Once there was a time when job boards were a great source for finding work and “the hidden job market” was a way to part executives with their money. Now the reverse is true.

On this show, Jeff Altman, The Big Game Hunter interviews Phil Rosenberg of reCareered about how things have changed and ways to access the hidden job market. (FROM THE ARCHIVES)

Job Boards and The Hidden Job Market | Job Search Radio

You may also want to listen to, “Techniques for Accessing The Hidden Job Market

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hi this is Jeff Albin the big game
hunter I'm your host and job search
radio you know I've been a recruiter for
a long time and there was a time where
job boards were considered the best way
to apply for a job at the fine work and
when he'd read something in the
newspaper about the hidden job market it
was all a scam to get executives to
spend a lot of money for having their
resume mailed out to a lot of companies
here we are years later and things have
changed it's actually become the exact
reverse job boards have atrophied become
a lot less effective way to find work
and the hidden job market is really the
way most people connect with their next
position so I thought I'd bring on the
show today Phil Rosenberg use the
president of reach weird is Lincoln's
most connected career coach and folks
get this one top 20 on linkedin globally
catch that one top 20 on linkedin
globally Phil welcome to job search
radio great to have you on board hi Jeff
thanks for having me my pleasure so how
did job boards go from being the best
way to find work to one that everyone
who's involved with them really dislikes
as much as they do well there's a few
reasons number one competition in job
boards there's now fifty thousand job
boards out there including linkedin job
board craigslist and all the ones that
you're used to and you know even
industry and trade association job
boards the average job is advertised in
18 different places and places the first
reason is is that there's been a there's
just been a mass move by employers to
job boards that really overwhelm the job
seeker but the second reason is is mass
complication of job seekers because then
the other end the average job that's
advertised gets an average 1,000
applicants based on a report
by the job board simply hired Wow I know
it seems that way to me on just you know
one practitioner who from time to time
advertises positions I'm recruiting for
then I get assaulted with any number of
resumes but from a job hunter
perspective it has to be abominable to
be sending your resume ins you've taken
the time to tailor your resume for a
specific job and then be competing with
at least nine hundred ninety million
other people to get noticed by someone
well the statistic about to be hopeless
for job seekers who are using job boards
I'll say another study of the
careerbuilder ramp where they were where
they had interviewed hiring managers
asking hiring managers where they're
finding their new hires and they said
hiring managers said that they're
finding only ten percent of their new
hires on job boards now the if you think
about that if you're competing with a
thousand other applicants you and a
thousand people share that ten percent
chance so when you do the math that
means that every job you apply to on a
job board you an average you have an
average one in 10,000 odds of landing
that job that's how hopelessly that's
become you know I had a guest on a few
episodes ago gave opt-in from executive
and Dave basically said something the
effect of thirty percent of positions
are filled by either job boards or
recruiters now there's overlap in those
numbers because some recruiters use job
boards so rather than try to figure out
the percentage of recruiters who got
that resume from a job board versus
actually recruiting I always make it
simple let's give the entire number than
job boards
thirty percent get filled by job words
and then the rest come through
networking and he went on to say that of
that seventy percent seventy percent of
the seventy percent come from people who
at the beginning of the search the job
hunter didn't even know so clearly it's
so important to get connected with
people so that this way you're finding
or getting entree to what is really the
hidden job market to you wouldn't you
agree mm-hmm definitely in fact i use
the i use the career builder study
because its broader it contain it really
focuses on all levels rather than just
executive level like executives would
and the career builder study also showed
that hiring manager said they find
eighty percent of their new hires are
people they already knew before the ad
was published for the ad was written how
are they finding them did the survey
address that yeah well it includes the
easy things that you first think about
are people that are internal transfers
or that used to work for the hiring
manager now as an int as an individual
job seeker you can't really affect that
very many times because your own
personal networks are somewhat limited
but it also includes people that
networked their way to the hiring
manager prior to the job being
advertised and that's really the part
that you can affect Network their way to
the hiring manager before the wreck
opened up why would someone be doing
that if there's no job there why does
the job hunter start going out there to
try and find that manager they come back
from a hiring manager standpoint and as
a recruiter you've seen this all the
time course hiring managers right job
descriptions about people they already
know these are the people that they've
met either used to work for them their
internal transfers or there
folks that that the hiring manager
managed to meet outside of those two
those two areas but managed to be
generally through networking and the
hiring managers thinking wow i'd love to
hire that person and so the next job
