I love interviews with corporate HR leaders because they reveal a lot about what firms are looking for and how they evaluate talent.
Chris Brown is head of corporate HR for West Corp, a US firm that recruits a lot of people annually. We have a wide ranging conversation about using tools to research companies and the language they speak.

We have a wide-ranging conversation about using tools to research companies and the language they speak.

Speaking The Language to Corporate HR | Job Search Radio

You may also enjoy, “Preparing and Practicing Your End Game”

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IHF off in the big game hunter and you
were listening to job search radio shows
that i do re-interview corporate HR
people are really very interesting to me
and i think to my listeners as well
because they really share subtle
information that HR is looking for when
they're evaluating people this one is a
particularly good interview because he
talks about something that I haven't
heard spoken about before the language
that's being used within an organization
and how job hunters need to learn that
language when they interview so this
interview with Chris prayer of West
corporation a really interesting one so
I hope you enjoy it I would encourage
you to take some notes along the way and
if you like job search radio if you
liked this show I hope you give it a 5
star review in itunes it'll help other
people discover the show now let's sing
along
[Applause]
are you looking for a new job or
interested in leveling up job search
radio is your go-to resource for insider
tips on job hunting and growing your
career here's your host Jeff Altman
settle by guest this time is chris brown
vp of HR with West Corporation a fortune
1000 telecom firm based in the US Omaha
is the projector radio great to have you
thank you thank you for inviting me I'm
excited about talking today about a job
applicants and the application process
in society we're gonna have a lot of fun
it's not Christian let me just put it on
the table has a nice guy like you a fun
guy like you wind up in corporate HR
come on oh it's very tightly it's super
tuesday so it's very timely why you
would ask for that question because i
started in politics of all places you
know um went to school and in in school
did a political internship and had an
opportunity to intern with a comer and
became involved in like these omnibus
boards and commissions like no one
realizes there's like 250 boards
commissions that run states out there
you know some of them are paid and
patronage and you know those types of
things but there's a lot of other boards
and commissions that don't make a whole
lot of sense that you know they're you
know the state chiropractor e board or
the state you know no board and those
types of things and so i interned and
then quit school and work for a couple
of governors and then got deputy chief
of staff's you you're good political
career you climb to the mountaintop and
then like any good politician your
governor losses and you're out of a job
you know so at that point I had a little
girl and I'm like I like working a
little less so I had an opportunity to
work with a couple of different verbs
and uh ended up with West and had a been
with West for the last ten years and had
a very fast career path you know you
no very West corporations very
acquisition oriented you know in the 10
years I've been here we've done about 16
acquisitions so not the shine guy raised
my hands that I'll go places I'll you
know I don't have a problem going out to
the sites and had a great opportunity
sure enough like when the VP opportunity
came up I got picked I was very excited
about you know it's a it's been a very
good growth phase for me in terms of
having you know making that transition I
think everybody kind of struggles we
make transition from you know say a
public NGO piece to a private you know
when you it's like coming out of the
military you know your transfer verbal
skills don't mean anything you're like
oh yeah I ran state government Iran you
know you know Mary hundred fifteen a
dollar yo nobody knows yeah your your
Patriots your father's daughter what
somebody was in politics I got you that
job we don't you know it so it was
really really challenging you know
you're like me so bug story short so
you're the guy who's healthy true
identify talent or a joining an
organization this involves identifying
Tama and we're all Tala acquisition
hunters whatever HR brands itself it's
the same thing we need people you know
and so it's all out there gauging on how
you can we're gonna bleed on the cheap
attack you know get more applicants in
the door that's that's that's the best
look close hear what you got to do you
know you got to be able to cheaply
engage you know in the marketplace on
how you get the most qualified
applicants variables so things have
changed a lot over the last five six
years in terms of how organizations are
able to identify talent information is
more readily available five six years
ago lord knows what I got at the
recruiting was the 70s yeah there was a
stone ages and there's no data available
that helps a firm identify people now
it's clearly different what do you see
how it is your organization looking to
identifying and could engage with talent
what should people be doing to be found
by an organization like yours I think
like a lot of things haven't changed i
think you know we talked about applicant
tracking systems the you know and the
process of filling an application i mean
when you're when you're you know either
unemployed or looking for a new job you
know it becomes a very arduous you're
going through these different systems
they all look the same you've got you
know you're forgetting you know which
company you apply for because all the
applications look the same you know in
terms of in terms of really hunting for
a new role I think you know part of
what's switched is the applicants point
of view you know and what they're
