Putting Your Resume Together | JobSearchTV.com
By Jeff Altman, The Big Game Hunter
Putting your resume together is one of the least favorite things people need to do at the beginning of their search. I can tell by how much procrastination people go through.
My guest, Matt Warzel, and I discuss making it much easier.
How Far Back Should My Resume Go?
Hi I’m Jeff Altman, The Big Game Hunter. and welcome to JobSearchTV.com or No BS
Job Search Advice Radio whichever way you’re taking in the content today as
those of you who’ve known me for a while know, from time to time I bring on an
expert that’s some element the job search because I know you’re tired of
listening to my voice all the time and today I have Matt Moore Zell on who is
excuse me if I read this but he’s a CPA. RW which is a certified professional
resume writer career coach and now placement expert with more than 15 years
in HR and experienced with career advancement techniques working with
recruitment and staffing teams across a variety of industries and what he does
is create resumes that allow employers to see a person’s assets while
highlighting his or her accomplishments
my pleasure what is it we’re where are you right now on zoom’ what’s behind you
Oh glad you asked I didn’t want to pitch the Masters golden Bell here I had no
intentions of pitching it even though we didn’t get a chance to see it live this
year in the spring we’ll see the fall it’ll be just as good and when I hear
about pitching I think of growing up in the Bronx hey Yankee Stadium I have a
friend whose dad pitched for the Indians but that’s a different conversation so
back to the topic yeah so you know here we are we’re recording this during the
global pandemic and you know resumes are hard enough for most people to write let
alone during complicated times like what we’re going through
what goes into a great resume in your opinion glad yes I would say without
getting too too detail-oriented do you quit things first it’s gotta look good
you got to have something aesthetically pleasing that way our managers aren’t
looking at it going I don’t know where one thing starts where one thing ends I
can’t tell synched work Xtreme yadda yadda so make sure it looks good
professional works better than a lot of the infographic kind of creative resumes
in the long run if you are someone who’s maybe in graphic design feel free to be
a little more playful but if you are more on the lines of a business
professional where scientific academia even Seabees keep them black and white
keep them professional maybe add some bold spent ala sized words to kind of
switch it up but that’s about it don’t do any bells and whistles like orders in
boxes and things that can bog down the applicant tracking systems is as cool as
they might look it could become a heading for the recruiters that’s a good
interruption for some because you said something is interesting and then you
talked about creative fields and having using infographic resumes and other more
creative approaches what’s the problem with that for other people for civilians
using that well in the biggest the biggest roadblock is those applicant
tracking systems I remember as a recruiter when I’m taking content from a
resume and let’s say it’s you know it’s somebody who’s got a lot of the text on
the left-hand side going down and boxes on the right-hand side might have a
formula of experience section and then you got some more page breaks and then
there’s an education in the bottom right and up here is a content it’s fine if it
looks cool but when I’m taking this and. I’m a recruiter that has a thousand of
these things that get through this week and I’m trying to get you into my
applicant tracking system where I’m gonna monitor you as a candidate maybe
look for you in the future as a viable candidate when I go to take that
information and put it into the system it’s gonna get jumbled because now your
contact information might have an email above your experience and then your
phone’s down here and it makes for a mish-mosh of annoyance and sometimes I
know from personal experience if I wasn’t able to take these credentials
and get him into my sis load them in quick enough if I’m
struggling if the candidate is a so-so candidate already now I’m just not
dealing with them so now they’re on now they’re on the floor and they’ll never
be in my system it’s it’s a hard rule that you got it you got to play the game
and play it correctly so recruiters aren’t racking their brains trying to
see if you’re a valid candidate the last thing they want to do is get bogged down
when they’re in a flow exactly with you about this and folks I’ll just simply
say we’re crews got a tough job I know you hate them that’s a given but you
don’t want to be that annoyance who they now have the word process lots of
content from your resume and did you take any time away from helping you and
all the other use out there that are trying to find work and want them to
help find work you’re trying them into a word processor that’s not what you want
them to be doing you want them to be out there finding something or filming
something for their client hopefully with you right make it easy it’s
interesting you know as you were talking it almost sounds like our habit is to
think in terms of the paper resume right but but we don’t work with paper resumes
very often anymore do it no if that’s exactly where my head went when you just
said that explanation is that we it’s the same thing goes with the old adage
you got to have one page well let’s see you’re a 30-year operations manager
that’s for 20 of those years at a production facility and ten before that
in the military and you’re trying to go for a federal job you’re telling me that
military experience be left off now because it can go into two pages no we
