[svp]http://www.youtube.com/watch?v=DNV538D08zQ[/svp]
As a hiring manager, what are some of the best ways to keep your cool when you’re burned out by the number of candidates you’ve interviewed?
[spp-transcript]
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 1500 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 LinkedIn. Like me on Facebook.
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Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.
Leadership #IfIOnlyKnew
11/27/2016 @ 10:50PM 18,451 Views
How To Evaluate A Recruiter In 30 Seconds
Liz Ryan , CONTRIBUTOR
Shutterstock
For years we’ve heard that hiring managers and recruiters will spend five
to ten seconds reading your resume — and no more.
Of course, you cannot really read a resume in five or 10 seconds. I’ve read
tens of thousands of resumes over the years and I still read resumes every
day.
It takes time, and if you advertised a need for candidates, then you should
have the time. If you don’t have time to read the resumes you receive, you
shouldn’t be recruiting!
Watch on Forbes:
However, managers and recruiters are famous for “reading” resumes in a
single glance. They may not even scroll down the screen to see the second
page of your resume. That’s shameful, but it’s reality.
On the other hand, recruiters will reach out to you if they find your
LinkedIn profile and think you might be qualified for a job opening they’re
trying to fill.
Now the shoe is on the other foot. The recruiter needs you, or they
wouldn’t take the time to contact you. When you talk to a recruiter on the
phone, it’s your turn to screen them the same way they screen job-seekers
like you.
Some recruiters will get you on the phone and immediately start asking
questions about your background. You can stop them cold and say “Let me ask
you this: have you seen my LinkedIn profile?”
If your LinkedIn profile is up to date, they are wasting your time by
asking you questions your LinkedIn profile has already answered.
If the recruiter is pushy with you and says “Yes, I’ve read your profile
but I have to ask you the questions on my list” politely hang up the phone.
Recruiters cannot earn a dime without candidates like you. If a recruiter
reaches out to you — intruding on your busy day — and can’t take the time
to prove his or her value to you by answering your questions before
launching into a mini-interview, they cannot help you!
You must vet the recruiters who call you. You get to decide who will
represent you to employers. Don’t choose someone who is rude or pushy!
Choose a recruiter who respects you and your background, as well as your
time.
When a recruiter contacts you, don’t start answering their questions about
your background right away. They haven’t yet earned the right to ask you
any questions.
You have questions of your own that need to be answered first!
Ask the recruiter whether they have a specific job opportunity they are
working on — one that you might be qualified for. If they are simply trying
to add people like you to their database, that’s a good reason to get off
the phone quickly.
If they have a specific job they’re working on, ask them the basics: where
is the job located? What is the general outline of the role? What is the
rough salary range for the job? Every good recruiter can answer these three
questions. If a recruiter won’t play ball, say goodbye.
Subscribe To The Forbes Careers Newsletter
Sign up here to get top career advice delivered straight to your inbox
every week.
Employers are having trouble finding great people to fill their job
openings. On top of that, most medium-sized and large employers have broken
recruiting systems.
Their recruiting processes are so slow and cumbersome that good candidates
drop out of the pipeline. That’s one reason so many employers work with
recruiters. The recruiters keep the process moving!
A good recruiter in your corner is a fantastic asset, but as in any
profession, there are more unsuitable recruiters than top-notch ones around.
Invest the time and energy to screen every recruiter you talk to before
agreeing to share your resume with them or to allow them to represent you.
You are not just a bundle of skills and certifications. You are a talented
professional that employers would be lucky to recruit. Remember that only
the people who get you, deserve you!
Liz Ryan is CEO/founderofHuman Workplace and author ofReinvention Roadmap.
Follow her on Twitterand read Forbescolumns.
Recommended by Liz Ryan
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Home
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© 2016 Forbes Media LLC. All Rights Reserved.
+Maurice, I normally like Liz’ stuff but his article is the sort of hostile behavior people hate from recruiters. How does rudeness in return serve anyone except to get your rocks off? As a coach, there are better more nuanced ways of responding other than, “Have you read my LinkedIn profile?” Of course they saw it. That’s why they called! , And LinkedIn profiles are usually inadequate, giving glimmers to a background and no texture to an experience, let alone clarify whether someone’s actual experience is what they claim it to be. So, Liz feeds the candidate ego and should know better than tell an angry mob to get their pitchforks out and be rude to anyone.