looking at a company and not only
understanding what that job is their
understanding who are the incumbents in
that job who left a chop who are the
hiring managers in that job what are
their backgrounds and what is you know
where the content was the culture right
through that you know and so the days of
just a link and a job posting or over
it's like having all this applicant you
know you know collateral for them to
look at whether it's audio whether it's
video whether it's virtual tours I mean
they're making decisions about where
they want to work way before they even
engage with you on an application or an
interview I mean they'll have your your
applicant that you decide to interview
has at least you know five or six
different areas that they can go to to
really drill down what your workplace is
like and to really under you know what
their questions are I think like for us
as employers obviously you know hm this
never snicka investment you know you're
not you know I'm gonna have a staff of
thousands for each other let you work
for you know fortune 500 company and so
we've looked at automated tools you know
in deploying sort of you know whether
it's ivr screening audio screening or if
it's video screening you know trying to
find ways in the marketplace so that we
can simply try to understand who these
applicants are you know and get that
first interview out of the way I think
that's usually the biggest obstacle of
what we see in the screening process or
the time killer isn't necessarily you
know the Apple
process or the screening of the resume
for us it's understanding who that
person is relative to their resume and
trying to uncover those transferable
skills that are going to make them
successful for the role and ideally as
you know as the recruitment team we're
listening for that trick you know what
are those words that they were using not
in a resume but what are they using in
like a video interview you know what are
they using in a a video cover letter you
know what you know what is their
branding you know where are they
deployed relative to you know the
various social media sites you know
everybody is using that it some kind of
level in terms of your personal brand so
I love the fact that you bringing video
into the equation video cover lens video
resumes and I did an interview with one
of the founders of hierarchy very early
on in job search radio and I was
fascinated by the analytics that are
behind some of these systems where there
are making comparisons between existing
people on staff and the job applicant to
see how things matchup between the two
now when you're looking at these video
cover letters first of all what tech
does your organization use currently I
mean we're typically it's like you know
you're deploying youtube or something
along those lines or blue genes
associated with that higher view is one
of those things that that we've utilized
as well in terms in terms of cover it's
you know it varies from site to site you
know on what's available a lot of it is
all applicant driven on what they want
to reveal in that process and so we use
higher IQ right now for an eye dr audio
audio experience so it's not all
encompassing and different sites are
deploying different pieces depending on
the role you know there's still a fair
amount of there's still a fair amount of
manual interviewing happening i'm not
going to say that that's ever going to
kind of go away but certainly you're
seeing in team interview processes
you're seeing more and more this
automation approach take place and so
applicants need to understand when
they're doing a video interviewing or
they're doing a higher IQ that that
experience goes beyond even the
recruiter you
in the hiring manager I mean you can you
know that link in that coding could go
through several different screenings
before they even get brought into the
door you know people under you know
people are reviewing that and you know
if it's a panel interviewing process it
could be discovered at several different
lasers and so when applicants walk in
some of them are unprepared the fact
that you know managers are educated on
what their responses were for that first
interview that maybe occurred a couple
weeks ago so what can a person do to be
noticed by an organization like yours I
presume order to get into social media
at this point in order to make
themselves attractive right yeah I think
like honestly it's speaking the language
that my organization speaks and it's not
some of its flattery in understanding
the space and where we feel like we're
going in this space whether it's unified
communications or its safety services or
you know it's it's deployment of alerts
and notifications as such at our school
messaging is its understanding you know
the role what role fit do how your role
fits into the overall organizational
structure and what you can contribute to
it and if you speak the language you're
not coming from a competitor you're
you're in a better instance to sort of
add value you know and understand hey
here's what I did for this a company a
and here's what I can do for you at West
Corporation and these two are comparable
and I feel like this adds value in terms
of how I can see myself in your
corporation and so it's it's really
understanding not just the job
descriptions because these things are
very you know they're dead but if they
can do it Thank You general items you
know they can be brutal I mean they
could be you know they can be you know I
like 140 characters that's why I love
Twitter you know it's like keep it
simple here's the job no no no all i do
what do you hire people you find people
you know you keep it simple some the job
descriptions go in so much detail there
are so far out scope that it's hard it's
hard for an HR organization to keep up
you know with a valid job description
when we go to market so a lot of what
you get
about the role is really understanding
how well that recruiter understands and
