to get on the radar. Good. Do something great that fits their search criteria. Get written up. Get featured in an interview. Do things that turn your work into celebrity so that you are not just some person sitting at desk doing a job that you think is so valuable to other people. Get known!
This is the branding process that most people don't get. Search firms are acutely aware of how important the brand processes; it makes someone more salable to their client. It is not like they're trying to fill some staff level position. They are trying to fill positions for successful executives.
What makes someone appear to be successful? Answer. A vivid credential. I refer to it as a vivid credential because it is known, respected, been recognized, been written or interviewed about, has been on the stage talking about . These are criteria that allow them to recognize that other people have vetted you and identified you as being successful, smart and a leader.
Sending a resume to them? Useless! Let me restate that – – it's almost useless. You may get lucky. But the likelihood of you being lucky is so small that it is far better for you to put all that effort into developing a reputation so that you become visible and written about. You want to be published, you are on stage talking about your accomplishments, instead of simply being some guy who says a resume in.
Why do you want to be "some guy" or "some woman" who sins a resume in has some researcher look at it and ask themselves, "What we have this anyway? And then feel good about deleting it. Seriously. "Why do we have this resume?" If it's nothing that we are looking for.
Again, the nature of search has evolved so that data is more readily available. It's not like in the old days when I started often recruiting where you had to deal with microfiche and look at newspapers on microfilm and find the article that was written about you. There are so many places where you can get known! Focusing on that and not on, "whether they are even looking at your resume."
Who are you that you that they should even be looking at your resume?. That is what you should be focusing in on.-Who you are. That should make them want to focusing on you. -
ABOUT 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.
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 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.
EP 1495 Jeff speaks with Mark Jaffe, a veteran executive recruiter as he speaks about how he evaluates and assesses particular contenders and helps his clients hire exceptional talent.
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.
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 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.
The question I received is, "Is it a good sign that I got a call for interview within 24 hours of my sending application?"
To me, what it is a good sign of is that the firm has a degree of efficiency and how it deals with applications. It doesn't mean anything else. Superficially, all that they have determined is that your background MIGHT fit the job.Period. You have no idea how many other people may have applied and who you are competing with. You may have no idea whether it was a stroke of luck that they have to be online at that particular moment to respond to your resume. It doesn't mean anything.
Yes, you could have been rejected. That could also happen within 24 hours. That they responded within 24 hours doesn't mean a thing. Not a single thing.
Focus on the fact that you now have to deliver your knowledge to them in a way that they are going to be impressed. Focused on practicing for the interview, because that is really the important thing. That they responded within 24 hours… Forget about it. You are overthinking this.
ABOUT 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.
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 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.
Having worked as a recruiter for more than 40 years, I have a perspective on answering this question… "Why would a company pay a fee to a recruiter? They are so expensive!"
When you stop and think about it for a second and look at it from a company's perspective, I will divide this between contingency a retained search firms, if they are working with a contingency recruiting firm, you can work with multiple firms and only pay the one that provides the person that was hired. That means you have a sales force available to you that is enormous out there trying to find the right talent for your firm to hire.
But still, it seems expensive. A company will pay a fee of 20%, 22.5%, 25%, 30%, 35% or even more on a contingency basis. For retained firm, is always the high end of the scale plus expenses. This seems expensive. Again, let's look at from the employer's perspective... You may have a few people doing recruiting for your firm. Some firms may work with a team of individuals who are able to source, interview, assess, and refer talent because they have a big pool of. Individuals available to them doing the recruiting.
Using IT or accounting as an example, most firms are not going to have a team of individuals that their firm. They may have one individual who is responsible for filling a certain type of role. Not only are they filling one type of job, but they are filling multiple jobs. They have to find these people.
You may say, "Just run an ad!" That's easy for you to suggest. Typically, you get many many many bad responses, hoping against hope, that one person comes through their that you want to actually talk to. You see, there is a lot of kissing frogs and talking to frogs before you decide you actually want to go out on a date with them let alone customer want to get married to them! As a result, there is a lot of time that goes into sourcing talent.. The result is a decision that you would be better served by having a bigger salesforce out there serving you to find talent and qualifying people for you.
