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How To Hire (And Retain) Great People

Originally published on Forbes.com

As I speak with business owners and hiring managers, one of the most common laments is, “I’m having trouble finding and keeping great people.”


We are currently in a time when unemployment is at a decade low, various visa programs to admit foreign talent remain tight and some demographics of the U.S. population are particularly challenging. When it comes to age, the pool of talent for many businesses resides in the smallest population cohort.

But beyond that, we’re trying to hire for “fit” — and it’s not working.

When I entered recruiting, it didn’t take long to figure out that both job hunters and employers would misrepresent themselves to one another.

Job hunters have been trained to behave a certain way with people who are in positions of authority from the time they are in school to the time they walk into your office or business.

On the other hand, very few employers ever confess to a job hunter that they are stepping into a minefield. After all, no one ever says, “I’ve just been moved into this role. My predecessor was fired, and her predecessor was fired. It doesn’t take a genius to figure out what my fate will be if I can’t turn this thing around!” Instead, every job is said to be “a wonderful opportunity” with “a terrific team of people” and “great advancement opportunities.”

Is it any wonder that people become annoyed or angry to discover you withheld critical information from them?

Hiring people who care and giving them complete information about what they are stepping into goes a long way when correcting your staffing issues.

The question is: how do you find these people and reject the others?

Here’s what you can do to improve your odds of recruiting and retaining great people.

1. Prioritize those who care about doing a good job. 

As I sat in a restaurant one day, I noticed two employees who were friendly to customers and noticed and handled details in a way that seemed natural and smooth. These are usually the people who are taken for granted while managers and business owners try to “fix” poor performers.

You can’t improve mediocrity. Instead, focus on high or higher performers, and reward them with frequent praise and requests for input. Let everyone see that people get attention for doing a good job and will not get attention for dragging the team down.

2. Ask the right interview questions.

Research shows that almost half of new hires (46%) fail in the first 18 months. The survey reports that 26% of new hires fail because they can’t accept or implement feedback (correction of poor or inadequate performance), 23% because they can’t manage their emotions (often this is the same as being unable to accept feedback or criticism), 15% because they have the wrong temperament for the job (bad attitude) and 11% because of skills deficiencies.

The message I take from this is that skills evaluation is generally adequate, but we can do more to hire emotionally intelligent candidates.

To find the people who care, ask, “What would two people whose lives you positively changed say if I were to call them?” Be wary of candidates who complain about having helped that person.

You can also ask, “What was your part in bringing this solution about?” Listen for those who have the emotional intelligence to recognize they played a part in certain events. People who can’t recognize their contribution to issues will repeat that pattern with you.

Another question you can ask is, “How does this position compare to others you are interviewing for?” Listen carefully for those who can point to the challenge, the opportunity, and the other positive characteristics of any of the jobs they are considering and not try to butter you up with praise.

Remember, you have been trying to create a positive impression. Focus on their answer and whether it shows maturity or not.

3. Fire faster. 

Everyone has bad hours or days; don’t tolerate people who have bad months. Remember to view them as though they are new. They should be trying to create a great impression with you. If they aren’t trying hard at the beginning, they won’t be better than this six months from now.

4. Create an environment of excellence.

Environments win. Excellent people don’t want to work with managers who don’t care about the workplace they’re creating. Replace mediocre talent who make the environment nothing more than average. Keep the inspired, or risk losing them to someone who creates the environment they want.

5. Look in the mirror. 

Ask yourself what your part has been in creating a high-turnover environment. As I suggested earlier, it is easier to blame others than take responsibility for your decisions. Own up to your part, and make changes.

Even with a smaller labor pool, many business owners and hiring managers can hire and keep great people by screening for people who care, rewarding them with attention and opportunity, and creating environments where they can succeed.

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.

Recruiting, Careers, and Podcasting with The Big Game Hunter, Jeff Altman

Our guest today is Jeff Altman, executive recruiter, coach, and host of the #1 podcast for job search

Jeff Altman, The Big Game Hunter, has helped companies hire talent and people find work. More than 40 years of recruiting experience to assist individuals to improve their careers.

Jeff’s previous work allowed him to do successfully complete searches in 49 of 50 states for positions ranging from C-suite to the staff needed to accomplish objectives, increasing a firm’s profitability and market share, working with brand name organizations and startups alike..

He has since transitioned to career coaching, business life & leadership coaching, helping people worldwide.

Listen to the interview

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” “No BS Job Search Advice,” and “Job Search Radio.”

Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Subscribe to the “The No BS Coaching Advice Podcast.” 

If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Connect with Me on LinkedIn 

For more No BS Coaching Advice, visit my website. www.NoBSCoachingAdvice.com

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

Change & Complaints | Career Angles

I remember being young and everything felt new and exciting. . . and that was a good thing. Now if a programs interface has changed orsome modification has been made to something I am comfortable with it is a cause for complaint.