understanding how well the hiring
manager understands about understanding
what the team does and that's where sort
of like a platform like LinkedIn comes
in where they can gauge okay I see this
person with this background I wonder if
this is what they're doing you know
where you know I see there you know they
got a Java developer so I wonder if
that's you know that's what the project
manager is that they're supporting
herself along those lines and so having
some intuitiveness you know and
understanding what that team looks like
is important and like there are tools
out there you just have to work them you
have to you have to you have to be
engaged in and certainly i'm not saying
like do this for every company that you
apply for because i don't want you to
waste your time but when you do get that
interview and you do get to that
interview stage making the most of that
moment and understanding the
intelligence associated with the team is
going to be more beneficial than not to
you in terms of really selling yourself
to the company so if i'm getting your
right Chris when I heard you say is not
just a simply use LinkedIn as the
research tool to find out about the
hiring manager although that's obviously
something that someone should do but I
also heard you talk about researching
the team members as well trying to pick
up on the language and the subtleties in
the new boats associating with what how
they communicate what they really do a
language that they speak so you can
speak that same language with them no
telling when yeah it's only I mean I
mean you people hire diverse team
members I'm not saying you know they all
have to look the same at walk the same
or something along those lines but
understanding like linkedin has tools
that you can look at recent hires if
your LinkedIn premium member there's
tools out there that you can deploy to
really understand how this role fits
into that role or understand who might
be the exiting member of that team I
mean there's a lot of research that can
done you know at that stage I mean on
the video interview or video cover let
us a video cover letter you know if you
got content out there that you want to
talk about it's about not regurgitating
your resume nobody went and we're going
to read the resume we don't look at it
though
I don't need some of these two here and
say that when when we got a market
generally what I look for in a video
cover letter I look for two things about
the job that connect with me whether
they're in general terms if you want to
be in a sales role what are those great
sales things that you've done or you've
been successful at have metrics
understand you know it but types of
things that I would look at to evaluate
performance and to personal things and
intermingle those things those a video
cover letter is a way to show your
personality you know associated with
your resume to show can energy you have
to show your engagement what you're
excited about i mean i think that's
that's probably the most telling thing
you know it's you know cover letters
themselves not worth a whole lot yeah we
read those things we get lost video
cover letters we look at we click on
those links we want to know what's that
what's what's going on with that don't
keep it more you know think of it as a
you know think of it as you're looking
at your mobile how long were you look at
a video in your mobile like two minutes
if at you no no it's gonna want a long
drawn out story but people don't mind
stirring a story that you can craft that
talks about you know who you are how you
can add value what you like doing you
know and has personality associated with
it i mean you know i mean if you've got
good energy if it comes off as somebody
that's creative that can really benefit
and speak the language it's going to
give you an edge you're going to be able
to get your story quicker and you're
going to get more to the harder
questions i guess a lot of a lot of the
screening is done at their career level
and it's not some of its not subsidized
you know all recruiters have very little
low levels of skill set right so there's
some screening questions out there that
you can't rip off on that really aren't
relevant to the job or aren't as
important to the hiring manager is it is
to the recruiter so you want to
demonstrate skill early on the process
you know so when that recruiter gets on
the phone with you you're number one
with a bullet they're gonna get you to
the hiring manager instantaneously cuz
you're speaking the language beautiful
and we're gonna be back with more from
Chris in just a moment but first
hi it's Jeff and I just want the lecture
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advice ok we're back so course you were
talking earlier about some of the tools
that a job which we can use to kind of
play with linkedin and do some deeper
dives into an organization and you
mentioned on the premium sign of things
that you can find find out details about
team members and such do you remember
some of the tools that you would
recommend people use I would say that I
would say certainly the google news
alerts or any functional platform news
fours to understand you know what's
happening with a company recently
especial pacifically at the site that
you have anything you can educate
yourself outside a collateral that the
recruiters giving you is is important
you know I I don't necessarily want to
see candidates that can repeat can
things that are on my corporate side you
know I mean I love invest a lot my
corporate site but if you're able to
kind of show me something where you've
done research that I know wasn't easily
accessible it just demonstrates your
interest in the company and and why you
can fit that you know and so I think you
know boolean searches on Google Google
nurse news alert I you know certainly
understanding how you can capture an
audience you can go to free sites like
Coover's you know they you know you go
zoominfo some of these sites they're not