that they have where that person might
be able to be make sensors are fit in
their writing the job description about
people about real people that they
already know and so it's the the the
reason why a candidate would want to in
a sense advanced network it is Tom
clever because the hiring manager then
has the chance to be able to write the
job description about them and its
really it's their job to lose their
competing against really two or three
people that the job descriptions written
about rather than a thousand people now
recruiters do the same thing because the
recruiters advanced advanced network as
well right we're out there talking to
folks to get appointed with people in
your territory hello regardless of what
the field is yes we're trying to target
for a search but we're also trying to
get to know movers and shakers in
different industries because ultimately
we know we're going to come back to them
we want to create impressions with these
people so that this way if there were an
MD of a manager or director or above
they're in a position to use our
services we've already created an
impression with them so yes I do that as
part of my work all the time in order to
connect with people not because they're
looking for work because I want them to
get to know me and vice versa and the
the reasons why you do this as a
recruiter but candidates don't do this
as much is because it's easier for you
you've been trained to do this you do
this all the time you've lived this for
many years and it's it's outside the
comfort level of many job seekers for
one reason is is be
don't have good information sources to
even find hiring managers or to be able
to find information about what their
needs really are they're using LinkedIn
is there if their primary source and
LinkedIn's watered itself down so much
in the last couple years not only is it
watered itself down the people who are
disappearing from LinkedIn because
linkedin has marketed itself so
aggressively that people have gotten
turned off to some of the programs that
encourage recruiters to be you know I
have to say spamming job hunters what
seems like incessantly to try and find
that passive applicants that John Martin
the people who weren't hiring rules have
been trained to believe is p rior to the
active applicant now sure the crock hell
and I'm not going to go into that right
now well you've got me but the into not
just recruiters it's all so you really
have two different types of general
types of users on linkedin and the kind
of the separation point is a roughly 100
connections under hundred connections
are couple that used very sporadically
they're only connecting to people they
know really well and they're not really
using it as a communications tool not
really looking at linkedin the other
greater than 100 are people that use it
extensively and they get overwhelmed
with emails you know this you face this
I do too and what and how most people
who were at over 100 connections deal
with this as they set up either a
separate email account or they folder
eyes their emails so then get through
the day and get to their important
emails and they end up really not not
even seeing very effectively the emails
that come to them or the communications
that come through LinkedIn it's talao
job to be able to communicate with
somebody very true for job hunters and
as good a tool as LinkedIn can be for
information
that vehicle for finding work it's
become a lot more complicated especially
if you're not out there aggressively
looking for work therapist as you said
so well people get bombarded there are
so low we all know those real people we
both know that most job seekers most
when they've found a job and they're not
actively looking for work they're not
really networking and using LinkedIn
about extensively or any other
networking source they're doing their
jobs and if they kind of put their
network it's human nature to kind of put
your networking on hold and then once
you all of a sudden wake up and decide
or you go into work and decided for you
that hey you better start looking for
another position all of a sudden people
start almost starting from scratch it's
unfortunate very true and folks we'll be
back with more from Phil Rosenberg in
just a moment but first I want to
introduce Ron gnashed a linkedin whisper
he's going to be providing our job
search insider tip for this show my job
search insider tip for this show is
going to be brought I should say
presented by Ron Nash the LinkedIn
whisperer Ron what do you have for
everyone this time Jeff today I'm going
to talk about something that's kind of
near and dear to my heart and I call it
the rule of 23 live like you were dying
and don't start singing that song bite
by tim mcgraw please it'll make thank
you just cut me off in time [ __ ] so
Jeff the story is actually based on a
true story as are many of my series and
I call it to rule of 23 live like you
were dying because my dad passed away
about 15 years ago and the first my
parents and needless to say that struck
a deep nerve with me but it took me
about a year to process what his meaning
meant to my life and after juncture when
it dawned on me heavy processing I
realized that in between the age of 66
which he was when he passed away and at
that juncture I i had a 23-year
difference between my life and his age
the thought Don dummy
what if me Ron knew that I only had 23
years to live before you know before my
passing because have my dad known that
the question came up how would he have
lived would he have done the same thing
etc so it caused me to do a self audit
and asked if I knew I had 23 years when
I do anything differently and
interestingly enough is at that juncture
I really had to be very honest on a very
emotional level and look at my life and
go am i doing all the things that I want
to do in my life for as a means of a
