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No BS Hiring Advice

Hiring Myths | No BS Hiring Advice


On this show, Jeff looks at a few of the myths firms engage in when they hire people.

(NOTE: I NO LONGER DO RECRUITING)

 

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
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. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named 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? 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.

 

No BS Hiring Advice

The #1 Mistake Hiring Managers Make When Interviewing | No BS Hiring Advice


I worked in search for more than 40 years and filled a lot of positions–more than 1200 full time plus consulting and interim roles. This is by far the biggest mistake you as a hiring manager make

Summary

I'm surprised I haven't done a video around this topic, but I picked up on it. And here it is. The number one mistake employers make. The number one mistake hiring managers make when interviewing people.
I want to start off with a story from when I started in search. And this is back in the Stone Ages, pre-computer, pre-fax machine. Way back when and there's a guy who trained me and there were three of us who were starting in the field at the same time and he says something that was . . . he asked three questions and the first one was, "how do you tell a job applicant is lying to you?" Most of us know they are prone to exaggeration. So the correct answer he offered was, "their lips are moving."
The next question was, "how can you tell a recruiter is lying to you?" Their lips are moving and lastly, and this is the one that I want you to hear. "How can you tell one of your clients is lying to you? Their lips are moving.
Now, you may not think you're a liar. You may not think you're lying to the candidates that you're talking to. But, the fact of the matter is, you're finessing the situation. What you're doing is minimizing some of the problems that you have, or you're not even disclosing them.
I know this for a fact, because, having worked in recruiting for as many years as I had, I've never ever heard a hiring manager ever say to a job hunter, "You know, you're stepping into a maelstrom. As a matter of fact, I've just taken over this group and my predecessor got fired and her predecessor got fired. And it doesn't take a genius to figure out my butt's on the line and I'm trying to hire someone to save it.
NO! Everyone talks about a terrific opportunity with a great company. We help our people grow! Have I mentioned, we're like family around here, even though you've got a group of lunatics that you absolutely love.
So, the number one mistake that you're making is you're setting people up for failure, you're setting them up to be disappointed and to not trust you. Although you may fill the job, and that's only the beginning of the relationship, the next part of the relationship is getting them to perform.
How much do you think they're going to trust you if they find out on week one, all the problems in the office? I know when I worked in search, I changed firms at the end. I joined an organization . . . well I left the firm where there were a bunch of lunatics, but I was told about this mature group of people, you know, very wise, very smart, very capable, and I know what they were. They were nuts! Nuts in different ways and the owner was nuts in different ways. But that's a different conversation.
My surprise caused me to never really want to listen to the people I was working for. I just kept my head down. I helped my clients fill positions and did a great job. But there came a point where I couldn't take it. I left
What do you think is going to happen to people who you hire? You think they're going to listen to you because, Lord knows, that it wasn't my experience. What I chose to do was nod my head and give them a back 75-80% because I felt, shall we say, screwed over.
Your big mistake is you don't confide your problems, particularly to leadership candidates and, if you're hiring senior professionals, they need to know what they're walking into.
A classic story. It doesn't involve me, except that I took the phone call from this guy. He had been a client of mine. And he joined an organization where they withheld the fact from him that he was taking over a large business unit, a large function where 80% of the money had been spent on this one particular program that he was going to be running but only 20% of the work had been done!
I got him out of their as fast as I could, because he was the "Fall Guy" and no one should ever be put in that position. How do you put people in that position by withholding information? Or, shall we say, "finessing the truth" a little bit sometimes.
Be honest with folks. Tell them, "hey look, not everything is going to be perfect. We do a lot of things well and, at times, we're not great. As a matter of fact . . . " and then you tell them some story about some lunatic behavior.
Do you think they'll trust you that much more instead of all these people with the "happy smile button faces" that all talk about this great opportunity with a terrific team of people. "We're like family around here!"
Stop lying. Seriously. Stop lying. Stop embellishing the truth. Stop trying to "finesse" situations and just give people the straight scoop about what they're walking into. You will get more out of them. They will trust you more, you'll be seen as the leader that you want to be seen as.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

No BS Hiring Advice
No BS Hiring Advice

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. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named 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? Connect with me on LinkedIn. Then message me to schedule an initial complimentary

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

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.