paid site so you can get some basic
information out of a company to
understand what their structure is you
know if it's a public traded company
kind of with stock associated with that
try to understand what kind of trends
are happening with the sock it it's just
there's a lot of content out there that
you can really digest I you know and it
could be a grind you know I mean if
you're interviewing a lot if you're
going through a lot you may do these in
the first first or second ever view
you're like oh I'm excited this is my
dream job and then when you get 15 areas
and you're like I'm just gonna go you're
like no you should consistently keep
that energy because it's gonna pay off I
mean you're going to see demonstrated
results with that knowledge you know
it's good it's gonna make you a better
applicant than others and that's what it
is i mean we're were competitive these
slots are competitive we're evaluating
we're competitive or engaging and so you
need to understand when you're
interviewing you know you may be the
greatest person ever i'm from your
resume but it is a competition it maybe
it's yours to lose but it's still up for
grabs you have to be able to close you
have to be able to engage at a high
level and I I think like there's various
gaps videos hard for somebody that's old
man like me been around for a while
video has been very challenging to get
myself and my persona out there and
demonstrate you know how do you engage
over yet though you know I just you know
you sky you know Millennials there
skyping their face time and they're
going through all this explore not right
so it's understanding that you get from
there with a platform you're
interviewing skill when you're when
you're in that interview your video
interviewing is just as important as as
how you interview face to face because i
feel like the trend is upward in these
automated either live video interview
captures or these uh you know these
other posts and response video platforms
and so you've got to be able to
demonstrate that skill and it is a skill
you have to you have to work for that
you can't just assume that you're going
to be fine just by logging in you know
and it's going to be fine you've got to
be able to set a tone in a pace that you
feel comfortable displaying their
message in your brand
so true you know folks yeah as you
listen to me you know you can't help if
you've listened to suffer any length of
time you know i'm not 24 the first the
first video you do is horrible the
second video you do is horrible and then
eventually you're just like okay you
know i mean we're all reality stars now
we all have a brand understand what
brand is about make sure your brand is
consistent and like said I tell a really
good story about what what you think you
can do for that company main and be able
to say look here's I fit you know in
that company in that role now if your
desired talent if you have agencies or
headhunters pursuing you yeah yes it's
nice to be loved you know it's nice that
it's nice to be pursued but you should
do your homework as well I mean it's
just gonna make you a better a better
fit and where happiness is you I think
you know quality alive is becoming more
and more a proper decision over pay and
all these other things that are out
there understanding you know who might
work with and and what it's like what
the environments like is just as
important you know and uh you can we can
throw a lot of money at you if you don't
like your manager and you don't like
your co-workers you're probably gonna
leave and so don't take that job just
for money take that job for all those
other things you feel like are gonna
prevail in your favor that you feel like
you're going to be happy you know and to
find what that happiness is cool so I
asked a question earlier and we went off
in a completely different or I'm gonna
come back and circle back to because I
think it's an important question and
that is how was your organization
finding people like yes I do we skill
searches and stuff like that but you're
not just simply going to leave in the
foot no no no no it's not like that
though it you know it's a portion of
that you know generally like we do a
30-30 role you know it's like okay so I
like your you're thirty percent it is
referrals okay your employees if you're
not if you're a recruiter on this call
and if you're not leveraging whatever
employees that you have for referrals
with
in the company you are missing out you
know as some kind of you have to
understand that they are your
ambassadors they are your brand and and
certainly they can prevail and finding
similar type talent now is it always
going to be the best talent probably not
you know you know just and don't use
stereotypical you know I hired Joe and
and you know his brothers mike and mike
is just gonna be like Joe cuz eyes are
it's not you know and understand i
understand that comes into play but i
think like those become brand
ambassadors if you get people excited
about your roles and having a really
true good referral program in that
process and like for new hires we're
having them take pictures of their desk
you know and putting that on social
media you're leveraging you know i'm
excited about working here at west
here's where i work here's the breakroom
understand you know that you know they
are broadcasting their assignment about
the job to others so people can kind of
buy into that you know maybe it's been
awhile since people felt that way about
their job and so I think you know that's
truly a you know a mechanism that you
have to master you have to devote time
to working your 40 market taking a look
at your bonuses take a look at what
you're paying but more importantly
understanding that within your role
market you'll get you've got super users
in there you've got people that are
super social media content creators you
know some more Millennials some of them
aren't but understand that you've got to
give them the tools okay everybody's
embarrassed to refer a bad person right