Jeff Altman I get so many cold calls it’s clear the spray and pray approach is still being used. Now, 3rd party cruiters again mostly but it’s too reminiscent of 1999 to ignore. Although as a techie I expect little understanding from non techie cruiters, and like the idea of keyword searches, many other professions have normative values and entrenched social interactions that carry over in the recruiting realm.
The game by lack of a better word is now no longer one sided, so if you recruit from the perspective that you have the informational advantage, you will find yourself getting screened out more and more frequently. In fact, I prefer to make the first move to a company rather than rely on a cruiter, especially if the company has a bad rep
The game was never one sided. You always held the power to say, “No.” When times are tough, there is a price for not meing accomodating. Now there is less so. It will change. It always does. And you are a veteran guy. For all I know, you will retire by the time of the next downturn or join a rock and roll band.
Jeff Altman doubt it, we are already in the “next recession”. Now more than ever companies have to attract the kind of people that can get them to the next level of efficiency. Sadly, most HR orgs I have seen think they are gods gift to humanity. Interactions with the company I work at now were highly polite, respectful, and win-win in 2004. In 2008 their recruiters were all outsourced to contractors who couldn’t care less. I actually found out we once worked for the same quality company and the guy went from being a prick to nice. I can tell you that this situation has deteriorated even more.
So back to the backlash – cab companies consistently had the worst track record and reputation and yet there was NO choice. Unless you liked going Colombo on a cabbie, you were stuck with their antics or had to go the route of a limo. Enter Uber, Lyft, etc. the game changed. Now, differentiate yourself to be separate from the rest all you want, the churn and burn nature of recruiting ensures that the next guy will be less polished than his predecessor. Case in point – KFORCE. I keep in touch with a former chief recruiter even though he no longer works there. However the noobs that inhabit the local franchise are all one dimensional automatons that never go off script. Alas for them, I duck every request, every demand as they never have what I want – a job they are trying to fill
Leadership #IfIOnlyKnew
11/27/2016 @ 10:50PM 18,451 Views
How To Evaluate A Recruiter In 30 Seconds
Liz Ryan , CONTRIBUTOR
Shutterstock
For years we’ve heard that hiring managers and recruiters will spend five to ten seconds reading your resume — and no more.
Of course, you cannot really read a resume in five or 10 seconds. I’ve read tens of thousands of resumes over the years and I still read resumes every day.
It takes time, and if you advertised a need for candidates, then you should have the time. If you don’t have time to read the resumes you receive, you shouldn’t be recruiting!
Watch on Forbes:
However, managers and recruiters are famous for “reading” resumes in a single glance. They may not even scroll down the screen to see the second page of your resume. That’s shameful, but it’s reality.
On the other hand, recruiters will reach out to you if they find your LinkedIn profile and think you might be qualified for a job opening they’re trying to fill.
Now the shoe is on the other foot. The recruiter needs you, or they wouldn’t take the time to contact you. When you talk to a recruiter on the phone, it’s your turn to screen them the same way they screen job-seekers like you.
Some recruiters will get you on the phone and immediately start asking questions about your background. You can stop them cold and say “Let me ask you this: have you seen my LinkedIn profile?”
If your LinkedIn profile is up to date, they are wasting your time by asking you questions your LinkedIn profile has already answered.
If the recruiter is pushy with you and says “Yes, I’ve read your profile but I have to ask you the questions on my list” politely hang up the phone.
Recruiters cannot earn a dime without candidates like you. If a recruiter reaches out to you — intruding on your busy day — and can’t take the time to prove his or her value to you by answering your questions before launching into a mini-interview, they cannot help you!
You must vet the recruiters who call you. You get to decide who will represent you to employers. Don’t choose someone who is rude or pushy! Choose a recruiter who respects you and your background, as well as your time.
When a recruiter contacts you, don’t start answering their questions about your background right away. They haven’t yet earned the right to ask you any questions.
You have questions of your own that need to be answered first!
Ask the recruiter whether they have a specific job opportunity they are working on — one that you might be qualified for. If they are simply trying to add people like you to their database, that’s a good reason to get off the phone quickly.
If they have a specific job they’re working on, ask them the basics: where is the job located? What is the general outline of the role? What is the rough salary range for the job? Every good recruiter can answer these three questions. If a recruiter won’t play ball, say goodbye.
Subscribe To The Forbes Careers Newsletter
Sign up here to get top career advice delivered straight to your inbox every week.
