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Employer Interviewing Mistakes: Not Seeing People for Who They Are | No BS Hiring Advice


I discuss one of the classic mistakes hiring managers make.

Summary

This is a video in a series that I've been doing about employer interviewing and hiring mistakes and the mistake I'm going to talk with you about is not seeing people for who they really are. That's the influence of bias, both positive and negative bias.
The person who walks in the door, who is . . . I'm going to use bad slang here . . . Drop-dead gorgeous . . . That's male or female. You see them and they are so impressive for their appearance that you go through the questions and . . . Excuse my language . . . Half-assed kind of way and, instead are mesmerized by how good-looking they are.
Conversely, you can also be adversely affected and have a bias toward people who are fat, who looks different than you, dresses poorly because they can't afford a better wardrobe, individuals of all different races, religions, backgrounds . . . And you can justify your decision based upon objective criteria . . . But, if you ask yourself the question, "if this person were drop-dead gorgeous walking in the in the door, would I give them a second chance," if you're honest with yourself, you probably would.
Let me go to the example of the person who's different than you and you perceive them negatively. You have to put your biases aside. You know, this person could be a great intellect, a dedicated individual. You want to hire a team player.? There is no more team player than this individual . . . But you're distracted because of their girth. Why is that? Because you have to get them a bigger chair? So, what? The firm can afford it. If this person is of a different religion or race than you, get to the intellect, get to their knowledge. Understand what makes them tick.
Instead of asking them to tell you about themselves, instead ask the this question instead. "So, as you look back at your life, what brought you to this moment? What was what's your background that had you enter this field and wind up in my office today?"
What you're going to do is learn about the individual and their life holistically. I've spoken about this in another video based upon a podcast called, "Reply All," that was released and made this suggestion then because it makes a lot of sense.
You know, there are things about a person and their life that you'll find out by asking them my question or the question was offered on "Reply All," instead of tell me about yourself. You'll find out about what brought them to this point.
What their training was. What their education is. How they wound up and being the first in their family to have this experience or how they stumbled into this career, but it got adopted by someone who trained the heck out of them.
I remember there's a guy in New York I met many years ago who used to adopt . . . I'm putting that in air quotes . . .A number of young Inner city kids and train the heck out of them in network engineering. He had a data center in his brownstone and would bring the kids in and train the heck out of them. They would work for him for nothing because they loved the education that they got and they all went on to great fields.
Did any of them have a comp sci degree? No. None of them even had degrees . . . But if you look at their resume you'd go, "where have they been working? No degree. Delete."
But you'd find out if you actually talked to them about how they were involved with providing communications to the Baltic Nations at times when the Soviet Union, the old Soviet Union was trying to block them from being able to have international communications or how each of them broke the networking blockades that existed on their banking systems that the old Soviets had Implemented and what their part of it was. You'd never know that unless you actually talk to them and asked the question like the one I'm suggesting.
So, take the time to get to know someone. Don't just simply respond impulsively and reflexively which basically involves no thought. It's a conditioned learning response that's keeping you from getting the person that you really want and need.
So, get out there. Experiment a little bit. If I'm wrong from your vantage point, no harm. no foul, right? No one gets hurt. You're still going to get the same information and you may still reject them, but following my lead here, you're going to learn a lot more about a person and their background and see really from that story much better than you'll find through your standard questions about fit

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

NoBSJobSearchAdvice.com

A Question About Discrimination | NoBSJobSearchAdvice.com


Listen to the full episode here::
http://www.blogtalkradio.com/thebiggamehunter/2018/11/08/a-question-about-discrimination-nobsjobsearchadvicecom

EP 1280 When hiring, are you allowed to deny people on a bad personality?

Summary

"When hiring, are you allowed to deny people on the bad personality where, if they don't embody the company image, even if they meet the paper requirements."
I want to break this question down into a couple of different components.  The basis of the rejection is your personality, not whether you have the skill… The company image… I'm confused about that but I will try to sort through as I talk.

Discrimination exists, under US law, based upon a number of criteria.  Some states have added additional criteria onto the initial federal wants.  As long as the form of discrimination. Any of those laws, it is not, by definition, discrimination.  It may be discriminatory. It may reflect ignorance, but it is not legally discrimination.

In this example, a person meets the paper requirements and we don't know whether this person displayed their knowledge poorly on the interview.  We are just going to look at what we know here.  This person believes that they were turned down based upon personality and a 2nd criteria.

Personality is not a discriminatory category under any criteria I've ever heard of.  Firms are allowed to evaluate people for "fit" as long as that doesn't fall into a discriminatory category.  For example, we don't think you fit in because we only hire men.  Another example would be your gay and we only hire heterosexuals.  And, of course you are black and we are white or your white or black.  What do you know about our culture without actually giving them a chance to demonstrate that in the course of the interview?  That would be clear discrimination based upon it. Personality… No.