scroll now all we do is scroll so you can have a little bit longer of material
don’t for the people either keep it punctual and keep it you know exciting
if you will but no one’s going door to door with a paper resume in a suitcase
going can I see the hire manager you’re called creepy now that’s not the 70s you
know there are telecommunicator communicative powers-that-be that allow
us to call email do this stop zoom I mean it’s insane it’s everything you
could possibly do other than beam me up. Scotty so let’s play the game
workers expect you to a follow the rules and go through the applicant tracking
system and upload your stuff and apply through the portal and then B if you
have a way to network your way now you now you have a double-edge kind of way
to get in somewhere so play the game accordingly don’t be cute and try to you
know make this piece of paper that is not gonna get printed ever anywhere be
the reason why you have a template that you’re using think in terms of its
online it will be fine if it’s called number one you want to be found by
someone and there you go number two is you don’t want to be a
distraction to them because for those of you were in non creative fields you wind
up in a situation where the design is going to get in the way of what you want
them to accomplish and often the systems that you’re applying for jobs for and by
the way folks never ever apply for a job through an applicant tracking system but
if you want to go ahead and do it I’m not gonna drive to your home and stop
you it’s not a preferred way of doing it eventually a hiring manager will tell
you it could upload the resume so this way we can follow you in our system I’m
a believer you do the backdoor wherever you can so this way you cut the line no
one wants to stay a little long line right so we want to be in they’re
getting their stuff in front of the people who really make the decision not
the technical technical filters they’re referred to as a black hole resumes go
in and never come out exactly a recruiters they live more in that world
the HR manager or the hire managers they are more with getting something via
email getting someone from who they know shuffling someone something their way
versus them going into these systems because the recruiters usually live in
there so hiring managers they’re excited to get a candidate I think it’s someone
from a networking group that’s here’s a resume of this welder that you need
really good union welder and they’re hi. Rangers like he gets excited here’s a
union. I got for the spot I’m trying to find
now I’m gonna kick this over to my recruiter and tell him put this in the
80s second tracking system and set up the interview so these hiring managers
they’re chomping at the bit to get a referral so they can move on to their
projects and not be stopped at the end of the day at [4:45] every day looking at
resumes it’s the last thing they want to do I’ve been in the room with these
people and they are already annoyed by the productivity numbers of the day
they’ve been dealing with they don’t want to be dealing with 10 resumes and
who they’re gonna bring in and gotta train them again so recruiters are there
to help kind of ease that burden for the hire managers and be a resource to find
good candidates so be I’ma be on the good side of everyone involved but
you’re right it’s who you know is it’s never gonna not be it’s always a
tried-and-true test back door figure out someone right and when you write resumes
folks I know you don’t know how to write a resume
cuz I’ve read thousands hundreds of thousands I’ll be talking about now we
were able to quantify over three-quarters of a million resumes I’ve
reviewed and I know there are a lot more than that’s as many as we would so I
know how bad most of your resumes are so. I’m just gonna point out to you it’s
probably not a good idea if you write it or I’m not doing this as a commercial
format and Lord knows most of you know I don’t write resumes I critique them I
don’t write them but hire someone to do it for you so it doesn’t look like the
garbage I tend to see most of the time so what goes into the resume in general
what what should these people have available their name of course I don’t
need your full address anymore it’s a little you know privacy issues these
days neck goes with references please take references off your resume with
privacy issues online and stuff less is more with contacts so email phone if you
want to do city state that’s fine if you have approaches to pro tip yeah if you
have preferred location out here in. Michigan and you want to live in
California and you absolutely are not living in Michigan you’re
you’re on the move out you’re just trying to find it then get rid of the
city in state or you can put in relocating to Los Angeles California to
top and then I was like LinkedIn I like it because it’s an online portfolio of
yourself and it’s somewhere that they can access a digital version if they
don’t have a PDF for words at so it’s good and that’s going you know
piggybacking off of that I like to emulate my LinkedIn profiles with my
resumes I think it’s not a great idea when a hiring manager looks at someone
from LinkedIn and says I like this person and the recruiter goes well we
had them here last week and you didn’t like them why are these two whereas this
one person have two different stories so. I kind of liked the idea of keeping your
LinkedIn professional emulated off the resume and let your cover letter be a
little bit more of a personal personality side of things so with that
contact info and then below the contact. I like a summary still I like a three
statement type summary three sentences one telling them what you are how many
years experience and where the main kind of – three things that you focus on so
