Under normal circumstances, it isn’t easy to find a job. Imagine what it’s like for a new arrival looking for work. There are legal issues, as well as cultural issues I can make it more complicated. Scott Singer and I discussed this topic that is so rarely covered.

NOTE: this is not a video to assist those illegally in the United States find work.

Looking for a Job As a New Arrival in the US | JobSearchTV.com

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So my guest today is Scott Singer. Scott is founder and president insider career strategies, LLC. And what he does is guide individuals and corporate clients through the job search and hiring process, consult on resume writing and interview coaching. He helps develop LinkedIn profiles, and helps professionals manage their image, UI image. He also does outplacement services and brings a unique insight into what employers want and need in the world of talent. And he's a member of the Forbes coaches Council. I was a member of that for many years. And Scott, welcome.

Thanks, thanks for having me. I appreciate it.

It's my pleasure. And folks, we're gonna do a topic today that no one does. And it's a great one. So I'll just simply say, if you're in a situation where you're looking for work, you know, it's not exactly a picnic, right, folks? And really Americans, you know, you're the neither one individuals and you struggle, I can only imagine what it's like for those who are outside the US. Scott, what is it like, for those who come to the US and look for work? I can only imagine is a lot harder.

It's it's complicated. I think that's probably the best, the best way to put it. I think that, as you said, I mean, even folks that are, you know, American citizens or permanent residents or other work authorized, you know, folks that are from here, realize there's a lot of steps that employers put in place to make it difficult and challenging in terms of searching for a job. But I think that, you know, international folks, they they have cultural barriers, they have, you know, in terms of, you know, convincing employers that, you know, somebody who comes in a little bit different is going to be okay, I'm going to augment and not take away from their team. Also, I think there are legal challenges, you know, visas and work authorization. You know, and then, of course, there's language issues, you know, in terms of how you know, how people navigate that, you know, the, I'm sure you're aware, and you know, that your years of experience, that business has a language of its own, and being able to kind of speak the way that American business talk. So, yeah, there's definitely some hurdles to overcome.

And there are idiomatic expressions that exist elsewhere. That and there are idiomatic expressions that exists in the US that cause communications, I don't call it friction, but lack of understanding. And I know in one culture, the expression do the needful is one of those classic expressions that people in that culture would understand. But in the US, it becomes something that people look at quizzically like Yeah, hello. needful, required. Got it. And the translation has to go on. But it's,

it goes beyond that, too. It's also approach. You know, we Americans tend to be very direct, you know, we ask a question, we expect an answer. And, you know, there are some cultures, particularly some of the more Asian cultures, where a more indirect approach is considered more polite, more appropriate. So you know, somebody who comes in from, for example, China or India may be a little bit more indirect or a little bit more polite in terms of their approach. And the, you know, the interviewer may view them as less assertive, which isn't necessarily accurate.

It's being more respectful. Yeah, this cultural shift for someone who's coming to the United States, from a different culture, what do they want to engineer and how will they start overcoming?

Yeah, so you know, I think that at its most basic level, it is, first of all about work authorization, and I am not an attorney. So you know, I make no claims about that. But in terms of being able to work in the United States, if you're not a citizen, you know, where you're going to fill out the I nine form when you start work, I mean, anybody that comes to the US has to have either a, you know, an appropriate work visa, which has all of its own restrictions, depending on the category and then timelines and dates. So you know, getting that can be complicated. The government has made it easy over the past several years to get that work authorization, even for spouses of people that have that authorization. So, you know, the very first step is, you know, is getting that work authorization lined up, whether it's a permanent residency, whether it's a temporary visa, but then you know, the next piece is once you've got those in place, and by the way, I mean, I'm not giving it all that much time, but I mean, that's a long involved and expensive process. But once that's done You know, it's all about preparing for the job search, having a resume that's going to be appropriate for the job market, maybe a LinkedIn profile as well, that's going to reflect well with employers in the US.

And as I said, we're not attorneys, we're not going to play one on this show. But you already have one, if you're here, I'm sure. So we're going to move past that onto the Yes, have you actually find work? So I assume for many, it's going to be about applying for jobs, rather than networking into jobs? Am I am I correct about that? Because I don't profess to have intimate knowledge of this.