Company Image?
I had a question based upon the phrase, "the company image."  They don't embody "the company image."  I'm wondering whether this is a question about weight and whether this person might be profoundly obese, for example.  In certain states, that behavior might qualify as discrimination.

Ultimately, you have to prove that was the criteria for being rejected by this organization.  That is a hard road to take.  In terms of weight, to my knowledge, an attorney would know this better, you can't use the excuse of, "No one at this firm is morbidly obese."  That's a term that I've heard used, to describe someone who was extremely overweight.  They are at the point of risking death by being that overweight.

Again, if you really believe that this is the case, consult an attorney and see what they have to say.  Find out what it would take to prove your case if the issue is about you being extremely overweight.  See if that would allow you to become a part of a "protected class" under state or federal law.  If you live in a bigger city, you might be protected under local law, as well, because those laws are added on top of the original federal law.

I'm sorry to be more specific, but I think this becomes a way to evaluate whether this is a case of discrimination and whether firms can do it.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

episodes and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

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 LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

NoBSJobSearchAdvice.com
NoBSJobSearchAdvice.com

of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.” 

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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.

A Question About Discrimination | NoBSJobSearchAdvice.com


Listen to the full episode here::
http://www.blogtalkradio.com/thebiggamehunter/2018/11/08/a-question-about-discrimination-nobsjobsearchadvicecom

EP 1280 When hiring, are you allowed to deny people on a bad personality?

Summary

"When hiring, are you allowed to deny people on the bad personality where, if they don't embody the company image, even if they meet the paper requirements."
I want to break this question down into a couple of different components.  The basis of the rejection is your personality, not whether you have the skill… The company image… I'm confused about that but I will try to sort through as I talk.

Discrimination exists, under US law, based upon a number of criteria.  Some states have added additional criteria onto the initial federal wants.  As long as the form of discrimination. Any of those laws, it is not, by definition, discrimination.  It may be discriminatory. It may reflect ignorance, but it is not legally discrimination.

In this example, a person meets the paper requirements and we don't know whether this person displayed their knowledge poorly on the interview.  We are just going to look at what we know here.  This person believes that they were turned down based upon personality and a 2nd criteria.

Personality is not a discriminatory category under any criteria I've ever heard of.  Firms are allowed to evaluate people for "fit" as long as that doesn't fall into a discriminatory category.  For example, we don't think you fit in because we only hire men.  Another example would be your gay and we only hire heterosexuals.  And, of course you are black and we are white or your white or black.  What do you know about our culture without actually giving them a chance to demonstrate that in the course of the interview?  That would be clear discrimination based upon it. Personality… No.

Company Image?
I had a question based upon the phrase, "the company image."  They don't embody "the company image."  I'm wondering whether this is a question about weight and whether this person might be profoundly obese, for example.  In certain states, that behavior might qualify as discrimination.

Ultimately, you have to prove that was the criteria for being rejected by this organization.  That is a hard road to take.  In terms of weight, to my knowledge, an attorney would know this better, you can't use the excuse of, "No one at this firm is morbidly obese."  That's a term that I've heard used, to describe someone who was extremely overweight.  They are at the point of risking death by being that overweight.

Again, if you really believe that this is the case, consult an attorney and see what they have to say.  Find out what it would take to prove your case if the issue is about you being extremely overweight.  See if that would allow you to become a part of a "protected class" under state or federal law.  If you live in a bigger city, you might be protected under local law, as well, because those laws are added on top of the original federal law.

I'm sorry to be more specific, but I think this becomes a way to evaluate whether this is a case of discrimination and whether firms can do it.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

episodes and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

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 LinkedInLike me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

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

NoBSJobSearchAdvice.com
NoBSJobSearchAdvice.com

of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.” 

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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.

No BS Hiring Advice

Stupid Hiring Mistakes: Trying to Hire for Fit | No BS Hiring Advice


I attack the notion of firms hiring for “fit.”