“Why did they change that!”

I don’t know if it’s true for you but for me, that new improved function or interface is slowing me down. That frustrates me.

I wish I could just remember that the change reflects a desire to help and improve things for me. I wish I could just remember that it will make things easier for me.

At work, change is constant and, often, predictability is the opposing dynamic. Knowing that things will change, how can you avoid sounding like the ungrateful complainer I sometimes sound like?

Ⓒ The Big Game Hunter, Inc.,Asheville, NC 2018

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” “No BS Job Search Advice,” and “Job Search Radio.”

Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Subscribe to the “The No BS Coaching Advice Podcast.” 

If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Connect with Me on LinkedIn http://www.linkedin.com/in/thebiggamehunter

For more No BS Coaching Advice, visit my website. www.NoBSCoachingAdvice.com

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

Planning an Exit | Career Angles

I was 22 when I started my first business with a partner. Iwent into the venture with excitement and left with anger and frustration

We had a buy-sell agreement that put in place terms and conditions for what might happen if either of us wanted to leave.

Most people start new jobs less prepared than that. They join with wide eyes and optimism and are let down, grow grumpy, resigned to the fact that they have, again, taken a job they will grow to hate, at worst, or tolerate, at best.When you look at your work and what you do, what will be the result you will get from this experience that will help you position for your next move?

© The Big Game Hunter, Inc. Asheville, NC  2018

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” “No BS Job Search Advice,” and “Job Search Radio.”

Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Subscribe to the “The No BS Coaching Advice Podcast.” 

If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Connect with Me on LinkedIn http://www.linkedin.com/in/thebiggamehunter

For more No BS Coaching Advice, visit my website. www.NoBSCoachingAdvice.com

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

The Stages Before The Layoffs | JobSearchRadio.com


Listen to the full episode here::
http://webtalkradio.net/internet-talk-radio/2018/11/01/the-stages-before-the-layoffs/

I discuss a few signals to look for BEFORE the layoffs start.

Summary

Right now, we are in relatively good economic times that doesn't mean a layoff isn't going to becoming. That's because the reality is, as you know I both know, intellectually, there are business cycles and there are good times and in their bad times. When the bad times occur, that's when the layoffs show up. When there are good times, no one ever thinks they are ever going to be laid off. But, I want to get you prepared. I want you to recognize the cycles and how the layoffs come in.

The 1st stage of the layoff cycle is that your office may start to grumble with rumors and people start to talk and gossip about things that they've heard and what is going to happen next. The fact of the matter is the staff doesn't know anything and is trying to make sense out of what seems like a scary situation. No one really knows anything and never was starts to believe something. As a result, everyone talks and a lot of people start to interpret different things and speculate about things they hear from one another that have no basis in reality.

Often, what starts to happen is absenteeism starts to increase as people start to become "ill" (if you get my meaning), or try to get a head start on job hunting. Managers start to approach, select employees. That's the 1st step.

The 2nd what is you are not on the list. A list starts to be rumors about and you are not on it. That may be true today, but it may not be true 3 weeks from now. I met with someone a while back who is told that she wasn't on the list. She was told by her boss who was extensively privy to know who's on the list. Apparently, 3 weeks later, she was on the list and for boss wasn't at the meeting where he was put on the list and they both wound up being out of a job. Suddenly, "you're not on the list," changes to you being on the list.

What is often helpful is if they give you pre-notice. Your manager comes you and says, "You know, Susan, you are on the list." What happens is that you get a head start for heading for the doors. You know you could be fired with the next layoffs to start looking now.

There's a guy I knew sometime back who was working for bank and was told by his boss that he was going to be the next where the job cuts. According to bank policy, you knew what his severance was going to be so that you can use this time before the actual layoff to get his resume ready and get out on some interviews. It worked beautifully for him.

There are a few other contingencies... Actually one big one.

"If you stay until such and such date, we have a great deal for you!" In this situation, you can have an acquiring firm that is going to consolidate. There will be layoffs. As a result of that. In acquisition, sometimes in your management says and what happens with the new management comes in can be completely different.

There is an instance where the old Bear Stearns was being acquired by J.P. Morgan Chase. There was a support guy who is doing executive support for Bear Stearns whose approach to stay on with the firm during the acquisition until it closed. Then, he was going to get this huge severance. There is only one problem – – the acquiring firm wasn't told anything about this. They know anything about the promise that if he stayed on until the end, they would double is pay his severance.

I understand what he stayed until the end , but the acquirer didn't know anything about it. The result was you got the standard back layoff package from the acquiring firm instead of $180,000. Just be aware that this kind of stuff happens and when they start talking with you about the sweet deal, particularly in acquisition, who, on the other side of the deal is going to know about this and sign off on it before you get hoodwinked.