living you know the work that I'm doing
am I being passionate about it am I
being friendly and loving to my friends
and my family etc etc so i did a
self-audit and one of the things that's
helped me to do is be very
career-focused and very aware of what
i'm doing and how I spend my time and
I'll get a little bit more into a couple
tips on that but what I like to do is
engage you because i know you're
extremely insightful but talking about
the rule of 23 and living like you're
dying i been around for a long time and
you've done a lot of coaching what types
of things does that resonate for you two
things come to mind number one is the
old roomie poem where he suggests living
like your hair's on fire okay i waste
time on how would you behave if your
hair was on fire I'll be out there going
while pushing the envelope on everything
that was important to you in your life
and getting rid of the unimportant
things and the second thing that comes
to mind is I think it's a line from The
Shawshank Redemption by stephen king's
if you haven't seen the movie wonderful
film and there's a scene toward the end
where Morgan Freeman says I believe this
Morgan Freeman get busy living or get
busy dying mmm Wow yeah that's very
powerful and this story you voc that to
me and so from the
rear perspective I'm a firm believer in
living life passionately I've done a lot
of jobs in my life and at the same I've
been a dishwasher and a busboy I gotta
tell you I was really good at that in
the day had nothing to do with the
actual task it had to do with how I
showed up and so my tips are very simple
ask yourself the magic question what if
you only had 23 years or left to live
what would you do differently not
foolishly but differently then number
two everyday focus on an idea or the
idea that you only have now and anything
is possible even your dream job dream
career and most importantly live like
your hairs on firing literally I mean be
out there doing it be present be alive
seize the day thank you and I'll tack on
one more thing on this which comes from
something I've been working on for a
while then Bob's life lessons that you
learn from sports and one lesson that I
learned was winners find the way to win
losers find the way to lose would you
rather focus on winning of course of
course i love that mr. that's a great
quote and thank you for sharing thank
you so much and thank you for your tip
Ron it's greatly appreciated so Ron how
can people reaching very simply my
website WWE n academy com that's th ein
academy com or on linkedin I'm below in
Academy terrific thank you so much for
making time for this greatly appreciated
my pleasure sir thank you so let's come
back to fill we were just talking about
how people put their searches aside very
regularly when they're not actively
looking for work don't check into their
LinkedIn accounts don't really get to
see many of those opportunities as a
result so we're going to start shifting
into a conversation about the hidden job
which as I said in the introduction
years ago used to be a scam to separate
executives from large sums of money and
today is really the primary way that
people should be looking for work how
does someone begin that process of
finding the hidden market and getting
inside of it well first is really
identifying a target list and what I
recommend and what I recommend is that
chop seekers use job boards in a way
that's a little bit counterintuitive to
how they're typically doing it I
recommend using it for research rather
than the immediate gratification of
applying for jobs that are available
right now and so what I how I what I
teach is I teach jobseekers to use job
boards as a way to look for companies
that have huge hiring budgets that are
hiring lots and lots and lots of
different people but here's where it
gets counterintuitive just not in the
position that they're looking for right
now so it's interesting I want to look
for a different position than the one
that I'm looking for right now because
companies that have huge hiring budgets
spread the wealth and they're likely to
have headcount and hiring budgets in all
departments if they have huge hiring
budgets at one department but that's an
indication of companies who are likely
to have a headcount and hiring budget in
that department in the future and that's
a great company to put on your target
list so for instance if you're looking
for a marketing position you want to
look for companies that are hiring lots
and lots of customer service people are
lots of IT people are lots of
manufacturing people because it's an
advanced indicator that they are likely
to have a future hiring budget that just
hasn't been advertised yet in the
pictures are seeking interesting and
thus once you've identified that target
firm
how do you start working to network your
way into that farm what would you tell
people to how would you suggest the
people that they do that well most
people when they network once they've
targeted a company they're going
straight for a hiring manager and the
problem when they do that they're flying
blind because let's say you get to the
hiring manager what are you going to say
because you don't know any really
anything about them other than what you
see publicly on Google publicly and the
company's website and it's all obsolete
because employers all have departments
or at least a senior manager whose job
it is to keep current problems off of
Google because no one wants their dirty
laundry on kögel so what you see on when
you do it when you do Google research on
a company is task problems that have
already been solved and if you're using
that as your as the basis of your
research you end up communicating that
you're a wrong fit you end up
communicating to an employer that you
know your your expertise is in solving
problems that they don't need that in
areas where they don't need that
expertise anymore so Phil where should