Summary

Hi, I'm Jeff Altman, The Big Game Hunter and I was a professional recruiter for what seems like a hundred years. And, today, I want to talk with you about what I call a stupid hiring mistake and most firms make it all the time and justify it in a million different ways. And that's the notion of hiring for fit.
Now, most of you have very good rationalizations for what you're doing and that's what they are– – rationalizations. That's because, the fact of the matter is, you have no clue about how to hire for fit and I can demonstrate that by say there's a statistic I've seen for a number of years that said almost 80% of you,a year after you do a hire have regrets about it.
Now. I assume that you measure whether or not this person had the knowledge or skills to do the job. But, there was something about them where their behavior, where they're fit didn't fit. So let's look at how you're assessing for fit .
Often, it's an excuse for looking at oral communications which translates into bias against people who are not US born or in the country that you're watching this video from. So, you have a notion that this person's accent is too hard to understand and people won't like it and, here's the saddest part, it will look bad upon you.
Now, if they have legitimate comprehension skills problems,I've got no issue with that. But most of you have a bias about accents. You have a bias about age. How can this 55 year old man or woman fit in with us who are in our 20s and 30s? They won't be able to relate to us. When, in fact, you would wind up being challenged by them because they have knowledge and experiences that you've don't possess or you're afraid that they're going to act like know-it-alls.
Those are just two simple examples.
We can go to race examples where the all-white organization or the all-black organization will have problemshiring someone who is different than them. It goes on and on and on. They won't fit in. They won't like the music we play. They won't like our jokes. These are all excuses that were used for all male organizations to not hire women for so long. That's worked out pretty well!
I'll also say that those differences may be the very thing your organization needs so that it doesn't have homogeneous thought, that everyone isn't thinking alike because, I think if you're honest and you're hiring manager or an HR professional, you look at organizations that are pretty homogeneous and everyone gets along perfectly and no disagreements about ideas and you have to question who's giving this manager any sort of input that's challenging to them.
And you need to have challenges. It's kind of like, in politics, you know a person is elected to the presidency and they surround themselves with people who just agree with them. No one challenges them. They miss things. You need to bring in different people into your organization. Again,If there's a comprehension issue and and you are concerned about oral communication and they don't understand?
Well ,again, that's one thing. Too many mistakes will occur because they don't understand what you're saying. Or, you have an accent that's too thick for them to understand. I want to remind you about that one.
So again, look at whether this is a bias that you have. Investigate by bringing someone else in to the process whos's a peer.T ell them this is what your concern is. If they voice the same bias,I'm tellingyou what that is is a bias. You can't sugarcoat it and whether it's ageism, racism, whatever the bias is, you need diversity of thought. You need people who see things differently than you and, if they don't have the skill that you need, again, that's a fair reason for turning someone down.
If someone my age can't write the code that you need them to write and someone who's 27 or 27 and from a particular community in Pakistan is able to do it far better than I you should hire the guy
Absence of a degree was another example of bias. What would that degree have given him that his experience defending our country wouldn't have. A certain way of approaching the problem? You don't know that because you haven't asked him about how he approaches cybersecurity. It would take a ten-minute phone call for you to feel comfortable or to determine that it wasn't the correct background but a firm didn't ask. They just rejected because of the absence of a degree.
Don't be foolish. Challenge your assumptions and look at things through fresh eyes. After all, at the end of the day, you have a goal in mind. Sometimes the person who is best suited to help you meet that goal got their training at Coursera. They got their training online at a different online Academy and can do great work. But because you had the privilege of going to college because Mommy and Daddy could afford it or, you were willing to take out the loans and pay them back or not. you went to college and another person didn't.
So, I'm Jeff Altman. I'm giving you a tough tough love here. Visit my website www.TheBigGameHunter.us-- there's a lot there that you can learn from it will help you with staffing more quickly. .
I'm Jeff Altman, have aAltman great time. Take care.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes, “Job Search Radio,” “and his newest

Jeff Altman, The Big Game Hunter

show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

No BS Hiring Advice

Look Around Your Organization | No BS Hiring Advice


In this video, Jeff Altman, The Big Game Hunter encourages you to look around your organization and notice any patterns in hiring.

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

 

No BS Hiring Advice

An Unrecognized Bias in Hiring | No BS Hiring Advice


I speak about a prejudice that hiring managers have when interviewing.

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for what more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1100 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complementary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

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.

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.”

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

For more about LinkedIn, order “Stacked: Double Your Job Interviews, Leverage Recruiters and Unlock LinkedIn.”

 

Do You Think It’s Age Discrimination?


Listen to the full episode here:
http://webtalkradio.net/internet-talk-radio/2017/08/28/job-search-radio-do-you-think-its-age-discrimination/

Jeff Altman, The Big Game Hunter speaks to older workers about how to deal with age discrimination.

​Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching or interview coaching from me? Email me at JeffAltman@TheBigGameHunter.us
and put the word, “Coaching” in the subject line.

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 on function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn http://bit.ly/thebiggamehunter

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!​​​

The Box and The Buffet (VIDEO)


People try to define people based upon nonsense and fantasy. Here I try to encourage you to break out of the limitations but not fill your plate so fully that you get nothing done.

Summary

call this video, "The Box and The Buffet;" you'll understand why in a minute. I've done a previous video called, "The Box" about the conditioning that we receive from the time that we are small. It's about the conditioning of the school system in the workforce that tries to define us in particular ways.