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

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)

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.

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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.”

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

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

Difference | Career Angles

As I sat and listened to a number of well-educated people of different races, backgrounds and sexual orientations speak about what it was like to live in their world, I was reminded of how little I know about people who are different than I am.

In your work place, you may assume that the woman working nearby has a husband (and she has a wife), has a child who has some physical similarity to her (she adopted her child from another country) and, because she is of a similar age to you, has some similar issues to you.

You may think the man two doors down from you has a wife of the same race and religion as he, when he married someone from Latin America or Asia and they have children who are biracial.

Assuming we know a lot about someone else is a mistake, particularly with people whose backgrounds are different than ours. Their partner may be like many a doctor in their country of origin and are completely unable to work because of the visa system which often takes years to permit someone who legally entered the US to be able to work.

Asking people who are different than you and then making it safe for them to tell you the truth about their experience will open enormous new vistas in your professional success.

 

© The Big Game Hunter, Inc. Asheville, NC  2018

 

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the

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

head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” “No BS Job Search Advice,” and “Job Search Radio.”

Are you interested in my coaching you?  Email me at [email protected] and put the word, “Coaching” in the subject line.

Subscribe to the “The No BS Coaching Advice Podcast.”

If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Connect with me on LinkedIn

Follow The Big Game Hunter, Inc.

For more No BS Coaching Advice, visit my website.

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

How Do I Attract Recruiters to My LinkedIn Profile Without…? | JobSearchRadio.com


Listen to the full episode here::
http://webtalkradio.net/internet-talk-radio/2018/10/20/how-do-i-attract-recruiters-to-my-linkedin-profile-without-jobsearchradio-com/

How do I attract recruiters to my LinkedIn profile without my boss thinking on job hunting?

Summary

I was asked the question that I thought was really very good. People sometimes lose track of the importance of doing this so I thought I would do a video about it. The question is, "How do I attract recruiters to my LinkedIn profile without my boss taking them looking for a job?"

The question needs to be answered in 2 parts. I'm going to deal with the 2nd part first-- "without my boss becoming suspicious or thinking I'm looking for a new job. To answer this really starts off with your privacy settings. We start looking at changing your privacy settings, you want to make sure the people are not notified when you make a change to your profile.

You go to your LinkedIn homepage. There is a little picture of yourself for a little icon on the upper part of the page. You go to privacy settings and what you are looking for is dealing with an area where you are sharing profile edits. Next to it, you will see "change," and change it to, "no." This is about choosing whether you network is notified of your profile changes. Assuming your connected with your boss, this will prevent he or she from being notified of any profile changes which is usually a signal that someone is looking to change jobs.

The other part of your question was, "How do you make your profile sufficiently attractive so that recruiters want to contact you?"
That one is also easy.

For the field that you are in and the work that you do, you want to SEO and optimize your profile like you would a resume. Why would someone want to contact you? What skills do you have that would make someone want to reach out to you?

If you're not exactly sure, what I want you to do go to a site like Indeed, a site where job descriptions are aggregated. Search for positions that you might apply for. Look for 20 or 25 of them. Start looking for keywords for these jobs.

I want you to start thinking of patterns. If 15 of the jobs use particular language to describe what is being looked for in 5 don't, include the language that is used in the 15 jobs and then, from there, include some of the language from the other 5. The idea is that if recruiters are searching LinkedIn, they are using keywords to find people with particular skills.

From there, make it easy for recruiters to contact you. You do that by including your email address and phone number in the summary area of your profile. Say something like, "If you would like to reach me, contact me at…"

Again, to summarize my answer the question, use your privacy settings and turn off notifications to changes in your LinkedIn profile and then use keywords for job descriptions to improve your profile to use terms that recruiters are going to be using to find someone like you and then include your email address and phone number in the summary area of your profile.

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, “Job Search Radio,” “and his newest

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

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)

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.

Jeff Altman, The Big Game Hunter

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.”

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

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

 

Podcasting made easy on WebTalkRadio.net

Career Angles

Have I . . . ? | Career Angles

Marshall Goldsmith is an internationally known coach with videos available in YouTube

He suggests that people develop a habit to review their performance around different items each day and goes so far as to hire someone to call him each day to grade himself on different things.

The caller will ask him, “Have I done my best today to . . . “ around each of the points.

Have I done my best today to exercise?

Have I done my best today to communicate clearly with my direct reports.

Have I done my best today to be passionate at work.

Whatever it is, he is asked to grade himself on a 1-10 scale (ten being his best). The idea is to notice what he is doing well, not demand perfection from himself. When he is off track, he can quickly get himself back on track.

 

Look at what’s important to you and record your answers daily and notice the trendline.