Yeah, I think it depends on the circumstance, right? So if you are, you know, if you're coming here to the United States, and let's say you're coming from somebody, you know, from someplace, that's it's very remote, you know, you know, just give you an example, I'll just say somebody is coming from, for example, Ecuador, Bolivia, where there's not a huge network, in the United States, there is some, but it's, it's really not all that much. Yeah, you're going to be spending more of your time applying for jobs online, you know, and making those applications you know, but you know, also keep in mind that we're much more in a global environment these days. So, you know, a lot of people have come from other countries, you know, maybe to come to the United States and do a degree and maybe they went back to their other country. So, you know, if somebody came to the United States, and maybe they went to New York University, got their undergraduate went back to Columbia, for example, they might have a network that they can actually tap into in terms of an alumni association. But you know, it's, it's really look to be very truthful, folks that are coming here from internationally are going to have to work a little bit harder to do that to find what's the network resources available, doing the applications online, but also, you know, being more aggressive in terms of networking through people, maybe you don't know, on LinkedIn, to see who you can find a certain organization to make an introduction.

So just from that answer, what I'm hearing is, LinkedIn is incredibly valuable resource for those who've come to the United States, because they're able to connect with people from their country of origin. And ask them for advice. Yes, well, yeah, from their experiences, so it's less trial and error. And it will, it will be a trial, folks, let's not kid ourselves.

Well, and in fact, I'm a huge fan of informational interviews, you know, the concept where you're asking people for advice, you're not necessarily asking them for a job, it's, it's really a way of networking with that with somebody you don't even know necessarily, but if you can find somebody that may be sympathetic. You know, and I'm of the opinion, I mean, you know, my personal opinion, Jeff, is that people generally do want to help. You know, I think overall, I think if you ask 10, people, seven, or eight of them are going to say, Sure, let me see what I can do. And if you can find somebody who maybe has gone through the same cultural or international hurdles, that you've gone through, you know, and ask them, as you say, for their advice in terms of how they navigated the job market, what advice do they have, you know, it can definitely make a very positive impression and a positive impact on your job search.

And if you were messaging them through LinkedIn, and folks, I'll just simply say, Not everyone's going to get back to you. And not everyone's going to get back to you in a timely way. Throughout. If you were sending a message to someone on LinkedIn, what might you request of this person? Who doesn't know you?

Great question. I think I would start with you know, I'd like to introduce myself, you know, my name is so and so explain a little bit about your situation. And then when it comes to the ask, the ask is really, I was hoping you could spare a few minutes of your time to share with me your experiences coming to the United States and looking at the job market here. You know, any guidance that you may have, and by the way, you know, make sure that it's clear that you're grateful for their time, hey, if I can bring you a cup of your favorite coffee from Starbucks to talk about while we meet all the better, but really, it's it's all about asking people to share about knowledge that they have. And of course, everybody has their own experience. And I think if you're going to ask about that, but I think the important thing is when you're doing that, it's it's the one thing you don't ask is you don't ask them for a job opportunity. You don't ask them for a job interview, you know, you want to take that pressure away from them. You're, you're you're basically building an ally. So you know, if you're, the more you put on them, the more they're going to feel that it's not going to be a good investment of time, but if they feel like it's a good reciprocal relationship, and something they can help you with, they're going to and

when they asked me the question that I know I was asked many times during the day Want to do that?

Generally speaking, I think people are good. I think that people generally do want to help. But I think also, there's another motive there, too, I think that people have a sense of community. You know, I, there's a reason why when people come here, they tend to, you know, live in communities of people that understand where they come from. And I think if they can help somebody who shares a cultural background, or shares a, you know, a geographical background, or at least some sort of connection, they can do that. And the truth of the matter is that it also can turn into job opportunities. If you happen to reach somebody, I'll use the example of Colombia, you know, you have somebody who came from Colombia, built a business here in the United States, or has gone into a leadership role, you know, what if you meet with them, and it's clear that you can articulate that you understand, you know, as candidates, the issues that they've had, that, you know, you understand their perspective, they probably will understand that maybe you could be a good fit for either themselves or for somebody that they refer you to, or another situation, or at least, they can, at least, you know, feel better that they've at least set you right, if you're coming in with it with the right perspective.