For example, in the school system, we are told, "shut up. Do what you're told. Regurgitate a bunch of stuff or else…" It progresses to, "or else you will get into a good school." "Or else you'll get a good job." Eventually, you get a good job and one day you're fired. Even though you did good work and wonder whether that's all there is.

The box also goes on in different ways. It goes on and is part perpetuated by people and their expectations of you. For example, if I sent to you (I'll use my own experience and my old profession of recruiting as an example), there's a certain expectation attitude that people have when they hear the term "recruiter." If I describe someone is being Italian or Irish or black or Latino or a programmer or an accountant or a developer, they live in a particular place that is either a place for other less successful people or more successful people live in, on and on and on. We attach certain expectations onto people based upon nonsense. I can only call it that because we don't know the person.

We start to assume that they are poorly educated. We start to assume that they behave in certain ways. Even though we know nothing about them. I want to encourage you (1) not to take this stuff on and to be yourself with all your loudness or quietness, to be "multi-passionate" if that is how you feel . Sometimes people have the expectation (I use another stereotype here) that the programmer will be a certain personality type and may instead be "loud and boisterous," or love to cook. They possess all these different qualities that are different than what people's expectations are of them. Like someone being Irish, and something else. Black and something else. Don't take it on! I want to wake some of you up and point out that you put these labels onto people, but these expectations onto people based upon pure fantasy on your part. On the other hand, for individuals,

On the other hand, for individuals, there is the example of the buffet. Once you start to rebel from some of the stereotypes that are being templated on to you to make it convenient for others but where they don't see you, I want to encourage you that, like at the buffet, you take on as much on your plate as you can actually eat. Not to try to do so much that you are unsuccessful at all of it by your definition. One thing I do know is that a glutton becomes beyond satiated. A plate with so much food that you can't eat it becomes unpleasant because you feel unfulfilled.

I want to encourage you to have all your passions and work on them and enjoy them but not take on so many of them that you take on too many of them and accomplish none of them. Sometimes, that will take coaching to support you with that.

Some of us, myself included, have lots of different passions and things that we enjoy and things that float our boat. Sometimes I need to slow myself down and get encouragement to do that or also take on so much that I get nothing done.

Bring a coach into your life. Let me help you... Or pick someone else.

Jeff Altman, The Big Game Hunter is a coach who worked in recruiting for what seems like one hundred years. He is the head coach for JobSearchCoachingHQ.com and NoBSCoachingAdvice.com

Follow him at The Big Game Hunter, Inc. on LinkedIn for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.

Connect with me on LinkedIn

Follow The Big Game Hunter, Inc.

For more No BS Coaching Advice & encouragement, visit my website.

Ready to schedule your first coaching call?

Do You Think It’s Age Discrimination? | NoBSJobSearchAdvice.com

Ep 643 Jeff Altman, The Big Game Hunter speaks to older workers about how to deal with age discrimination.

Summary

This is a podcast for older workers that stems from a conversation I had yesterday with someone who had been in his 50s and interviewing, not getting results that he wanted and not really sure what his problem was.

To start off with. I asked him to break down where he thought things were collapsing. Here's how the model works. If you are not getting interviews, the problem is your resume. If you are getting it invitations for phone interviews but not in person interviews, you don't do a phone interview as well as you might like. If you're getting in person interviews but not being invited back for 2nd interviews,, you don't really interview as well as you think you do. We could go on and on.

I said to him, "When you stop and think about it, where is it breaking down for you? Where are the problems coming up in your search?" He came to realize it was his interviewing.

Once you identify this problem, I could feel his confidence build up because he had figured out that he really didn't interview as well as he thought he might have.

He has been a hiring manager no less. And, like most hiring managers, he had the belief that he knew how to interview because he had hired people. However, when you put people on the side of the desk, they often don't interview as well as they think they do. Then, they start to blame age discrimination as being the issue when their lack of preparedness is the real problem.

If you think is age discrimination. Most of the time, I'm not saying all of the time, most of the time it isn't. What it is is your lack of preparation is the real culprit. As a result, maybe it might be a resume… You haven't really studied how to write a resume. You're not getting them critiqued. If you are getting phone interviews, you think he can just kind of wing it through the phone interview and you haven't really rehearsed or practiced how to answer some of the questions you would be typically asked..

I want to encourage you to not fall prey to the self-pity trap of "I'm too old," or the assumption of age discrimination. Yes, there is but most of the time it is you. The lack of preparation and your lack of effort to get yourself ready is the real culprit.

Jeff Altman, The Big Game Hunter is an executive job search and leadership coach who worked as a recruiter for what seems like one Jeff Altman, The Big Game Hunterhundred years.

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