they go which who do they reach out to
at this point well really when you're
working the hidden job marked the first
thing you need is information and the
really need information before you even
want to start hitting up hiring managers
you got to find information you're
really looking for what if the hiring
managers can priority problems one of
the pain points what are the pain points
that they have to fix in the short term
and where you going to find that or from
the people that are working on similar
problems you're going to find that from
people inside the company that are
currently working on the same kind of
problems that the hiring manager is
trying to solve in at a staff level
they're going to be different problems
than at a management level but even in a
management level so you're a VP of
looking for a vp of sales roles your
jobs are probably going to be improving
profit improving revenue or reducing
costs and they're going to be other
people within the organization who
also going to be responsible for
improving revenue improving profit and
reducing costs those are people are
going to have similar ideas and some
good insight as to what your hiring
managers keen priority problems are even
in a management level so full when
someone reaches out I presume that they
are reaching out at different levels if
you're a you know at an M level manager
level and above you're reaching out to a
certain level of individual if you're at
a staff level you're reaching out to a
different level so when reaching out who
should those people right at reach out
to and what should they be saying what
should they be communicated in the
outreach is it by phone by email how do
they do it but you can do it both ways
but then and and as a recruiter you're
facing that too as a recruiter you've
got to be able to not only figure out
who you need to be able to reach to find
out information about the organization
and you need to that as a job seeker
phone any email of the two best a
combination and it's going to work
differently for different individuals
but the key question is how you
identifying the right individuals
because linkedin is a terrible source
today of being able to do that linkedin
doesn't list nearly as much information
as they used to you can't even get last
names for most people and you can't get
any contact information at all so
LinkedIn's the wrong source for you but
you really need to be able there's other
sources that are available on the net
that you can map out an organization
quite effectively and a lot more
effectively linkedin so what sort of
what sources are they have could someone
map out an organization well I'm that's
that's part of the that's part of what i
have in a in a webinar series in that
sort of content that's included in I
list ten different sources and step
through ten different sources in in my
webinars that will allow someone to do a
better job of mapping out our
organization and contact information
than you can get from LinkedIn I'll just
mention one for the audience that I know
of that I use
all the time call connect afire I
connect I f er which I use as a Chrome
extension and what it will do is
compliment linkedin and often pull in
email addresses and often phone numbers
as well for people within LinkedIn now
it's not perfect by any stretch of the
imagination but I find that the larger
my network is and that includes groups
as well the more effective it is for me
so like I said connect the fire is a
nice little tool that someone can use to
get some of those connections currently
in beta but they're very generous about
releasing it to people so just other
mention that the folks so I guess people
are going to have to listen to your
webinar which we'll get to a little bit
later to find out some of this stuff so
let's work with the premise of mapping
out the organization here so they have
an idea who they were job to through
either connect the fire linkedin google
searches some of the things you teach in
your webinar and thus they're emailing
calling what tends to be best for people
in german again that's going to depend
upon the the individual there that
you're trying to reach there are some
individuals that pray that respond
better to email there's other
individuals there are other individuals
that will respond better to phone the
main thing is going to be persistent the
persistence are not getting discouraged
if you don't reach somebody the first
time you've tried these are busy people
you're trying to reach who don't know
you and you're absolutely right in my
work is over her door lesson number one
40 plus 40 plus years ago was to be
patient these folks don't know you
so you'll have to call multiple times to
eventually get through and and I want to
be clear they're not calling every 10
minutes you're not being obnoxious
trying to get through but we are what
you are trying to do is be respectful of
their time but firm and persistently and
trying to reach out to them I remember
one of the classic questions that my
colleagues had was should I leave a
message well if you expect a phone call
back try leaving a message if you don't
even leave your name and number he'll
never call you back all right so I'll
simply say folks that it doesn't
guarantee that you'll get a call back
but statistically if you don't leave a
message you have a one hundred percent
certainty that they won't call you back
so I think that the biggest problem that
most job seekers have in in trying to go
to that step is not is really two
problems one first identifying who they
need to reach we talked about that but
secondly having enough patience that
they're willing to call back or reach
out to somebody more than once or twice
if they're not getting a response back
right away give up too early recruiters
learn that degree first couple weeks of
work yeah i agree with you
wholeheartedly you know one of the