nobody wants to do that but you can get
people out there developing your content
within their other social media sites
really easy as long as you're pointing
them in the right direction and making
them you know making them make it
available hey you know I'm not asking to
go talk to anybody about the role to
share this on your profile share this on
Instagram share this you know share this
on Twitter that's all you need to be
doing within your referral program you
know I mean letting them available
opening up your net in and getting that
opportunity and knowing what is
connected with that I would say we still
do direct sourcing that's a huge part
you know you know like anything else you
gotta understand who your competitors
are understanding you know you know what
works well you know in terms of
you know we're not a platinum to your
Google Microsoft you know we're co-pays
on our insurance here at work so s
corporation so it's not you know it's
not going to be the best but it's not
going to be worse but understanding
where your company fits in terms of a
salary peace and understanding you know
what talent you typically can attract at
what kind of level it is great and
direct sourcing is still it's a good
piece you know you know that cold
calling has not gone away that direct
emailing and presenting an opportunity
is not going to wait because you're
passive candidates you have to work
harder to engage them at eye level and
you got to find them at the right time
you know i mean it may be you know you
email them too early in their current
process they're just learning they don't
want to jump you me mail them too late
their vested in their 401k they're you
know they're on manager path you know
it's understanding you know where that
where that direct sourcing peace comes
from and what that ideal candidate looks
like that matches well with you postings
are here I you know it's part of our
cultural brand that we kind of push out
you know with our social media package
certainly if you're not doing videos if
you're not doing photos you're missing
it if you're thinking you're just doing
links and and you think you're you know
you can have the best well-designed job
posting ever i will tell you no one's
breathing it in to end okay it's just
not happening you know and so you've got
to be able to have a branding peace with
your job talks about your culture
associated with that that can lead to
other things so you're presenting videos
with the wit with the job post you're
presenting you know a picture we just
recently started posting pictures of
hiring managers with the job posting you
know so like we talked about that
interconnectivity of where they can be
and sometimes it's like how am I gonna
work for I'm gonna work for that guy you
know and you know if that guy's me you
know I'm gonna be decided about having
you come here at least you know but when
you're interviewing you know who owns it
and by giving up that information as an
employer gives the you know it gives the
applicant a whole bunch of research
information that they go out and pursue
so understand that you know the days of
just raw links and data is over
you got to be able to tell a story in
Edna's pictures you know the content is
out there that you have to develop and
it doesn't have to be corporate it can
be shot on your iPhone you you know you
know the success has a lovely camera you
know give that information out there so
that you know visibly you know
applicants can see it you know in number
show it's like you know you put a photo
with a job posting I think our numbers
are from 125 to 150 percent better
response rate than the link itself so
that happens um in post you know
critters the monsters the in deeds
you're seeing a lot of aggregation
you're seeing glass door you know get
into that game I ultimately like said I
think you know you can have a strategy
and use all those platforms engage
ultimately it's about a real faceted
approach to understanding you know that
you're not just using one thing that
you're doing many things and they're
coming through many different avenues to
your company to be presented you know as
an applicant depending on the market you
know I mean certainly we're out there
virtual career fairs it's certainly
something we have a unisphere project
product right now that resided about
it's taking its early adoption but I'm
o'neill's love the virtual prefer and
love the ability to sort of attend
something remotely not have that same
pressure of walking the gauntlet of
Jocelyn tears you know the tables
everybody hates that so virtually like
what we find is that nobody wants to be
told any more on the information that
they have they will they want to be able
to peruse it at their leap right they
want to be able to pick and that's
that's where we think virtual is really
making a play in terms of you've got
content out there and you know you
search what whatever you want you search
whatever company you want or you pick
what area of that company you can chat
room with a recruiter or hiring manager
and make those decisions on your own I
think like the ability of us telling is
over I don't think you could tell an
applicant anything I think the applicant
chooses what they want to see and then
you've got to have your collateral ready
to have many different formats
isn't that you know it's it's it's
interesting like if you haven't
experienced a virtual job fair you
should definitely check it out it's it's
it's having a fair amount of growth it's
not like i said it's it's not completely
saturated your but you're seeing like
the collegiate scene kind of take off
you're seeing like Big Ten and SEC and
Big East these tools are collaborating
together and they're using virtual job
fairs to present opportunities to their
stupid so it's a good time for growth I
think you know certainly the Millennials
have no qualms they love it you know
there they'll go in there and i'll pick
which companies they want to pursue in