if you’re an Operations leader with ten years experience in the let’s say you
know manufacturing space because you know you want to emphasize your industry
maybe you just want to stick around in there with with ten years experience
manufacturing focusing on what do you do is may effect as a operations manager
your view of your leading teams processes projects facilities you know
whatever and then the next sentence can be a nice little Wow type of thing that
you can say that shows how easy you can slip it in this new role and then the
final thing is similar to an objective although we don’t say the word objective
but I still like saying hey solutions oriented team builders seeking to
leverage background into an Operations leadership role within the manufacturing
industry period now they’re saying this person knows what the heck they want to
do and they aren’t going to waste your time the hire manager by not knowing
what the heck they want to do or how they’re not gonna fit into this and
offer value to the hire manager while resolving those pain points as to why
they have a darn thing open do you have an idea
when African tracking systems are evaluating resumes these things how far
down the resume page 1 they’re thinking in terms of deep expertise you know what
I mean yeah it’s well and it’s interesting I mean I personally am NOT
on the forefront of understanding all the updates that go in some of these
ATSs I’ll be the first to admit that some of these keyword percentage
trackers and those types of things you see online I think it could be a I think
there can be a bit discrepancy sometimes from some of those sometimes they’re
just the weight of them saying hey you need a new resume come visit us we’ll
redo it for you here’s why here’s all these percentages of not matching and
this thing the other thing again goes back to finding someone you know and
being a leverage that network in that relationship to be able to send them
your resume and say here’s why I’m a fit regardless of maybe the ATS is scoring
you low because of certain words missing or what have you
let’s not overwhelm the listeners your best bet is to if you want to match with
words look at the job description find some words that are missing try to
sprinkle those into your resume so that way you might add a little bit of
advantage with these percentage things but in the long run a recruiter I know
as personal experience I’m going right for the resume I’m Laurie for the
experience what do you been doing can you slide in this role I’m not worried
about it the word MS Office suite ain’t listed under sub a because of my
tracking system it’s still a human the human thing that’s gonna hire you and
they know what they’re looking for so don’t get too bogged down by some of
those online percentage things those ranking things there’s I wish I had a
better answer as far as some of this some of these ATS is that you know well
let you know what they’ve updated and how they’re functioning but I just I
don’t have a firm grasp on some of that. I tend to think of the first three
quarters of page one being the most important part of the document so that
in this way the system sees it early so that part of the resume needs to be
keyword rich and related to the role I want to be clear about related to the
role because otherwise if it’s sprinkled on the bottom of page two that looks
like other experience in the system and they devalue it even a human looking at
it sees it for jobs back on the bottom of page two or the top of page three who
was Frankie for the two pages where you can folks but I know certain types of
resumes have to go longer but still try and get the keywords early related to
the individual role exactly because finding bingo
because when systems when people are looking at your resume what they’re
looking for is to fill a job with the experience that they need and thus you
want to zero in on the things that matter to them not just everything
exactly yet Jack and Jill’s of all trades are that that idea is gone I mean
that’s that’s well dated at this point you want to be someone who’s Miche know
what you’re gonna do and how you’re gonna function in this world of you know
this new company and again like you said the this is what I preach to my to my
clients is it’s about the value added not not so much and obviously not the
tasks we’re way beyond that we’re more these accomplishment type things these
pars you know here’s a problem here’s an action if there’s a result and this kind
of speaks to how you want to set your experience sentences but so take this
accomplishment that you might think okay. I’m someone who doesn’t have much
metrics attached to my job yeah but you’re still cutting a cost you’re still
saving money somewhere you’re still improving a process somewhere and these
are what I call business quantifiers if you can take your sentence and turn it
from a task base into an accomplishment and then moreover turn it into a value
of something that’s tangible it’s gonna be more impactful as a statement rather
than saying took care of scheduling and communications for the office no no I
mean there’s some important stuff that goes into that and try to figure out
what those important business quantifiers are so then that way each of
your sentences is set up more towards value idea value added idea and and an
even better of an accomplishment and when I
and just using the example that you just did I think for example on that ran the
office example and did so at 22 percent improvement over my predecessor in the
role yeah I like that so it’s money saved money earned yeah a metric of some
sort yeah and it can be a comparison between
you and another individual or the mean for the function like call centers the
classic on this yeah I handle 12% more calls than the median a medium called