What third-party recruiters and sourcers often do is that they are out there finding the talent and referring people for interviews. From there, companies take over and do the rest of the process. They don't do the scheduling; the 3rd party recruiter or the sourcer or might do that. It just saves them a lot of time he gets an access to a bigger pool of talent because their "sales force" is bigger.
In addition, you may be thinking of one job. They may be trying to fill 15 or 20 different types of jobs. As a result, there just isn't enough time and in the day to do that. Without a doubt, companies find it cost-effective to pay the fee on a contingency basis to whoever finds the right talent.
On a retained basis, it is different. On a retained basis, you are paying them for focused attention. They ARE going to find that person you will eventually hire. Thus, you are prepaying them a certain amount of money to purchase their attention and commitment to filling a particular job. This tends to be done for positions in a high level within an organization. C suite and senior positions in an organization will generally be put out to a retained search firm. They are definitely going to fill that job. It is cost-effective for them. Is cost-effective because they can't dedicate the resources to do everything they need to do.
ABOUT 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.
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 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.
This is a common question that people ask. After all, so many never hear from a recruiter after the initial contact about a job. Here, I offer no BS advice.
The question is, "Should I try to bypass recruiters and apply for a job directly?" Now I'm going to work with the assumption in answering this question that a recruiter has reached out to you about a particular position, told you about it, and you're now asking this question, "Should I just tried to bypass them?" Now, here's my issue with this. I want to start by saying, I have no skin in this game anymore. I worked as a recruiter for more than 40 years. I have their perspective, I have the job hunter's perspective, because I've spoken to hundreds of thousands of you during the course of my career, both in recruiting and in coaching. Here's the issue. Let's say you did that. And I'm not going to speak ill of recruiters here. I just want to simply say, let's say you do that. You're applying for a job. What you've now done is go through the black hole. Seriously, why would you want to put yourself in the position of going through the black hole when someone can circumvent this process and get you in front of a hiring manager? Or get your resume in front of that hiring manager directly? Why would you put yourself through that? It makes no sense to me. I listened to job hunters complain for years, to this day, complaining about the black hole, and you want to apply for a job directly? It makes no sense. If the recruiter is incompetent, well, I pause for a second and say, what makes them incompetent? That they couldn't get you in the door is normally the answer. Normally, they can't get you in the door because your resume doesn't demonstrate a fit or there's something incongruent about your background, and how you're presenting itself yourself to them. If you're not really a fit, what good is this going to do to contact the firm directly? Heyll you're doing . . . you're spinning your wheels, going through the black hole, no less. I'm thinking it's going to come up with a different conclusion. They are talking directly to a hiring manager or to an HR person; they are not applying through an automated system like you are that's designed to shield you from having a direct contact with the hiring manager or with HR. It makes no sense to me. Now, let me go one step further. Let's say this recruiter has contacted you. They're saying they're going to present you and now you want to apply directly. Here, I'm going to be blunt. You are a thief. You're stealing information from this person for your own benefit and depriving them of the potential of earning an income. Why in God's name would you do that? Seriously, why would you do that? Why would you be a thief and steal from them? Seriously, it's like they're subhuman to you. You treat them as though they're less than human beings. Yet you want to be catered to? Why is it that they deserve that from you? Let them do their job and earn their income. They have earned that privilege by providing you with that information that you're not going to act on. You think this is a good thing. It isn't. Putting aside karma for for a second, I'll just simply say if you want to do all the work, without any input from someone who may know this client better than you ever will until you to join, by all means go ahead. But I'm going to be point blank with you. It's stupid on your part. Let them do the job. Don't steal from them. Let them work the system to their heart's content and sit back and see what the consequences are. There's no reason to step into this situation.
ABOUT 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.
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 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.
Hi! I'm Jeff Altman, The Big Game Hunter. I'm the head coach for JobSearchCoachingHQ.com and NoBSCoachingAdvice.com. This is the new Job Search Radio done as a video. What can I tell you!??? I was asked the question by someone I thought was terrific. The question is, "Why do recruiters ask my thoughts about the interview before giving me results?"