Gotcha. So, we've started cover networking for someone from outside the US. And resumes I assume are different as well. As on some cultures, it's CV curriculum vitae is the appropriate approach. But a resume is what we do here. How are the documents different?

You know, what it varies country to country. And, and this is where it gets a little complicated. I, you know, about, you know, before I went into the resume writing business, I was a recruiter for a company called starboard cruise services, LVMH, it was an LVMH company. And what we did is, we ran retail shops on cruise ships. And, you know, we used to find people, the people that we would find to manage these would come internationally, these were folks that would come from England, or from Romania, or all these other markets. And, you know, what you would see is a couple things. First of all, resumes in other countries tend to be a little less accomplishments driven than a US resume, we tend to be, as I said, very direct, we tend to be very straightforward. And, you know, it's part of our nature to be a little, you know, a little bit braggy, right, that's just who we are. And, you know, as an American society, and I think there's an element of that. So, you know, an American resume tends to be very full of achievements. Here's what I did, here were the metrics, here's what, what resulted. And, you know, for example, I've worked with a lot of folks in England, and England is not that way, when you know, when you have folks from Britain, it tends to be just more of a job description, here's what I did, here's the duties that I have. And, you know, in the United States, that would be perceived as a relatively light resume. Also, you know, other things, other countries, people tend to put their pictures on the resume, depending on on the nation. And in the US, that's a real No, no, you know, you don't want to do that. And why is

that? Just so we can explain it? Of

course, um, you know, I think what it boils down to is we want people to be evaluated for their merit, as opposed for their appearance. And, you know, so if you've got two resumes, and one looks really fantastic, but the person is really not terribly attractive. And you've got the other resume, where the background is not terrible, not great, but the you know, they've got a photo of somebody who really is very attractive, you know, that's not a good way to make a decision in the United States. It's more merit based, so they want to look at the resume, see what the achievements are. The other part is it is to discrimination question to, you know, the older, you know, the older you are, you'll show up older on our picture on a resume. You know, you want people to look at the resume for that reason, they want it, they want to look at it, so that they can see that you've got the right background, and it's not about your age, your religion, your personal appearance, anything like that. But some countries, it's very standard. You know, there's other differences to, you know, in terms of, you know, many countries, they put personal information, you know, so for example, you know, I've seen it in many countries, particularly like in the Middle East, you'll put your age, your marital status, you'll put, you know, your family, what do they look like your religion, I mean, all these types of details. That's not relevant. In fact, for the United States, it's illegal for an employer to ask you about all these questions. So, you know, there's a variety of different things. And then, of course, there's other men, there's naming conventions. Here's just a cultural thing. This isn't a right or wrong. It's just cultural. So for example, in the United States, our naming system is first name, last name, right? I'm Scott singer. In for example, in many of the Latin American markets, People have three, four or five names. So it's first name, then their father's last name, then their mother's last name. And then you may have some middle names that are in there as well. You know, and when you get an American recruiter who's looking through the resume, they're going to be like, Well, what do I call this person? What, you know, how do they wish to be addressed? So and it does send a signal that may be you know, culturally, it's not attuned in terms of how people will evaluate the resume.

This is so good. LinkedIn? How would someone Express LinkedIn as the newly arrived individual, they're changing, of course, to the current location. So they're no longer we're in a different country, Italy, right now, the United States. So you're changing the location, language, of course has to change because you're not going to have it in Italian, no one will, well, LinkedIn will have the conversion option, because they'll recognize from your IP address that you're in the US. But searching for recruiters has to be in their language for them to be able to understand so you've got to have your resume as your LinkedIn profile translated, what other sorts of things should someone be aware of? When you're making this move?