 

© The Big Game Hunter, Inc. Asheville, NC  2018    

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the

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

head coach for NoBSCoachingAdvice.com. He is the host of “The No BS Coaching Advice Podcast,” “No BS Job Search Advice,” and “Job Search Radio.”

Are you interested in my coaching you? Connect with me on LinkedIn and, once we are connected, message me. If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Subscribe to the “The No BS Coaching Advice Podcast.” 

If you have questions for me, call me through the Magnifi app for iOS (video) https://thebiggamehunter.us/magnifi or PrestoExperts.com (phone)

Connect with Me on LinkedIn http://www.linkedin.com/in/thebiggamehunter

For more No BS Coaching Advice, visit my website. www.NoBSCoachingAdvice.com

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

 

 

JobSearchTV.com

How Honest Should You Be? | JobSearchTV.com

You’ve had a first interview with the corporate recruiter, the head of HR, and the hiring manager. The recruiter says, “call me tomorrow and tell me what you think.” How honest should you be?

Summary

Here's the situation. You've had a first interview with a firm. You met with a recruiter. Head of HR. Head of an enormous business unit .Celebrity individual. Recruiter says, " give me a call tomorrow at two o'clock. Tell me what you think." How honest should you be? How honest should you be with your questions or concerns ?How honest should you be with your reservations? How honest after a first round? Here's what I told someone.
Not at all .Speak about the challenges. Speak about the opportunities that your C. Speak about your excitement. You see, the recruiter is trying to filter out people early in the process and you really don't know enough to make a decision on your side.
Now, after the second round, if this comes up, then it's a little bit different .You speak about, not concerns, but questions that you have. Not big dramatic ones, but some of the questions you have that need to be addressed. Everything you say to the corporate recruiter is going to get funneled back to the to the hiring manager who's going to ultimately say, "you know, this person sounds like they would be too big of a problem. Let's pass." And you knocked yourself out.
The corporate or agency recruiter is not your ally here. On the corporate side, they are looking for "knockout factors. "On the third party recruiter side, you know, they're going to try and manipulate you to ignore your doubts and ignore your question marks and poopoo them or say stuff that may or may not be true. More likely not true than true.
They're going to speak about their knowledge of the firm. Have they ever worked there? Probably not. They are going to speak of their knowledge of the hiring manager. Have they ever worked for that manager? No.So, even with the good party recruiter, you have to operate witha degree of distrust because they're blowing smoke at you because if you voice too many negatives, they're seeing dollar signs flying off into the sunset.
So, understand when you're talking to recruiters ,both corporate and third party, after the first interview, who are checking your pulse, that's not the time to develop "an honesty. gene."
Think in terms of always promoting yourself. You're always selling yourself. You can always say no later on but, for now, go further.

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, “Job Search Radio,” “and his newest

Jeff Altman, The Big Game Hunter

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)

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.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.”

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

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

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

NoBSJobSearchAdvice.com

Should I Respond to an InMail About a Job I Am Not Interested In? | NoBSJobSearchAdvice.com

Listen to the full episode here::
http://www.blogtalkradio.com/thebiggamehunter/2018/10/18/should-i-respond-to-an-inmail-about-a-job-i-am-not-interested-in

EP 1260 A good question that deserves a response.

Summary

"Should I respond to an inMail from a recruiter?" The short answer is "yes," but let me explain why.
The recruiter reached out to you to propose a situation. You're not interested. That's okay. But the goal is to create a relationship with people who might be able to help you. So a polite response that says "thanks, but no thanks," or. "Thanks, but I'm not looking right now," or "thanks, but I don't know anyone who'd be qualified. Stay in touch," or "thanks. But I'm not interested," whatever it is a quick note of response starts the opportunity for building relationship.
Why do you want to build a relationship? So that this person feels like they want to reach out to you again.
And, before you start going, "oh, why would I want to talk to a recruiter?" Because they have job opportunities that may help you at a certain time your life or your career. And, if you are arriving cold, then they don't really know you well enough to want to really recommend you. So, that's reason number one.
Reason number two is kindness. LinkedIn chargea if you do not respond to an inMail within 90 days. So, they deduct inMails from the recruiter's account If you don't respond to that inMail within 90 days of it being sent. You should be on daily. and,if not daily, every second day at leastchecking you inbox for messages and doing a variety of things on LinkedIn to market and promote yourself .
After all, if you just lurch from job search tojob search when you are desperately in need of finding a new position, you're not doing the work of career planning and career management. You're just getting out there and looking for a job all the time and it takes a long time to build things up so you start getting results.
So I'm encouraging you respond. Answer. Quick things. It doesn't have to be a big long production, but, just simply, respond so that you benefit by the relationship building and they get the second benefit of having the inMail credited back to 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 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

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