I think the answer is true whether it is a corporate recruiter or a third party recruiter. It involves 2 potential sets of situations. Understand that from a recruiter's standpoint, both corporate and third-party, the last thing they want to do is to make a phone call to a hiring manager who is not going to be pleased. If you were to tell them, "You know, I think I stacked up the joint. I had an awful performance. They asked me questions that I just couldn't answer." Why would they call the hiring manager and be berated by them or risk being scanned by them or criticized by? Seriously. Why would you want to do that?
If your internal recruiter a corporate recruiter, you're being criticized by 1 of your users who can go to your boss embarrassing. If you are an external recruiter, you don't want to remind the client that you screwed up. There's no point in calling the hiring manager if you stank up the joint.
Here's another scenario. They already have feedback. What they're really trying to find that is whether YOU are interested. What they are trying to do is to gauge your interest based upon how you answer the question.
"So, what are your thoughts about the interview?"
"I think it went really well. The manager was terrific. I learned a lot about the role. I like the role." Suddenly, they can convert the conversation into something that I will call a pre-close, something that they can use to start persuading you about the opportunity, draw information out from you and turn the conversation into something where they say something like, "You know, your 1st conversation, you said you were looking for a salary of such and such." They can confirm that the numbers that you are speaking about haven't changed. They can start working toward maneuvering you into be interested in their opportunity.
For example, they can say, "I'm glad you are interested. I've already heard from the hiring manager and they thought you were terrific." Suddenly, you are beaming with pride. You're excited. Your tail is wagging . . . it's a good call for you, right? They can then start talking about, "They are going to want you to come back and they are going to start building up momentum to having you go back and preparing you for the next interview.
So, the reasons are pretty simple. Either you stank up the joint and they don't want to stick their neck in the noose, you did well and they wanting to get you excited about the opportunity and, here's the third one . . . you're kind of neutral and they know they are going to have to make the call because all they are getting is a factual recitation of the events and they can't interpret from them whether or not the ,manager was interested.
This is all about gaging your interest and how you performed.
ABOUT 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.
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 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.
Today, I thought I would talk with you about secrets. Actually, I think it's going to be five secrets, as I think about it, to getting noticed by corporate recruiters. Now, the first one isn't that difficult. It's putting yourself in the position where you can be found. If you have no online footprint, if you're not going to any conferences or events, or what have you, where people can find you, how do you think they are going to find you? Seriously, for those of you who have nothing in the way of a LinkedIn profile to speak of, no keywords, no nothing, how do you think people are going to find you? Do you think it's going to be at the supermarket? I don't think so. So you have to put yourself in the position to be found. That's number one, in the way of criteria for getting found by recruiters. Then in order to be found, understand that recruiters are looking for keywords. When they're searching LinkedIn, when they're using Google, when they're trying to find you from a conference that you might have presented at, you put yourself in their shoes for a second. If they were looking for you, what would they want to find out about you? What your skills are. What your experience is. Where you are geographically right now, because it doesn't help if you're in New York, and the job is in I don't know, Arlington, Texas. If they're only wanting to hire local people, they're certainly not going to be calling people who they know are outside of the territory that they can hire from. Make it easy for them. So put yourself in their shoes and stuff your LinkedIn profile. Make sure that people understand where you are, and what experience that you have. A way that you can do that is create a website for yourself or blog. One of the pages of the website or the blog is your resume. Not everyone is searching LinkedIn to find people. Many people who are searching use Google and try to do keyword searches in order to do that. After all, LinkedIn is limiting corporate recruiters as to how many views that they can have. Even with their recruiter account, there's just a limit to how many people they can see, let alone contact. Include Google, and think of Google and having a website for yourself. There are free services that will allow you to create a website which can be just a resume, you know, you can have a Wix or Weebly site, where your resume lives, and people will contact you. Also, for those of you who are more experienced, again, with the theme of putting yourself in the position where you can be found, be seen and noticed. Now, in days of old, that translated into your local area. You would go to the right bar and drink with the right people. I don't like that approach. I like more the approach of going to the conferences, being at the networking meetings, you know, going to