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No BS Hiring Advice

Acting Like You Care | No BS Hiring Advice


We live in an age where there are 87000 different ways you can get your coffee at a typical Starbucks. How many different kinds of pizza are there?

Summary

We live in a time where we can get anything customized to our taste. Want a Starbucks coffee? You can get it in hundreds of different combinations? Order a pizza? Lots of different combinations, right? And not only that, there are lots of different choices of coffee, lots of different choices of styles of pizza. Food prep. Gluten free, with gluten, dairy, vegetarian, vegan, all sorts of different things. We can have a customized experience presented to us, right?
And you take people into your organization and put them on a conveyor belt so they turn into a salami at the end. What you're doing is taking them through a process, a process that is completely impersonal that doesn't have any feeling to it. All it does is you're processing people.
And if you don't believe me, one day, send in a relative and have them go through the experience and have them tell you what it's like to be a candidate going through your organization. You will find that in this day of personalization, your hiring process is a little different than making. I'll go back to salami. That all you're doing is chopping up pre-chewing and sticking it into that wrapper and sending it out the door.
Is it any wonder that when you're making offers to people, there's not a lot of enthusiasm? Because what's the difference between you and the other industrial manufacturers because that's really what you've become-- an industrial HR organization.
We expect personalization and customization in every area of our life, and you give us industrial work, we don't want that. Take your process and see where you can bring humanity into it, again. Don't think about and adjust data and how they have to fill out forms for compliance. Think in terms of what you can do to help them have an experience where they want to join.
For you in HR, for you as a hiring manager, if that takes an extra three minutes of your day, where you actually pause for a second and say something that's human to them, and friendly to them, instead of seeming rushed and haggard and you know . . . I think the best way to put it is exhausted.
It makes sense and it will serve you for just a couple of minutes to connect with others, person to person, and give them that customized experience because, even if you don't hire them, they're going to go out into the world and go, "man, I really wish I could work for (fill in the blank). They were fabulous. That manager I met with really seemed to care. And I want to do better next time."
They tell their friends and their friends want to be interested. "I want to join you." That's really what you want. You want to create a demand to join the organization.
This industrial process that you're sharing with people isn't cutting it.

 

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 1400 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? Schedule a free Discovery call.

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. 

No BS Hiring Advice
No BS Hiring Advice

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.

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

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.” 

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.

NoBSJobSearchAdvice.com

What Do Employers Search For? Technical Skills or a High GPA? | NoBSJobSearchAdvice.com


Listen to the full episode here
http://www.blogtalkradio.com/thebiggamehunter/2019/02/26/what-do-employers-search-for-technical-skills-or-a-high-gpa

EP 1387 Usually a less experienced person will ask this question and I answer it for them and for a more experienced person.

Summary

The question I have for today is, "What do employers search for – – technical skills or a higher GPA?"

I think this is a great question! I want to start off by saying that I am interpreting this is being asked by a less experienced person, rather than by a more experienced person. It is really consideration what a person's GPA is when they have more experience. Let's be clear, if this person has the right professional skills (I'm going to go beyond technical skills for 2nd) things like the University and the GPA become the "WOW factor."

For the average individual who is less experienced, I'm looking at this question and going, "Let's look at how this firm is searching for someone." If someone is searching on LinkedIn or a job board for someone with a particular background, they are doing the search, 1st based upon technical skill that the firm is looking for and then they are reading your resume or profile to see if you have that experience. Then they are looking at the academics.

If you have academics 1st, it is only coincidental that they are looking there. It's not good to make them think, "I must call this person." If the role, if you don't have the technical background that you have the higher GPA is completely irrelevant to them.

They have a need that needs to be met and you have to have the skills and experience to meet that need. Thus, the differentiator for you after you met that baseline of having the right skills and experiences becomes the University, the degree, and the GPA.

1st is always technical skills and/or experience, and then 2nd becomes the University, the GPA, the degree program and its reputation.

Let me give you an example. A friend of mine used to do recruiting for hedge funds in Chicago.. They only wanted to see people from specific universities with specific GPAs. PERIOD. That's more the exception to the rule , but it exists and I wanted to address that.

So to answer the question directly, it is always about the skill 1st, particularly when you are on less experienced. It doesn't matter for speaking of technical skills or professional experience, it always starts with that because they are searching keywords in order to find someone.