Employers are having trouble finding great people to fill their job openings. On top of that, most medium-sized and large employers have broken recruiting systems.
Their recruiting processes are so slow and cumbersome that good candidates drop out of the pipeline. That’s one reason so many employers work with recruiters. The recruiters keep the process moving!
A good recruiter in your corner is a fantastic asset, but as in any profession, there are more unsuitable recruiters than top-notch ones around.
Invest the time and energy to screen every recruiter you talk to before agreeing to share your resume with them or to allow them to represent you.
You are not just a bundle of skills and certifications. You are a talented professional that employers would be lucky to recruit. Remember that only the people who get you, deserve you!
Liz Ryan is CEO/founderofHuman Workplace and author ofReinvention Roadmap. Follow her on Twitterand read Forbescolumns.
Recommended by Liz Ryan
They Said ‘You’re Perfect For The Job’ — Then They Re-Posted The Job Ad
Ten Signs Your Boss Is Holding You Back
No — I Won’t Work All Weekend For Free
Is It Safe To Give Two Weeks Notice?
Trending on Forbes Leadership
Ten Signs Your Boss Wants You To Quit
Is It Safe To Give Two Weeks’ Notice?
OracleVoice: How Top Retailers Are Using Tech To Score Points On Black Friday And Beyond
They Said ‘You’re Perfect For The Job’ — Then They Re-Posted The Job Ad
No — I Won’t Work All Weekend For Free
This Job Is Nothing Like They Said It Would Be
The Link Between Exercise And Boosting Brainpower
The Top 17 Business Gurus On Snapchat You Should Follow Today (Yes, Snapchat)
Are Big Data, Predictive Analytics And Social Media Getting In The Way Of Basic Marketing?
On Cyber Monday, Jeff Bezos Has Made Amazon Echo Sound Better Than Google Home
More On Forbes Leadership
© 2016 Forbes Media LLC. All Rights Reserved.
Leadership #IfIOnlyKnew
11/27/2016 @ 10:50PM 18,451 Views
How To Evaluate A Recruiter In 30 Seconds
Liz Ryan , CONTRIBUTOR
Shutterstock
For years we’ve heard that hiring managers and recruiters will spend five to ten seconds reading your resume — and no more.
Of course, you cannot really read a resume in five or 10 seconds. I’ve read tens of thousands of resumes over the years and I still read resumes every day.
It takes time, and if you advertised a need for candidates, then you should have the time. If you don’t have time to read the resumes you receive, you shouldn’t be recruiting!
Watch on Forbes:
However, managers and recruiters are famous for “reading” resumes in a single glance. They may not even scroll down the screen to see the second page of your resume. That’s shameful, but it’s reality.
On the other hand, recruiters will reach out to you if they find your LinkedIn profile and think you might be qualified for a job opening they’re trying to fill.
Now the shoe is on the other foot. The recruiter needs you, or they wouldn’t take the time to contact you. When you talk to a recruiter on the phone, it’s your turn to screen them the same way they screen job-seekers like you.
Some recruiters will get you on the phone and immediately start asking questions about your background. You can stop them cold and say “Let me ask you this: have you seen my LinkedIn profile?”
If your LinkedIn profile is up to date, they are wasting your time by asking you questions your LinkedIn profile has already answered.
If the recruiter is pushy with you and says “Yes, I’ve read your profile but I have to ask you the questions on my list” politely hang up the phone.
Recruiters cannot earn a dime without candidates like you. If a recruiter reaches out to you — intruding on your busy day — and can’t take the time to prove his or her value to you by answering your questions before launching into a mini-interview, they cannot help you!
You must vet the recruiters who call you. You get to decide who will represent you to employers. Don’t choose someone who is rude or pushy! Choose a recruiter who respects you and your background, as well as your time.
When a recruiter contacts you, don’t start answering their questions about your background right away. They haven’t yet earned the right to ask you any questions.
You have questions of your own that need to be answered first!
Ask the recruiter whether they have a specific job opportunity they are working on — one that you might be qualified for. If they are simply trying to add people like you to their database, that’s a good reason to get off the phone quickly.
If they have a specific job they’re working on, ask them the basics: where is the job located? What is the general outline of the role? What is the rough salary range for the job? Every good recruiter can answer these three questions. If a recruiter won’t play ball, say goodbye.
Subscribe To The Forbes Careers Newsletter
Sign up here to get top career advice delivered straight to your inbox every week.