the midpoint for call center operators in my organization yep it puts you in
the higher percentile so that they can go no exactly right the customer says
fail and that’s even even you can compare to a former employer or you can
even do year-over-year I’ve seen euro beers for sales folks too you know hey
drove revenue an extra five hundred thousand over last year so these are
things you can be thinking and you don’t need to get extremely detailer in some
of my merchandising people god bless them they I mean don’t give me shrink
percentage that are 0.76 I you know let’s just be a bear minding your
audience they’re quick they’re trying to make moves sprinkling some valid US and
some data that really shows some numbers because as visual people humans we see
numbers on a resume were like oh good they’re thinking bottom line this is
what I like because as an employer in the 21st century
I’m worried about my bottom line I’m not worried about I just I don’t
blunt about it but I’m not worried about it was a person right now I’m worried
about my bottom line are you gonna save you money or cost me money now the human
culture and the applet that kind of aspect plays into it don’t get me wrong
there’s some companies that still want to emphasize that and I think that’s
important but a lot of times most companies are looking at you is okay you
know Koster say are you cost me money you’re gonna hurt me money let’s let’s
get down to this and brass tacks so and. I’m from a high or a square peg is this
person square peg no well no goodbye they were
out the door and I always think in terms of you know
when you’re communicating with an organization what’s the message that
you’re trying to send to them what I trying to get across to them and one
thing is always real clear to me is you want to be the person that looks like
it’s a no-brainer interview this person yeah there’s no effort that goes into it
and you know there’s a classic statistic we’ve all seen how long does someone
look at a resume before making a adult decision seconds and I used to do it in
four four seconds was trying to get to the experience words yes unless there’s
a pre-filter where okay it requires a master’s and you have a bachelor’s
workers will do that because it’s it’s if they have no way of negotiating this
with the hire manager because maybe insurance purposes or whatever they’ll
still look at you and say okay he’s got a bachelor’s move on she’s got a
bachelor’s move on because it requires a master’s those types of things I think
will streamline their process of filtering but most the time don’t feel
like you as a candidate are a good candidate because maybe it says
bachelors required maybe it says bachelors the third or relatable
experience so find those little nuances of where they’re able to negotiate with
the hiring manager because recruiters we want to get the field position quick so
anytime we can wiggle our way into finding a better or even you know more
candidates that could be fit it will work so the good recruiters will find a
person that’s professional and look at their succession possibilities and make
it and actually somewhat navigate them into a role that they might not even
know they were good fit for so find yourself a good recruiter that I work
for free because we should be working for free to be billing the clients not
our billing the company’s not not the candidates the clients but and then you
know have them try to lean on them a little bit for what kind of work can you
do and I love this reminding people about
who will work for free now folks I must remind you of who
recruiters work for and they work for an employer because those are the ones that
pay them they write the check and thus you know I remind folks of that because
there’s the tendency to use phrases like my recruiter as though this person works
for them and I know on some level you know this but there’s the other level
where recruiters you know they cast the hook and into your mouth and they just
slowly reel in I know because I used to do it it was easy yeah you’re right I
mean unless you’re in and you know unless you’re at the point where you’re
you’re ahead on an type of candidate maybe your CEO bouncing between his high
level you know there are certain positions where you could vouch for a
retainment firm but yes we’re talking 95 percent of the population should be just
using local staffing and recruiting firms a regional and and let them do the
work for you I found every recruiting role through another recruiter so back
when I used to do that fabulous yeah getting in through the back door yeah
I’m glad you like that concept do you have some suggestions to folks how to
get in through the back door I think I think I have a couple strategies I would
say the one that seems most popular is using like a LinkedIn LinkedIn is
fascinating now with just how expansive it’s gotten with in terms of decision
makers and out there I find a good technique is to take a company let’s
find target company number one when you in the more the merrier in your case if
you can find target companies even better so take a target company where’s
the location if it’s you know near your house
even better now you have an actual spot you’re trying to do go on the linkedin’s
of the world that I believe it’s rocket rocket something or other heads
it’s online on Google I use to find contact information but there’s plenty
of spots out there that will offer it up for free if you can kind of navigate the
search strings but they’ll offer up context information emails and phone
numbers so look for a company go on. LinkedIn search some people within that
company that work at that facility and within your respected job if you will or
Department and then utilize maybe some cold emailing a drop a line was
something one of the people that might be a good entrance into trying to find