If you are submitting a resume, on the other hand, it may be a little bit different because they are not searching. You can call attention to your GPA in the body of the email to which you have attached your resume as part of your sales thing.

For example, if you have a 4.0 index from Stanford in a particular program, you lead with that. You talk about a year out of college, that you been working for (fill in the blank name of the organization), that's different.

For average Jane or Joe, it is always going to start off with skills and experience, and then they will go to GPA.

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)

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.

NoBSJobSearchAdvice.com
NoBSJobSearchAdvice.com

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 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

A Sourcing Tool to Help You Find Talent | No BS Hiring Advice


In this video, I share a tool to help generate clean Boolean search strings that you can use on LinkedIn, Google and others.

Summary

I want to share with the information about a sourcing tool that's going to be very effective for you with generating Boolean search strings. Now, if you go to socialtalent.co and then, from there, I want you to use a drop down menu. You get to a place on this site where there's a drop down and, if you go to social talent.co, not .com use products, which in the current iteration of the site, is the first item on top, use the drop down to go to sourcehub, click on sourcehub and register on the site.
Once you register, it will give you the option of downloading a Chrome extension for this or use it on the web. Now, what you'll find is a tool that's going to generate Boolean code for you. So, think in terms of all the possible permutations of a search string for someone that you might use. I'll just use a description for Java J2EE and enter after each one. And it's going to give you possible options.
So, for example, in J2EE, it offers me J2EE. I'm going to enter that again. And there's Java, Java/J2EE and you go on and on with a different search string, the different titles, the title possibilities that someone might have for this and add a location. Enter. (I'm just going to add a location for myself so that I have something that will generate here on the web version).
I entered developer, Java J2EE, Java/J2EE because some people will enter that differently and, to Boolean, it wants those differences. Hit go and it's going to generate a search string for you. So, it's going to show you titles. It's going to give you the option of excluding things, adding particular skills and excluding those skills and as you scroll down, you're going to see that it has generated a search string that is far more extensive than what I might have entered.
So, in this particular example, I use developer It generates a search string for OR dev OR programmer OR DevOps OR develop OR developing OR development OR developed. You get the point here.
Then, it's going to give you the choice of opening in a couple of different areas. So it can be on LinkedIn, Twitter, you can conduct a search of LinkedIn through Google, Twitter, Google Plus GitHub, on and on and on. Stack Overflow. It looks like about 12 different sites that you can do this search and with the result being this is going to be a far more accurate search than what you might have developed on your own.
The tool is free. Catch that term. Three. No charge. Nada. Nothing. The result winds up being you get a search string that's going to be extremely helpful to you that you can employ anywhere.

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 1400 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? Schedule a free Discovery call.

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

Involving the Staff with Hiring | No BS Hiring Advice

Jeff Altman, The Big Game Hunter encourages you to involve your staff when evaluating people but…

Summary

One of the things that I know I experienced at this search firms I've been involved with is how often ownership were the only parties involved with the interview. In the one exception, they involved staff, but never asked for their opinion. So, it was like, "What's the point? Are we there as babysitters?"
That's ultimately what it felt like. You were interviewing. You weren't asked your opinion on anything. At the end of the day, the result was, they made a lot of terrible hires.
I want to encourage you to involve the staff and ask their opinion. Also, you're responsible for making the choice. Sometimes, the mistake hiring managers will make in involving the staff is they're not clear about what they are asking the staff to be looking for or investigating.
Now, for example, if you're working in IT and you're hiring another developer, you know, he wants your development team to evaluate and assess for certain skills and criteria, because they're more in the weeds, more in the trenches and will have a better feel than you as a hiring manager might have.
if you're hiring a lead individual, the development staff may be able to assess their technical knowledge, but they don't really have the sense of what it takes to lead them. They may think they do. But, I will tell you, they haven't been in the seat. All they are are critics at the theater who are quite sure that that "Streetcar Named Desire" thing that's on the on the stage is a Pulitzer Prize winner, you know what I mean?
So, you want to involve people in the evaluation, you want to direct them as to what you want them to evaluate for, and, maybe, even give them a couple of guidelines as to how to assess.
At the end of the day, make it clear, these are your choices based upon your perception of what the group needs and what the organization needs. If they rebel against it, get rid of them. Because these are people who are going to control and be cynics and be subversive from below.
Again, it doesn't mean you don't take their advice. But you have to always be clear. You're the one that's responsible. You're the one who, at the end of the day, has to experience the P&l impact of the hire. You're the one whose bonus is going to be affected and you want to make a great choice.
You want to get to feedback, but often they don't really know what they're assessing for in totality. They've got their own little small area that they assess for.