Employers are having trouble finding great people to fill their job openings. On top of that, most medium-sized and large employers have broken recruiting systems.
Their recruiting processes are so slow and cumbersome that good candidates drop out of the pipeline. That’s one reason so many employers work with recruiters. The recruiters keep the process moving!
A good recruiter in your corner is a fantastic asset, but as in any profession, there are more unsuitable recruiters than top-notch ones around.
Invest the time and energy to screen every recruiter you talk to before agreeing to share your resume with them or to allow them to represent you.
You are not just a bundle of skills and certifications. You are a talented professional that employers would be lucky to recruit. Remember that only the people who get you, deserve you!
Liz Ryan is CEO/founderofHuman Workplace and author ofReinvention Roadmap. Follow her on Twitterand read Forbescolumns.
Recommended by Liz Ryan
They Said ‘You’re Perfect For The Job’ — Then They Re-Posted The Job Ad
Ten Signs Your Boss Is Holding You Back
No — I Won’t Work All Weekend For Free
Is It Safe To Give Two Weeks Notice?
Trending on Forbes Leadership
Ten Signs Your Boss Wants You To Quit
Is It Safe To Give Two Weeks’ Notice?
OracleVoice: How Top Retailers Are Using Tech To Score Points On Black Friday And Beyond
They Said ‘You’re Perfect For The Job’ — Then They Re-Posted The Job Ad
No — I Won’t Work All Weekend For Free
This Job Is Nothing Like They Said It Would Be
The Link Between Exercise And Boosting Brainpower
The Top 17 Business Gurus On Snapchat You Should Follow Today (Yes, Snapchat)
Are Big Data, Predictive Analytics And Social Media Getting In The Way Of Basic Marketing?
On Cyber Monday, Jeff Bezos Has Made Amazon Echo Sound Better Than Google Home
More On Forbes Leadership
© 2016 Forbes Media LLC. All Rights Reserved.
+Maurice, I normally like Liz’ stuff but his article is the sort of hostile behavior people hate from recruiters. How does rudeness in return serve anyone except to get your rocks off? As a coach, there are better more nuanced ways of responding other than, “Have you read my LinkedIn profile?” Of course they saw it. That’s why they called! , And LinkedIn profiles are usually inadequate, giving glimmers to a background and no texture to an experience, let alone clarify whether someone’s actual experience is what they claim it to be. So, Liz feeds the candidate ego and should know better than tell an angry mob to get their pitchforks out and be rude to anyone.
Jeff Altman I get so many cold calls it’s clear the spray and pray approach is still being used. Now, 3rd party cruiters again mostly but it’s too reminiscent of 1999 to ignore. Although as a techie I expect little understanding from non techie cruiters, and like the idea of keyword searches, many other professions have normative values and entrenched social interactions that carry over in the recruiting realm.
The game by lack of a better word is now no longer one sided, so if you recruit from the perspective that you have the informational advantage, you will find yourself getting screened out more and more frequently. In fact, I prefer to make the first move to a company rather than rely on a cruiter, especially if the company has a bad rep
The game was never one sided. You always held the power to say, “No.” When times are tough, there is a price for not meing accomodating. Now there is less so. It will change. It always does. And you are a veteran guy. For all I know, you will retire by the time of the next downturn or join a rock and roll band.
Jeff Altman doubt it, we are already in the “next recession”. Now more than ever companies have to attract the kind of people that can get them to the next level of efficiency. Sadly, most HR orgs I have seen think they are gods gift to humanity. Interactions with the company I work at now were highly polite, respectful, and win-win in 2004. In 2008 their recruiters were all outsourced to contractors who couldn’t care less. I actually found out we once worked for the same quality company and the guy went from being a prick to nice. I can tell you that this situation has deteriorated even more.
So back to the backlash – cab companies consistently had the worst track record and reputation and yet there was NO choice. Unless you liked going Colombo on a cabbie, you were stuck with their antics or had to go the route of a limo. Enter Uber, Lyft, etc. the game changed. Now, differentiate yourself to be separate from the rest all you want, the churn and burn nature of recruiting ensures that the next guy will be less polished than his predecessor. Case in point – KFORCE. I keep in touch with a former chief recruiter even though he no longer works there. However the noobs that inhabit the local franchise are all one dimensional automatons that never go off script. Alas for them, I duck every request, every demand as they never have what I want – a job they are trying to fill