That's a great question. And first of all, yes, you can have a LinkedIn profile in two different languages, that is an option. And in a market, so for example, I live in South Florida, you know, the Miami market, and, you know, down where we are, it actually is a benefit to have profiles in two languages, because South Florida is known as the Latin American hub. So companies will come they'll have their headquarters there, you know, and to do business, it's not a bad practice to do that to happen in two languages. But, you know, I think other things that you want to think about are, first of all, if you can amp up some of the achievements in terms of the LinkedIn, you know, make sure that you have some of those. But I think there's other things too, first of all, the summary, you know, you get 2600 characters, the very beginning of your profile, to talk about who you are, and what you do, and where you come from, professionally. And I think I would encourage people to use that profile, to very clearly articulate. I am here in the United States, you know, I am located here in the United States, I hold current work authorization. And you want to make sure that it's it's written in such a way that it sounds like a native speaker, not necessarily somebody that's born in the United States, but somebody that at least that it's, it's middle of the road, American English, or British English, depending on where you are, that it has a cadence, and it comes across that way. So you know, but again, the summary is important, because it's really the, you know, after the picture in the headline, the version of the 220 characters after your name, that's the first thing people read. And that's what they determine if they're going to keep reading. So the more that you can use that space to clearly get over people's objections, you know, whether it's work authorization, language, or otherwise location, the better, that's when it's going to be an effective way to use LinkedIn,

I'll add one more. And that is make it easy for people to reach out to you by putting your email address in the summary. So that they don't have to spend an inmail on reaching out to you. And you don't have to put the Add sign. If you're concerned about spammers getting in touch with you make it harder for them by using the word act in parenthesis. scammers are going to find it translated anyway. Make it easy for people to contact you, so that they want to reach out to you it's not going to cost them anything to reach out to you.

Exactly, exactly. The easier you can make it the better. You know, and there's other things, too, I mean, I think it's, it's, you know, the one of the things that a lot of people don't think about is LinkedIn groups, you know, there's, you know, for those who aren't familiar with it, because honestly, most people don't even go there anymore. The groups are, you know, there's, there's tons of pages where you can find people with common interests, common backgrounds. You know, if you happen to, you know, there's groups for expatriates, you know, people that have moved from one country to another, there are groups for universities that you may have attended, you know, professional disciplines, you know, maybe you have a CPA, that's another thing too, by the way. So for example, if you've, you know, if you come to the United States, and let's say you're an accountant, and you've gotten the equivalent of a CPA, you know, the Certified Professional accountant in your country, it may not have the same name. Make sure in your LinkedIn that you put somewhere in parentheses, CPA equivalent so that it has that search terminology when a recruiter is looking through there as well. I

want to repeat that one. Make sure you have the URL acronym in parenthesis, because a recruiter searching may not recognize the Chartered Accountant to use the English example, they want to see CPA, they may not think of Chartered Accountant, as a search term, they're gonna think of CPA. So you want to be found in that way, by using that CPA equivalent.

Absolutely. There's one other thing too. So just to finish on that group's piece, you know, you certainly want to make sure that you, you know that you can you maximize that reach out to people, let them know you're available, there may be people that may be willing, you know, you can put up a request, hey, anybody have experience where I've been that might be able to offer, you know, sympathetic gear. You know, that's a great thing. One of the other things to think about, too, this is something a lot of people don't think about degrees, you know, college degrees are not necessarily equivalent. So to give you an example, one of the big degrees that you get in Latin America is called the lisensi. It and the lisensi, it is basically it's a five year degree, which, you know, in the United States, it might be a Bachelor's might be a combined bachelor's, master's, it doesn't, it isn't really clear. So one of the things that's that's money well spent is going to a, it's an education verification firm, where what they do is they validate, basically, they'll sit there with a chart, and they'll look through the curriculum, and they will basically go through and validate that your degree equivalent cover the same as, for example, a Bachelor of Arts in the United States from an accredited university. So yeah, I mean, there's just a lot of little factors and a lot of little obstacles. I mean, the truth of the matter is, if you've gone through five years of college, you probably should get credit for that. But it's, it is what it is, I mean, you're going to have, you're going to have employers, they're going to ask to validate that as well.

And it's part of the lack of understanding in the US of foreign cultures. And thus, the differences that if you can address and educate, will benefit you.

But there's also some very real differences too. So to give you an example, you know, in many Latin American countries, you can become an attorney with an undergraduate degree, a four year degree and you will become a full fledged attorney in the United States, you have to get a bachelor's degree and then you go to three years of law school. So it's not necessarily as in depth or is is as as correlating is his you know, his might be. So in many of those cases, for example, an attorney that comes to the United States from Venezuela, Colombia, might have to go back and get a, you know, a supplemental degree, LLM degree to be able to practice in

the United States, I would want them to do this is the fact of the matter is it's a different law. It is, you got to learn what it is you're coming into up. And let's move on to interviews. Of course, this is the biggie for so many. How are interviews different?