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 1400 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? Schedule a free Discovery call.

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.  

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

No BS Hiring Advice Radio
No BS Hiring Advice Radio

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 Hiring Advice

Trends in Staffing | No BS Hiring Advice


In this video, I refer to an article written by Dr. John Sullivan about the top trend in recruiting for the coming year.

Summary

This is a video that I'm doing calling attention to an article by Dr. John Sullivan on eremedia.com or you may also find it on ere.net where he talks about the number one trend toward going into recruiting for the new year. He goes through a variety of them, but this is the number one trend he believes is going to be important for a company. I think it's valid. It's a shift toward database decision making in recruiting.
Why? Because, lately, in recruiting, he says everyone's gotten good at collecting metrics. Unfortunately, after collecting them, no one ever does anything with them. Here's his best practices for creating a database decision model.
He says data is going to reveal which sources provide and produce quality applicants and hires and will also reveal which types of interviews and interview questions best identify future top performance.
In a previous trend, he recognizes that the cost of a bad hire is extraordinary. DUH! Like you know all recruiting firms have spoken about this for years but no one pays attention to us and hopefully you'll notice this trend and not take a "penny wise, pound foolish" and start to measure where your top people are coming from.
It can can also show you whether your references are an accurate predictor of future performances because, these days, half of new hires are coming from employee referrals. It can also show you your new hire failure rate which can also average as high as 46%. It reveals which recruiters and hiring managers routinely produce the highest quality hires and which do not. It also reveals which single factor has the highest impact on hiring success.
For example, he offers the relationship with the hiring manager. Data can be useful but it's also an examination of the past and it doesn't take into consideration the future. They're going to be new factors and new avenues for exploration for where you find retail and right now it's heavily referral oriented great saves you money. It's also like getting a testimonial from someone who works at your firm as to the quality of this individual. That's terrific but in the future, there may be new ways you have to be open to them as well. It started measuring the success of these techniques and not just simply the old ones.

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)

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
No BS Hiring Advice

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.” 

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

Faking Interviews | No BS Hiring Advice


Desperate people do desperate thing and for some people faking interviews is occuring more often. Here is an example of a faked interview

Summary

Now, this is a video for employers and third party recruiters. I think the time has come where, if you were only doing phone interviewing of people, you are making a mistake. Let me just explain. I'll have a link to this video in the show notes.
I'll just simply say there's an exquisite video of a young man doing a technical interview via Skype. And he's got his headphones on and he's attempting to lip sync the answers to questions he's being asked, but it's really clear very quickly that he's not answering the questions. Someone else has been patched in and is attempting to answer and what he's doing is trying to mouth the words . . . but you see him lip synching too long, too short, and the interviewer, by being able to see him, is able to discern very quickly that this is a ruse.
Folks, this is happening more and more often. It happens in lots of different ways and places. I remember a story that a client told me about a drug test that was administered. White potential new employee. African American doing the drug test for the white employee. He had to sign for what he did and he put a splint on his hand and saw the signature of the white employee and attempted to sign. They recorded that there was a splint on his hand to explain the difference . . . But they didn't know the race of the person they were drug testing. They certainly saw this as an African American man, but they didn't know the difference. Fraud is going on regularly and, as people become desperate at different times, they go to greater extremes in order to deceive you.
I'm telling you more and more of you need to switch to video interviewing so you can catch this because, it's kind of like the old movies . . . I don't even think though they're on video anymore, but in the 50s and 60s, there used to be these Hercules movies, or Samson movies that were dubbed from Italian into English. So, you'd see this, you know, guy in, you know, a beefy guy doing the Hercules part and he's being dubbed and it's kind of like he's talking in Italian and it's been dubbed into English and the mouth is still going in Italian all the words are coming out in English. That's what happens when movies are dubbed. Well, in effect, candidates are being dubbed, too. You don't want to be talking to a person who needs to be dubbed.
So, I'll simply say, switch to video interviews. If they don't like it, too bad, too bad! Minimally, what you can do is use one of the services . . . you can find it. I'm not here to offer up services to you. Just look for video interviewing services on Google, pick one that makes sense for your organization, provide them with prepared questions and have people answer them. They can do it on their phone. They can do it on an iPad or another device. They can do it on their computer but have them answer questions and, if you notice that they're going (I describe it like the dubbed Hercules movie), at the end, as happens with this guy, you know you have a problem.