classic things in sales training I talks
about how a salesperson often gives up
right before they would have gotten the
order so that people who give up and
folks are outside of the US this us
football analogy might not make sense
for you but in this hundred-yard feel
there are people who give up halfway at
the 50-yard line and now people will
give up the first at the 20 at the 10 at
the one-yard line if they only push
themselves a little bit further that get
the order and it's the same thing in
making these calls the persistence is
necessary in order to get through to
folks because it still said so well
they're busy they don't know you why
should they take your call so in doing
this outreach what might you suggest
that they say
how do we uncover this potential
opportunity that's hidden from public
view that would afford them the
opportunity to get in the door and have
a conversation well what you say when
you when you actually reach somebody
it's critical a lot of people when they
when they are doing networking for job
search they blow it because when they
reach the person they want to reach
whether it's a hiring manager or an
information source they blow it by
asking a first question that just makes
them look stupid they ask do you have
any opportunities available boy I'm
available then you can look that up on a
website and so when you ask that you're
wasting your audience is time you're
wasting your own time and that's not
really that's not that's not really a
very high gain question it's not really
the information that you're looking for
because finding out what jobs are listed
that doesn't give you any better
information that you can get from the
child boards what you want to find out
is you want to start examining where
what what's keeping the hiring manager
up at night what's the hiring managers
priority problems what are they trying
to accomplish what where where are they
falling behind what types of risks do
they have you want to find out really
worth a bones are bare we're that were
the skeletons are buried and you know it
may seem awkward folks for you to be
asking questions along these lines but
if you think of yourself as a consultant
who's reaching out to a potential
customer consultants when they are
bidding for business don't walk in the
door going hi let me tell you everything
I can do for you they first attempt to
identify the pain points what the issues
the customer has and then they start
talking about what they're capable of
doing to help them it's a consultative
sale and that sounds like what Phil is
talking about here understanding what
the issues are for this individual and
thus where you might be able to help
them a lot of acute listening goes into
this a lot of good questioning on your
part will need to go into this
this is not something that you can strip
that in advance other than maybe the
beginning of the conversation the first
few sentences but after that you're
winging it and frankly if your skillful
of what you do you're going to make a
great impression on this person and
cause them to want to know you better
and perhaps I'll write that job
description like they'll be suggesting
that's part of it the other part is
building trust and one of the best ways
to build trust I mean and think about it
you're asking somebody who doesn't know
you to tell you things that are going on
inside their organization so you've got
to be able to build some trust before
they're willing to really trust you with
that it with that valuable information
and one of the best ways to build trust
is an old networking term of giving
before you get your a if you're in job
search you are a huge source of
information because what you're doing is
you're researching in industry or
companies or competitors and that's
that's that can be very very valuable to
the the people that you're trying to get
information from and so when when you're
calling somebody you always want to be
able to have not just an excuse to call
them that makes sense for you but you
want an excuse to call them that gives
them something first so that not only
does it build trust but it gets people
to return your phone calls so I need you
to be explicit here let's say we have
the example of VP of Sales for an IT
consulting firm from the sake of
argument or pick a different industry if
that's your preference and then reaching
out this someone within an institution
to try and begin this connection
enforced one trust this person is
identified some issues the firm might
have how do they begin this conversation
pretend I'm that person's call me up on
the phone or give me a sense of what
you'd write in that email well maybe you
probably want to start out by talking by
introducing yourself and not necessarily
identifying yourself as a job seeker but
i doubt about saying that you really
want to be able to share some industry
information with them you thought that
you had some information that may be
valuable to them and you do because if
you're looking for for work in area IT
consulting firms then you have
information about other IT consulting
firms that are their competitors you
should know who's hiring and who's
adding staff you should have an idea of
maybe who's cutting staff you should
have ideas of if you've been as you've
been talking to other competing firms
within the industry you should be
starting to have I have ideas of what
problems other firms have and that can
be valuable information to the person
that you're talking to this we're able
to show your industry knowledge a way to
be able to show that you're connected
that you're a valuable player within the
industry and it's a way to subtly say to
the to the information source hey I'm
somebody who knows what's going on I'm
well connected not only can I offer you
value but if you happen to be a decision
maker that I'm talking to then I'm
somebody that you want to make on your