Yeah, I think in terms of the interviews, I think the primary difference is, number one is you're going to get in other countries, you may get asked a lot of very personal questions here. That's not appropriate. Don't get me wrong, there are some people that don't know what they're doing or deliberately not follow the rules. Britain ask you a lot of personal things. But that's the primary difference. So you know, people come here, they're naive, they don't quite understand what they can and cannot be asked, you know, marital status, religion. You know, age, age, race, ethnicity, what language do you speak at home? Are you pregnant? I mean, there's just so many things that fall under employment law here. But I think the other thing is, it's also a style issue in terms of the interview process as well. So you know, we talked a little bit about this, that we you know, the American approach is a little bit more straightforward, a little bit more audacious. You know, a lot of people who come for me for an interview might be shocked at the very simple question of Tell me about yourself, you know, that a lot of employers started interview that way, you know, and it's an icebreaker, it's a good question for that. And, you know, you might get the candidate that will come in and start sharing, okay, well, here's my, you know, here's where I was born, here's my family. Here's where my parents were, here's how many kids I have. Here's the church I go to, that's not what they're looking for. You know, what, when people would employer here in the US is asking, tell me about yourself. The question a candidate should hear is why should I hire you? That's why they're really having this conversation. So you know, it's, it's aligning that. The other part of it is, you know, once they start getting into the questions themselves, it's developing a level of comfort with, you know, with highlighting your achievements, you know, hey, while I was here, here's some things I was able to change. Here's the numbers. I was able to I was able to make, you know, things like that that's going to be a primary difference.

And folks, I'll give you one cue on answering Tell me about yourself, keep your answer to no more than one minute and 15 seconds, because people stop listening in the United States, once you start going over that amount of time. So where you can make your answer concise, that addresses the things that the hiring manager or the Human Resources person cares about, in evaluating and assessing, where you can connect the dots for them where they say, We want this, and you're telling them, I've done this here. That's what they're trying to really find out from now on everything about your life story, and what high school you went to.

Yeah. And then, of course, the other real shock they're going to get is behavioral interviews. You know, the, the Tell me about a time when you had a situation that, you know, and these can be really tough questions, you know, the, you know, tell me about a time when you and your manager didn't agree, tell me about a time when you had an impossible deadline. You know, and being prepared for those types of questions is brutal, it is a tough, tough thing to get through.

It's a cultural difference. Again, trying to keep the audience engaged and tell the story, encourage you folks prepare in advance based upon the job description, you can see what they're looking for, have three stories prepared that illustrate what you've done previously, that relates to what they're looking for. And if that follows a format of situation or task action result, and that result includes a metric of money, save money on percentage improvement over what was there previously, you're connecting the dots for them. So they get a handle on what you've done in your country of origin? And how it translates for the US, Mark? Is that how you explain to folks?

Yeah, yeah, absolutely. You know, and the other thing is to that also, one thing I would say is that for an international person is don't assume that the person you're speaking to, if you're an international candidate coming to the US, don't assume that the interviewer understands culturally what you've been through. Let me give you an example. Argentina, Argentina, in the early 2000s, went through a massive economic upheaval, and their, their their currency devalued by 70 80%. Basically, you know, people that were upper middle class overnight, had been pushed to, you know, to basically hand to mouth in terms of the way they've been able to do it, you know, very dynamic economic environment, very protectionist government, you know, so, a lot of times when telling stories, coffee time, when a lot of times when telling those stories, it can help giving a little bit of context. So you know, I was able, you know, in 2003, I was able to achieve, you know, a 500% increase in sales. Well, okay, that's great. Versus in 2003, we had companies that were absolutely illiquid, they had no money, there was an economic crisis, and yet I was able to work with them to, you know, redesign their international business so that they were able to get funding from their parent companies, and we were able to increase revenues by 500%. It's a different story, you know, once you're giving the context of that, and the beautiful thing about telling a story like that, as it shows that you're able to deal with, you know, from a competency standpoint, able to deal with ambiguity, able to deal with dynamic work environments, business environments, these are competencies that regardless of the country, an employer is going to look for

you gotcha. What haven't we covered yet that we really should, and helping the international job Hunter, navigate the US system?