some decision-makers there and drop them a cold email saying hey you mind if I
give you a get to get a virtual cup of coffee and you know just kind of pick
your brain for a few minutes I’ve got some skills I think might present well
with what you have at your organization and I noticed some jobs opening on the
line that I look like a decent fit for maybe you can introduce me to someone
there and a lot of times people are willing to kind of do some free help
whether they want to spend time with you on a call or maybe those give you the
information right away but if you’re cordial about it quick and maybe
offering a some sort of incentive to them which would be another whole nother
conversation but you know again it’s always nice to be able to just not be
taking you want to give me too I’m just like at networking events but and then
use that backdoor way of through these companies to figure out a decision-maker
or maybe even a recruiter within that department that’s online that can
directly get you to the higher managers in that department
again LinkedIn indeed is gonna be a little bit trickier but zoom info
there’s a psyche I wish I could get the rocket one to rocket something but
there’s a few out there you know there’s information out there to be had so folks
one of the things that’s talking about our Chrome extensions that will allow
you to find email addresses and sometimes phone numbers for hiring
managers to identify friend LinkedIn is more generous with information priority
connection so before you use these take a first look to see if you have access
to the email address or phone number of the person that you’re trying to locate
and then look for Chrome extensions and just do a search for LinkedIn
information and they’re at least a half a dozen I could think of but I’m not up
to date on them either for the other qualities because some of them have come
and gone some of them are better or worse than others right now so look for
these Chrome extensions you can direct message them and spend money on an email
you can call them up and get to the hiring manager directly by phone
whatever it is just reach out to folks and don’t just go in through the front
door the applicant tracking system the back door is the direct connection with
a decision maker or someone in the organization who can point for the
decision maker exactly and not to confuse anyone but one last little
technique I used personally to target HR managers for different programs let’s
say the persons at abc.com and you go online and you type in the word email
space at abc.com then they’re gonna have a bunch of stuff
come up skim through there some on somewhere online someone went to an
event where they listed an email and you’re gonna find out that person was
Amy sue well the email at that company is amy dot sue at abc.com okay that’s
easy enough so now the decision make you find linkedin well uh Pat Smith now you
can email past miss because you know what his emails should be Pat dot Smith
at abc.com so there’s a little technique suggest and then you’re cold you’re just
relying on the gods that’d be that the person has that email so do your
diligence if you can find more emails better or up-to-date emails but for what
it’s worth these are little just techniques to get the information out
there Google’s Google is amazing with storing stuff so yeah and folks
sometimes if you’re not connected to the person on LinkedIn you can use Google
coz LinkedIn ranks very highly with. Google you can use Google to find the
LinkedIn contact that you’re looking for so that in this way the fact that you’ve
got a small network and not one now I was linked in number 76 53 of the 650
million plus people on the platform and. I never connected with recruiters
because I didn’t wanna help my competition because I always knew I had
a bigger network than most of them had so people come to me and look at that’s
25,000 plus first level connections I know it maxes out at 30,000 but folks if
you connect with me linkedin.com /i enforce lunch the big game hunter and
mention that you watch this show I’d be happy to connect with you no matter
where in the world you are there’s normally I don’t accept connection
requests outside of the US but if you mention the show I will that’s great and
you’re right Google I’ve found people that are hidden on LinkedIn if you go to
Google they don’t hide them so you click for some way you can get to their page
on LinkedIn if you go through Google but not through LinkedIn com it’s so bizarre
but it it’s the way it tracks them and puts them out there I guess however
Google does it but and one of the things folks if you’re doing there’s this
technique with Google you also want to make sure you use the location
prevention that lengthing uses so for example it might be a LAN the net row
area or New York metro area whatever it is on LinkedIn you include that in the
search as well because otherwise you’re gonna get the people in Moscow have
weapons at the same name – exactly exactly right the certain of the search
strings on LinkedIn if you want to get more familiarize with some of them I
know the airs I used to take I took this air certification which literally showed
you how to use a boolean search strings to filter your results from 2 billion
down to 2 million down to $200,000 to that so the goal is to get less on your
page of searches so go on LinkedIn and our excuse me go on Google type in
boolean search ideas or boolean search strings Google Senya so much information
about how to really hone your search down to this funnel
so it’s not so overwhelming and this is fun I’ve gotta ask a question what
happened they asked you about so far that we should cover for the audience
what makes sense that we haven’t spoken about yet
yeah I mean I think I guess my final say because today’s theme was the resumes is