team terrific and at the staff level
does the same sort of intro apply or
would you suggest something different
well if you're the details of the the
eat the details of the intro are going
to be different depending upon your
individual situation your industry
you're through a level because the
information you're looking for and the
information you have
it's going to be different if you're
applying for a job as a CEO versus if
you're applying for a job as an admin
and so you want to have a lower level
head to the level to the industry into
the job function so when we start our
conversation we both agreed that job
boards are no longer really where it's
at that they fill at most 30 percent of
all positions and when when job hunters
are going to do their work to find an
exposition and thus networking this
trying to find or gain access to the
hidden job market is critical for job
hunters and you've been talking about
how to get entre into this market not by
using the job ads directly by that i
mean this company is trying to hire
someone just like me but they might be
trying to hire someone in a completely
different group that might signal that
they might in the future be looking for
someone like you how am i doing so far
was this summer um yeah right on the
only the thing I'd add to it is you're
looking for hiring organizations that
are hiring volume they're having wat
because they show that they have a big
budget and that budgets probably going
to get spread to the department that
you're interested in too perfect and it
also signals a firm that might be going
through explosive growth explosive
growth is a great gateway to finding a
new position and then once you've
identified firms like that in your
target geography you try to reach out
the people within that firm not directly
to the person who might be the hiring
manager for what you do
perhaps staff level individuals if
you're at a staff level yourself or if
you're at an emer above you might just
be trying to network with someone at
higher level to talk with them and offer
them industry information as as an entry
point for beginning the relationship in
building some trust should it go as far
as doing informational interviewing fell
on where you're asking them for input or
advice in general not off the bat i
would i would eat as you developed a
relationship with someone if you've
really gotten um if you've really made a
connection with someone and you feel
that um that you've built enough trust
up then that's something you can you can
certainly do if you want to if you want
to have them evaluate you as the
potential candidate for working for that
firm that's really a question though you
want to ask of the hiring manager rather
than of a peer we agree here can give
you certain information but it's it can
give you information about fit within an
organization the types of people that
that organization hires but it's not
going to give you a detailed of an
answer in a detailed feedback as you
might be looking for we agree do you
have one other major point that you want
to cover in terms of accessing the
hidden market because we are starting to
run out run up against our time with one
another tonight yeah be careful of when
you send a resume most candidates jump
toward sending a resume way too soon in
the process and all it is an express
train to human resources that get you
buried in the database you're trying to
stay out of you can be have the
contracting systems is not the way to go
well if it like black hole if you like
that's funny my next guest
the next guest I'm interviewing is from
a firm that has built an add-on to
applicant tracking systems to permit
video interviewing of candidates prior
to an in person as a further screening
device because they perceived as a huge
black hole and people just can't respond
to those two hundred some-odd resumes
that they may get per day or per hour
depending upon the size of the firm so
it's interesting that we're talking
about the black hole and that's going to
be my next guest preparing job
applicants for the next wave of
applicant tracking systems and how they
better try and use big data had to
analyze people so I feel thank you so
much for making time to appreciate you
doing this how can people reach you I
think you'd spoken with me about
webinars that you'd make available to my
listeners sure either they can connect
with me if you've got questions at Phil
dhatri careered @ gmail.com be careful
the spelling you can search for my
online or on linkedin and I do offer a
free webinar for a free webinar that I i
go over basically show you 9 best
practices to cut your job search and a
half you can register for that at WWE ma
webinar com beautiful Phil thank you and
folks will be back next time with more
advice to help you find work more
quickly I'm Jeff often the big game
hunter and I have a lot of content
that's available in my site which is the
big game hunter us so if you come over
to the website and go exploring you'll
find my podcasts videos you can download
copies of my books and guys the job
hunting pay what you want for them if
you will I appreciate if you paid
something but you can pay whatever you
want for any of my books or guides the
job hunting
i also want to mention that if your
current firm is trying to hire someone
send me an email at Jeff will open at
the big game hunter us let me know who
to contact whether or not I can mention
the name does that let the help return
firm staff positions asset positions and
frankly if you earn em level or above it
can make the difference between you need

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

JeffAltman, The Big Game Hunter
JeffAltman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, as well as executive job search coaching, job, and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2200 episodes.

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