 

No BS Management Advice

Employee Engagement Problems? | No BS Management Advice


I was listening to a podcast about an employee engagement and realized you have a bigger problem than employee engagement.

Summary

I was listening to a podcast this morning and there was a reference to employee engagement. You know how sometimes you have those moments where the bell light goes off over your head?
Well, I realized that an employee engagement is a symptom of a problem. And the problem is you're hiring employees that aren't engaged or you're hiring engaged employees and turning them off. One or the other. When you think about it, that's the only reason you need to create employee engagement programs. You made a mistake in the hire. We've taken engaged employees and caused them to be "cogs in a machine."
Do you really want cogs in a machine? Is that what you're looking for? That you can hire disengaged people and not worry about it? But, if you're trying to hire engaged people, you've got a systems problem somewhere along the line.
Now, on the interview side, there is there's a very simple way you can hire engage people or identify engaged people. And you can very simply say, or have your manager say, "you know, as an organization, we don't believe in the notion of employee engagement. What we believe in is having engaged employees but not forcing them to be engaged. You see, our belief is engagement has to come from the inside, not from the outside. We can't suddenly make a person becoming engaged. How have you been engaged in the past? What's caused you to be motivated and engaged at previous organizations?"
Simple question, but it puts the onus back on them to demonstrate those qualities to you. And if they sit back and go, "Well . . . " You know where I'm going to go with this so I don't need to repeat it. You get the idea. You don't want to hire those people. If employee engagement is really important to you, conversely, you don't want to destroy your employee engagement with systems and processes and procedures that kind of turn people off.
I'll say point blank to you applicant tracking systems are symptomatic of organizations that are going to be so bureaucratic and so system . . .
"I know! I know! But we gotta do this. We've got compliance reporting." Well, you can have them do it on the way in as part of completing the application. Yes, and you can have an explanation for why it's necessary for government reporting that you can sell the person at point of engagement, at point of contact with that because after all, applicant tracking systems really aren't engaging. They're like filling out a form. You can say something there. "This is the last time you're going to experience this kind of a headache. Yeah, we know applicant tracking systems are awful. However, US government makes us supply certain types of data about all the people that we interview. So, I'm sorry. Blame the government."
So it's a simple way and you can do it in a more polite manner than that. However, when you think about the employee's perspective, they suddenly go, "Hmm, there's a human being there. Yeah, someone who thinks like we do." And, suddenly the light goes off that you're different because no one does this thing about how you can present your organization as a culture, not that has to create employee engagement out of the blue, but wants to hire people and keep them engaged the inside out that from the outside

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

No BS Management Advice
No BS Management Advice

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.

 

No BS Hiring Advice

Stupid Recruiting Mistakes (for Hiring Managers) | No BS Hiring Advice


So often, hiring managers make costly hiring mistakes.

Summary

The reason I'm doing this video stems from a session I did this morning with someone who owns a business, made a hiring mistake and reminded me that there are some things many managers, many business owners do that causes them to make poor judgments, make poor decisions that proves so costly. So I thought I would cover a couple of different alternatives that can be painful in an effort to try and help you head them off.

The first thing starts off with-- have you formulated a list of criteria that you're going to use, a number of requirements that someone must have, for being qualified for the role and then, from there, have you figured out how you're going to evaluate for them?

You know, for many people, they have this list of skills that's fairly ambiguous, the questions they asked

Every from interview to interview bias creeps in, they wind up making mistakes and wonder what went wrong. Standardized interview questions that you probe for to get clarity works far better than doing an ad hoc interview where you spontaneously decide what to ask. That makes no sense. It's where mistakes occur because, often, what happens is that people forget to cover certain things and wind up hiring someone who has skilled deficiencies.