to be pragmatic with your thinking if you’re logical and you are writing your
messaging your resume so the hire manager aren’t crinkling
their forehead when they’re reading the darn thing all right halfway there now
it’s a matter of matching you up so think logical and don’t let’s not be
playful let’s not write this like you’re you’re reading it off of your child’s
nighttime book you know gene went to get the balloon be a little bit more
thoughtful in what you’re writing for your experience section that’s the meat
and potatoes and in like we said earlier think in terms of accomplishments
rounding off or in value value to comes from same value but rounding off I would
say after your after your um summary list of skills and those are those
buzzwords we were talking about earlier technical methodologies business
buzzwords are fine you know quality sure and strategic planning operations
management these are all ones you see all the time and it’s fine you don’t
have to you know it’s better to be a little bit different and try to think of
some that are a little bit more unique but some are just gonna be what they are
budgeting is always gonna be budgeting cost control you know so write it in
there if you’re do you do budgeting get it in there
then under those looks skills I like to have a little bit of accomplishment
section and that’s kind of one that or core competencies that’s gonna be your
real good stuff and this this is where you can get a little tricky say look you
have a job at IBM for the nineties you loved what you did there it relates
somewhat to what you’ve been doing what you’re gonna be doing still you don’t
want a 1995 IBM so you couldn’t either have it as a previous work history with
just the title company name and dates sometimes we even keep the dates again I
can get crazy with science behind all stuff but anyway then you can take some
of the maybe two three lines from there and put them in this accomplishments
section up here so now you’re not losing some of the good stuff it’s also being
televised pretty much right away when they’re looking at it and you’re
not boring them either with going back to 1995 so it’s like you know little
tricks like that and then after the accomplishments experience round at home
with your education certification affiliation stuff and that’s kind of my
methodology of putting together everybody’s a little different though
again IT people might have different sections and but on all pragmatic don’t
make people wonder what the heck they’re reading this shouldn’t be something
confusing it should be pretty seamless because it’s you it’s your life what
you’ve been doing and folks pretend a six-year-old is gonna read the resume
could they figure out if they looked at the job description and looked at the
resume would they see the info that they see need to see in order to go mommy
mommy and make it easy everyone’s busy you don’t want them to miss it maybe fit
obvious so that the six-year-old and spotter and you know folks have you
noticed really likes doing this it makes me crazy and he loves it
God what I wish I was a pro this right right folks happen that find out how can
you find work that Matt and the kind of work that he does yeah absolutely so on
my website is em like Matt JW careers m. JW careers calm and my blog is job
stickers kinda like pot stickers but job stickers calm I thought it was so clever
ten years ago so he gives me those spots my LinkedIn 680 plus recommendations
Google hundred plus Facebook hundred plus I like what I do and and I kind of
got a nice science behind what I’ve been doing to make sure that you get
interviews and lead times for waiting between interviews are shorter
I do us and folks will be back soon with someone else to talk with you about some
element of search i’m jeff up in the day game hunter if you’re interested in
one-on-one coaching from me reach out to me through my website which is the big
809 us you can schedule time for a free
discovery poll or schedule sign for coaching I would love to help you if
you’ve got a question for me just a simple question like you don’t
want to go through a coaching process reach out to me through wizzy Oh calm
that’s WI seo.com /the big-game hunter you can ask a question to me there
lastly subscribe to the channel on youtube but this small icon the
lower-right or the picture of me in the upper left and you’ll get notified
whenever I release something now hope you have a great day and folks I want
you to be great take care
[spp-transcript]
ABOUT JEFF ALTMAN, 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, all 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 1800 episodes and “The No BS Coaching Advice Podcast” and is a member of The Forbes Coaches Council. “No BS Job Search Advice Radio” was named a Top 10 podcast for job search. JobSearchTV.com is also 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 a quick question for me, you can get it answered with a 3-5 minute video at https://www.wisio.com/TheBigGameHunter at 30% of what I charge through my website.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
Connect with me on LinkedIn. Like me on Facebook.
Join and attend my classes on Skillshare. Become a premium member and get 2 months free.
Watch my videos on YouTube at JobSearchTV.com, the Job SearchTV app for FireTV or BingeNetworks.tv for AppleTV, Roku and 90 other devices
Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.
You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.”
Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.
Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.
Would you like me to critique your resume? Order a critique from me
Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.
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