the other ones don't get packed you know
I mean it's about presenting content
that they have interested so cool you
know we're starting to come up on the
other time with one another okay so I
just want to make sure before we run out
is there anything that you would want to
share with the audience that I have a
dash about yet um you know I I just
don't be afraid to like you know really
sort of express your personality in the
interview process you know I think like
sometimes you know this is an american
idol you know I don't want you to put on
a persona and then turn on and turn it
off but don't be afraid to talk about
things that interest you or that you're
passionate about I think sometimes in
the in reprocess people lick that out
you know I did an interview the other
day you know and got 15 minutes in the
interview and it wasn't going well and
then when I uncovered that person's
passion it became so much a better
interview you know I was able to
understand and connect that person you
know at that level and sometimes like
said applicants try to hide some of
those things you know their energy or
you know they don't necessarily you know
want to talk about you know they want to
give you information you want to hear
rather than you know what they really
have to offer what they're really
engaged in and i think that's that's the
wrong way to go about it if you're
passionate about something certainly you
know be up front you know understand you
know what excites you about coming to
that company how you feel like you can
contribute and if it's not a fit it's
not fit but you should be clear about
the expectations of what that is because
ultimately that'll be a determiner on
how long you'll stay with that company
you know if they're able to give you
that opportunity or not
I'll just say this one of the biggest
mistakes job hunters make is paralyzing
a personality because they got the
message somewhere along the line that
having a personality is wrong and that
you have to be professional well it's
just and you know there's a fine line to
do I don't know no one said I was asking
you to walk in and act like a jerk no
one's asking you to walk in you know
dressed inappropriately know each of you
knows exactly how to behave and conduct
yourself but this way of doing with
personality let it out if ya if you hide
it and you get hired you always wonder
whether or not you got hired for the act
or because they understood and you'll
never know so better to always let the
personality out get hired for who you
are as well as what you know you'd be so
much happier I think so I think you know
I think it's the number one fault that
you see especially with some of the some
of the millennial talent they've been
told you know hey you know you can't do
this you can't do that i think it's it's
it's always refreshing island when it's
genuine like hopefully you're dealing
with hrs and recruiters that are genuine
to you i always try to be honest you
know in terms of scope but when the
applicant is sincere in their genuine
you want to be an advocate for that
person that's the person you know that
the recruiter wants to carry that resume
down to the hiring manager and say you
don't like this person and here's why
you know and it's not all going to be on
the resume and so you know just
understand that that's important that
really connect with that recruiter and
be genuine about your approach super hey
Chris thank you so much for making time
today how can people tell me that about
you by West Corp the same moon the Stars
the universe all right so uh you know
certainly you can visit w WS calm back /
careers you know we were international
so you know but have about 35 locations
throughout North America as well you
know at West careers is Twitter you know
feel free to follow us we broadcast jobs
there as you know as well and you can
connect with me on LinkedIn I think it's
it's chris brown 0 37 6 or chris brown
vice president west corporation I'm
big linkedin users so feel free to
connect I always look to coach and alpha
career vice even if it's not for my role
or now for my company if people have
questions a little bit on careers or you
know on scope you know feel free to
direct messaged me I always love to help
people you know in terms of in terms how
they further their career you know it's
it's always fun to understand that you
know in the HR processed not
everything's going to leak to your
company but it will hopefully lead to
success somewhere else amen brother and
first we'll we'll be back next time if
someone else is going to be here to help
you with your job search I'm Jeff off in
the big game I don't hope you enjoyed
the nation show and if you did I hope
you leave five star review in itunes
give it a big thumbs up right a break
with you for it it helps other people
discover the same thing with stitcher
same thing with chi minh wall three
platforms if you can leave a favorable
review somewhere it will help someone
else we also want the Nisshin if you
have questions about job hunting you are
not alone most people do but they get
some little people for advice you know
friends family know people who know a
little bit more than they do so if you
have a question that job search reach
out to me through my website which is
the big game hunter dot us number one of
that a ton of information will help you
with your search and number two there's
a tab on the top that says have your job
those questions answer be happy to do it
and help make sure that you go and down
the right Road so I'm Jeff Alban I'll
give a great day take care
for more job search advice visit Jeff's
website and the big game hunter.us
that's the big game hunter.us
never
it's not a

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 1800 episodes and “The No BS Coaching Advice Podcast” and is a member of The Forbes Coaches Council. “No BS JobSearch 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.

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