So, always take the time to select the criteria, the requirements necessary for the role and how specifically you're going to evaluate

also when you interview you miss the signals that are being sent. So for example, for this person who operates a business that's really very fast paced, he chose to ignore this

signal that this person wanted something, shall we say, a little bit more contained, not quite as busy as he was stepping into. The result was, it was a failure. He chose to ignore what he said to him, because the person was the husband of an employee, and yada, yada, yada . . . it was a big failure.

Going into the interview, you forget to prepare or you fail to prepare. You forget to cover the points to test whether or not they actually have the requirements for the job. You don't really evaluate people adequately to know what their real skills are and where the their deficiencies are. I'm not suggesting to ignore deficiencies, but you need to know what they are the see if they're insurmountable problems.

Another thing that people do is I keep posting ads in the same place and the result is the same "merchandise," the same people keep seeing the ads over and over again with the result winding up being, dealing with a pretty thin labor pool. Always post outside of the normal sites that you use. Always broaden it. Drop off the ones that are failing. But, ultimately, you want to be going to different places than you always do.

Another thing people do is they don't phone interview or video interview and, thus waste an inordinate amount of time at the first interview that could have been done by phone but, because they feel compelled to talk to everyone because they're there, they keep them around much too long when a decision has been made in 10 minutes, that person hangs in for 40 because the person's too embarrass the bring it to a conclusion. Always be prepared for your interviews.

They have too many people involved in the process, as well, evaluating and assessing talent, and, often, those people are unprepared because you haven't told them that they're going to be interviewing. So, the result winds up being that they they do too much talking. They don't do enough listening . . . which brings me to the next thing which is talking rather than listening.

So often, hiring managers start over-talking about the opportunity. The result winds up being the more they talk the more they like you but you're not as a hiring manager learning anything about the person if you were talking.

Always put yourself in the position where you're the decision maker and, instead of just simply flapping your gums, what you're doing is evaluating people.

The last point, and this one I can't stress enough, they don't check references. So many hiring managers skip over that with the result being that people are hired who are other people's thieves, scoundrels, and worse so I'll just simply say, always check a reference before you consider hiring someone.

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.

No BS Hiring Advice

Hiring and Interviewing Mistakes That Are Made WAY Too Often | No BS Hiring Advice


I talk about a few of the mistakes both HR professionals and hiring managers make WAY too often.

Summary

This is a video that's designed to speak to hiring organizations, but HR and hiring managers, neither of us are immune to making these mistakes. I want you to hear that loud and clear. Don't point fingers at the other. I'm telling you, I've seen it out of both sides. So here's a couple of things that I have run into pretty regularly, that organizations do way too often.

So, the first one and this one is particularly grievous, especially in this time of social media is making a promise you can't keep. Now, you know, there are sites where people can be critical and have an audience.

Like when I started recruiting in the 1970s (yes, 1970s), there was no venue, no public forum other than complaining to friends about what's happened. But, now their is. And if you don't think that people share stuff like this, where people are burned, you are sadly mistaken.

As a hiring manager. I know you're desperate to fill a slot and need some help. As an HR professional, I know you've got some metrics and you have a hiring manager and your boss breathing down your neck to fill the job. Don't make a promise you can't keep, that you have no control over because, eventually, it's going to come back to haunt you and your organization.

Another mistake that I see happen (and this one tends to be more about the hiring manager) is hiring someone for the wrong reason. Now, you know, the classic example is Aunt so and so has called you up about their niece or nephew who's a wonderful human being . . . That's a classic example.

But here's another one . . . that colleague of yours who has someone that they networked with, that they've known for a long time who really could do this job and you don't interview them as thoroughly as you do somebody off the street. As a result, you trust their judgement to social proof without putting them through a wringer to evaluate them as thoroughly as you might a stranger. You can't do that.