Yes, I think the last piece that really covered here is compensation. And, you know, it's important to know that the way we're pay works, and every country is different. And, you know, the way that people you know, in some countries, it's per diem, some countries like the US, you know, it's hourly or salaried. You know, Italy, for example, they do it based on a 54 I think, 54 or 58 weeks a year, you know, it's like, everybody gets a free month of salary, but that evaluates these values on that stack. So, you know, I would encourage, you know, you might get an employer that might be willing to or interested in taking advantage of a situation, if you if you don't know what you're worth in the market, they, you know, it's harder for you to negotiate. So, you know, spend some time on a website like pay scale, understand where your skills fit in, in terms of the local job market, in terms of a compensation standpoint, but also understand exactly how paycheck walks, you know, in the United States, it can be salary, it can be benefits. You know, health insurance is something that employers tend to put in part as part of their pay package. You know, how much are you going to pay for that benefit? year insurance life, you know, life insurance, educational tuition reimbursement, there's a lot of different pieces, it's very much worthwhile for you to educate yourself on how the patient luck,

and all it in bonus potential, what they paid in the way of bonus previously, and this thing called profit share. So there's lots of little differences that exist from one country to another. Scott is absolutely right. You got to get educated, and then there's just a negotiation things. Yeah, when the offer is being made, and you want to help them find a reason to increase it, when they're being a little bit strident.

Yeah, and, and, you know, in salary negotiations is difficult for everybody. And if you don't understand some of the nuances in terms of language, and how people are communicating and how they're negotiating, you know, from a cultural perspective, it can make things much more difficult. You know, if you're looking to, you know, I think the best thing you can do is that if you're looking to negotiate, get an offer, you realize that it's not what you think it should be, and you understand that there's room to negotiate there, you know, a lot of employers are about a win win, okay, you know, give them something for them to close the deal for them to increase the salary. You know, whether it's your willingness to basically, you know, quit negotiating and signing this offer immediately if we can get to dollar figure x. But, you know, maybe it's vacation time, I don't know there's different factors, you need to understand that, but the better you understand it, the better you can negotiate it.

And folks, I mentioned to you, if you want a job search tv.com, I have a playlist there on salary negotiation, why to videos there, that will help you go there proactively, and understand the system. So that when it gets to the offer phase, you're not scrambling to catch up, you're ready for one video there in particular, you might find helpful is the easiest way to negotiate a higher salary for yourself. It's about 10 minutes long, is one of the first videos I ever did for YouTube. And it gives a very basic way of negotiating the US market that will be easy to execute, that should be able to get you improve the offer, especially if you're interviewing with a firm that has a little bit of pity on the fact that you're an international hire.

Yeah, yeah, very good.

Thank you. This has been terrific. And again, folks, no one covers this material. Scott's done a great job. How can people find out more about you and the work that you do?

Thank you. I appreciate it. If you're interested in learning more about insider career strategies, you can visit us at www dot insider ces.com or you can email me at Scott dot singer and insider csx.com.

Super, Scott, thank you. And we'll be back soon with more on Jeff Altman, The Big Game Hunter. Hope you enjoy today's show. If you're watching on YouTube, click the like button you know, give it a thumbs up. Do something that lets people know is worthwhile, you know, share it. People always like shares like that, especially for those who of you who are international. Share it with other people that you know who could benefit from this. also connect with me on LinkedIn at linkedin.com/in/TheBigGameHunter. Mention that you just saw the the interview. I like knowing I'm helping some folks and my network tends to be a lot larger than other people's. Yours will grow exponentially as a result of the connection. And my website, heBigGameHunter.us. The blog has a ton that will help you with job search, hiring more effectively, managing and leading, as well as resolving workplace related issues. And if you're interested in my coaching, you can schedule time for a free discovery call or schedule time for coaching. I'd love to help. Folks I hope you have a terrific day and, most importantly, be great. Take care

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game HunterJeff 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 coaching, 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 2000 episodes.

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Job Search Going Nowhere? “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

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