meetups around relevant skills and interests, much more than the hanging out at the bar. It can also involve participation in online groups, which can be on LinkedIn, meetup, Facebook, wherever it is. Participation includes, in a good way, offering your ideas, offering your opinions, collaborating with others. Now, this is obviously not something that you can make a big impact on for this job search. But if you continue the strategy on, you will develop mindshare and with people who notice this sort of thing. Now, when you done all of this, I want to remind you, keep your resume up to date. You know, as I've said for many years, if you update your resume every three to four months, number one is it's useful in case you get the call about the great opportunity. Number two is, come review time, it's very helpful to you to have an extemporaneous recitation of what you've accomplished during the course of a three to four-month period of time, during the course of the last review cycle stuff along those lines. In this way, you're not walking in unprepared and having forgotten stuff that you've done. In particular, it's very effective for those situations that we all hate to hear about, where you're being reviewed by a new manager, because the last one has been transferred or has gone to another organization, and the new guy is there, the new woman is there, and they were viewing you. How helpful is that unless you have something to reference when he or she says, "I really haven't seen a lot of your actual work," because it let me you can say, "Just let me give you a sense of what I've accomplished this year. Because you've kept your resume up to date, you're able to give them a sense of all the things that you've done. So
ABOUT 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.
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 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.
The question I received is, "What does it mean when a recruiter says a position pays 'executive compensation?'" Executive compensation. Doesn't that give you an image of a lot of money. ?
Well, what it means is that, number 1, you're probably dealing with a contingency recruiting firm because a retained search firm will tell you the comp without a doubt.
Number 2 is a probably means that the comp is at the low end of the scale and they are trying to influence you by this generic phrase, "executive compensation." After all, what mean doesn't mean? At $750, $1.5 million to $250? What is that number?
So executive compensation is a signal that this is probably a low salary and the recruiter doesn't want to say it for fear that youor jus going to away.
In addition. It seems to me that they are being kin of insulting to you. They see you as a junior person who can be influenced by such BS.
So here's what I would suggest you do any time you hear 1 of these types of phrases whether it's this 1 or another one that is designed to influence you but says nothing. What I want to do is say, "I have to stop you here for a second. First, executive compensation means a lot of things and, to me,it means one thing; to yo it may mean something else. What do you mean by executive compensation? Be specific."
"They are going to pay market scale from this."
"No. please be specific. You may think executive compensation is $125000 and my definition of that is $450000.So what does your client mean by executive compensation? Get the number out from them.
If there are unwilling to share what the number is, your time is about to be wasted so don't bother. Retained firms will do it because they are giving you a lot more disclosure than the contingency firms. So, rather than allowing yourself to be gamed by them, rather than falling prey to the BS, get the specific number from them; it's really that simple.
And if they're not willing to do it, you'll save yourself a lot of time and aggravation.
ABOUT 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.
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 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.
I'm interviewing someone over the phone, and I'm asking questions about the work. Eventually I am asked something that translates into, "Didn't you read my resume?"
Well, don't you understand what a recruiter does? Recruiters pay to evaluate and assess people on behalf of their institutional customers. We may have read, skimmed or not read your resume. Anything is possible.. But what we are trying to do is get an idea of how well you will interview. How you present your ideas. How cogently you discuss them. Whether your voice sounds flat or animated.
Are you someone that we would risk putting in from the client, knowing that at the end of the day if you do a terrible job it affects our relationship with the firm. When we evaluate and assess, we want to know how you are telling your story.
Thus, when you ask that question, "Didn't you read my resume," you are showing that you are a moron. You are showing that you don't know how the system works. Although I encourage people to make the system work for them, think about it for 2nd. This person is going to be paid somewhere between $20,000 and $100,000 to refer you and you are being argumentative with them.. They have a point to doing everything that they do.
Why would you be confrontational? It makes no sense. Understand, again, they are being paid to evaluate and assess people and refer someone who is going to be hired by the client. They just want this to work like clockwork.
Act like a jerk, you show your jerk. Don't do it.
ABOUT 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.
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.
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