Just because someone else provides a testimonial doesn't necessarily mean that they're right for you in your particular needs. So, get in there and really assess this person hard and fast and deep, and then make a decision about them. And if you decide not to go with this person, very simply explain to a colleague where the deficiency was. Let's see if they can speak to it because sometimes they'll say, "Oh, you're right. They don't really have that kind of a background. Thanks for bringing that to my attention." They will appreciate your honesty for coming to them directly.

And that, of course, leads to the not conducting a thorough interview by not being prepared. So I know you're multitasking and you're coming out of a meeting and there are four people at your door and there's someone in the reception who is waiting to talk to you. So recognize that you need to just take a minute or two to settle yourself, focus in on this person and focus on the resume

Get clear about the standard questions that you want to ask and, based upon what you hear, the atypical questions, the follow up questions, you might want to be can make sure you cover those points based upon what you see on the resume and the little things that may give your hesitation.

Lastly, a mistake that people make is expected way too much out of their staff. You know, a person comes on board and you expect that an individual to come in, they've got great qualifications, but they've got an emotional side as well . . . and they're not machines and they're not going to work 90 hours a week and make it look good.

Recognize that, sometimes, just like you're exaggerating the job a wee bit, they're exaggerating themselves a wee bit, too. And if you're going to demand superhuman effort from them, and pay them average money, you're barking up the wrong tree and you're going to be disappointed.

There's a lot more variances on that, but you get the idea. At the end of the day, if you expect way too much out of your people, All they do is burn them out, piss them off and make them leave.

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

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

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

No BS Hiring Advice
No BS Hiring Advice

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.

No BS Hiring Advice

Hiring Mistakes You Need to Correct


On this show, Jeff looks at some of the mistakes you’re making so that you don’t lose that person you really want to hire.

This is a “best of” episode. Any reference to my doing recruiting is no longer accurate. I now coach businesses and individuals to be more effective with hiring, job search and their leadership.

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 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.

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

 

No BS Hiring Advice
No BS Hiring Advice
No BS Hiring Advice

New Hire? New Problem? | No BS HIring Advice


Jeff Altman, The Big Game Hunter offers up the best solution for what to do when your new hunter becomes your new problem.

NOTE: There is probably a reference during the show to my being a  recruiter. I no longer do search; I coach people and organizations.

Summary

I'm back with No BS Hiring Advice, which is actually, on this show, a little bit different than what I normally do and it's about dealing with your mistakes.
You see, you know you make mistakes when you hire because it's a tough tough thing to do and statistically . . . well, I'll simply say, this video is triggered by a podcast I was listening to where the person doing the show was relating a story from the UK about a young woman who was hired for a job. It was a job at a pizza place as I recall and you know, she was talking about how she was going to start her crappy job tomorrow and put it out on Twitter and the guy who owned the pizza place said, "thanks, but you're not starting a job tomorrow. You're fired before you start."
Now, in this day of Twitter, that's not a bad thing to have happened. This person recognized that this person had already decided the job is going to stink and who's going to be a problem person.
What do you do about problem people? You know, they join the firm and, suddenly, you have a person who complains and moans all the time. Why don't you deal with that right away?
You have a person who has sold themselves as being capable in one thing and then you discover within a short period of time that's are they are not capable. Why is it that you go out of your way and bend over backwards to try and help them suddenly become the human being that they're not. Just concede the point. Admit the mistake.
I remember in a situation. I had in an agency I worked at there was a person who was working for me and I made a mistake. I made a mistake first in firing them and then saying to myself, “you know, maybe this person is better than I think and all that happened was in making the mistake to keep them. They reverted to the mean and wound up being a poor performer. When a person's on their best behavior and, suddenly . . . or supposed to be on their best behavior at the beginning of their employment and they're a pain in the derriere, get rid of them. They’re suddenly not going to adjust. Suddenly, they're not going to see the light of day and go, "Oh my goodness. This is a great place!" It doesn't happen that way, does it?
If this person doesn't know what they claim to know, and you talk with them about it and suddenly, you discover this person's a jerk, get rid of them. Don't waste any time because, at the end of the day, you're going to be taking away from your performance to get this person up to speed instead of devoting all of your attention to the top performers and stroking them and encouraging them. All they're going to discover is you're taking your eye off their ball and going to this loser, this problem person, and you're not going to get anything out of it.
You're certainly not going to make the silk purse into a sow's ear. So, I’ll simply said recognize your mistakes quickly and get rid of them

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.

 

No BS Hiring Advice

Interviewing Mistakes By Hiring Managers | No BS Hiring Advice


Jeff Altman, The Big Game Hunter discusses two types of interviewing mistakes too many managers make.

Summary

I'm back with more no BS hiring advice to help you as an HR professional, hiring manager or small to mid-sized business owner be more effective with your hiring process. Now, one of the most . . . It's actually a combo mistake . . . There's parallel mistakes that you as an interviewer may make . . . And you'll understand what I mean in a second . . . One mistake that you tend to make is your questions aren't insightful enough and often that's because you're not as well prepared to evaluate and assess what you need. You know, I can say to yourself. "I need such and such," but you haven't figured out how to evaluate for that as of yet and, as a result, the questions you tend to ask are superficial. Thus, you don't get enough information from the person you're interviewing to really make sense for yourself. As a result, and you'll see now how a piggybacks, as a result of not asking deep enough questions, what often happens is you start to talk about yourself. On one of my job hunter videos, I point out that the more you talk-- meaning you-- the more you like them because you're talking about yourself .You have this emotional transference as they say in psychoanalytic terminology to the candidate because you're talking about a pleasant subject for yourself. Your job is to evaluate and assess and determine whether this person's qualified. Fit. I'm not as big a fan of because most of you aren't equipped to evaluate fit other than you like this person and you think so and so in the Department's going to like them ,too. Even if you bring so and so over for the interview, they don't know how to interview any better than you do .Sometimes even worse! So, the result winds up being you wind up that having these mishires that are very costly. Again, get into details with people about what they've done, how they went about doing it and, if there are objective measures of qualifications, ask lots of questions and/or, for less experienced people, giving them written tests that will allow you to scope out whether they have the knowledge that's involved. Not doing that has you contributing to the statistics about more than half of all hiring managers regret hires that they've made.

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.

No BS Hiring Advice
No BS Hiring Advice

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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.

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

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No BS Hiring Advice

Hiring Clones of Yourself | JobSearchTV.com


Jeff Altman, The Big Game Hunter discusses the mistake many managers make by hiring clones of themselves.

Summary

Today, I want to speak with you about a mistake that hiring managers make when they're trying to fill positions. What's that mistake? The mistake is really very simple. It's the mistake of trying to hire a basic version of "Mini Me." You know a personality clone of yourself, a skills clone of yourself, rather than looking at someone who will complement your abilities rather than complement your personality or your skills.
Let me give you example. If you work in an organization where everyone is visionary and you don't have someone whose feet are grounded, well, you need to hire someone whose feet are on the ground who can look at the details and not just simply "the big picture" in order to bring these ideas to fruition, right? Well, a lot of organizations make that mistake. The managers look for clones, interview that way. They're looking for identical personalities and they want to hire "a puppy." So, my encouragement is look for someone different. Look for someone who could fulfill your vision. Someone who can Implement your ideas if you're a visionary.
If you're a detail-oriented person, look for someone who's got a big picture approach. And if you'd like to know more about this, there is a wonderful book that's out now called, "How The World Sees You," by a woman named Sally Hogshead. she is identified a series of personality types that exist in the world and encourages people to be more of themselves, but from there, look for people who will complement that individual.
So remarkable and an easy read, she willoffer you a free copy of her exam, as well. No idea for your own personality match, but that's for another time. I'll just simply said look for people who will complement you rather than "Mini Me's."

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.

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

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 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)

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.

 

No BS Hiring Advice

Stupid Hiring Mistakes: Trusting First Impressions | No BS Hiring Advice


I discuss another stupid hiring mistake employers make . . . and it’s more textured than what you think.

 

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

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

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.