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

Hiring Millennials | No BS Hiring Advice


In this video, Jeff Altman, The Big Game Hunter encourages you to hire millennials into your workforce.

Summary

I want to talk to you about, as as a hiring manager, HR professionals, small business owner about hiring millennials. Millennials have an awful reputation and, mostly it's adult bigotry toward those younger thn them. Let me just explain.

Believe it or not, when you look at this face, I was once 20. When I was graduating college, it was the early 70s. You know, it was an era where younger individuals, you know, "hippies" had a certain reputation. Certainly, all the stories about younger people at that time were they'll never adjust to the workforce. They'll never, you know, work in an office. All they care about is getting out and playing. They are nine to fivers at best. They're lazy. Is this sounding vaguely familiar? You know, all they want to do is to go to concerts and fool around. This sounds remarkably like the Millennials.
I'll just simply say that for you, millennials, who roll your eyes at these stories, I'll just simply say you're going to be in the same boat at some point 25 years from now, looking at some generation that follows you, complaining, pissing and moaning about what their behaviors like. Because that seems to be the way that it works.
The boomers have gotten old and the result winds up being most of them are remarkably intolerant of what it's like to adjust from college or high school to the world of work. There is an adjustment that goes on and the ones that adjust quicker you tend to like. The ones that don't adjust, you tend to get rid of. That's the way it is.
So, I just want to remind you folks that you've got to be patient. You've got to hire on potential, some level of skill, you can't expect someone who's 20 to 25 years old to know to know as much as someone who's experienced.
But, take a look around you. If you only have an office of old people, what are you doing to the business that you're working for? You're killing it because, frankly, all of us old folks are going to die off. So, if you want to think intelligently about this and, Yes, I'm being insulting to you, because you haven't up until this point (At least many of you haven't up until this point), you've got to start laying the foundation with younger individuals to help them adjust to the workforce because that's the new leaders in your organization. Otherwise, you might as well just announce that to your management team that you want the business sold to an overseas firm and let's move on with it.
The fact of the matter is unless younger individuals start getting into the mix, then your firm is going to die off, need to be acquired and you're gonna be out of work later on in life.

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 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

You Are Missing Different Groups in Your Recruiting | No BS Hiring Advice


In this video, I point our 3 different groups most organizations do a terrible job of sourcing

Summary

I'm going to talk with those of you who are involved with hiring. And I'll start by saying, I worked in search for more than 40 years, and filled more than 1200 full time positions, plus consulting assignments. I now coach people, so I'm not you're trying to sell you recruiting business. What I'm here to do is to offer some very simple advice in a no BS kind of way because your hiring managers are screwing themselves out of their ignorance and their bigotry. So, there are a number of different groups that could be interviewed and could be hired and do great work for you.
I'll start off with the one group that, time and again, delivers results but for many of your managers, they're worried about nonsense. That group is older workers --seniors, individuals who are close to retirement age, whatever that means these days. They are generally older than the hiring manager and the story they tell themselves is that these people will not take direction, they're burned out tired has-beens. That's a simple way of putting it, right?
And it's a lie that they're telling themselves and you and HR needs to confront it because you're staring at productivity issues. You're staring at them, complaining that they're not seeing enough people and demographics are such that they can take 22 year olds from Gen Z who have no experience. They can do that. Their work ethic is very similar to the older generation.
I'll simply say that, you know, the studies that I've been seeing point to Gen Z as being like a clone of the Baby Boomers in terms of their work ethic. So what's the issue with the Boomers? if you're liking Gen Z, the Boomers actually have experience, they will take direction and they'll work hard. They're not rushing out to retirement because they can't afford it. So, that's one group that you're hiring managers should pay attention to.
Another one, for certain types of positions, are ex-offenders. You know, people who've been incarcerated. Now ex-offenders, as long as they're involved with social services, as well, will work very hard, do a lot of good work. They need certain types of training, and then they need certain types of supports in your organization. But it's a population that gets ignored and often can do jobs that you really need people to do because these are not people who've been trained for accounting and finance or technology. They are labor for a lot of your organizations. Don't neglect ex-offenders, even if you have to pay to train them because once they've trained, they will be loyal.
The third group is moms who are returning from maternity or raising kids, for that matter. This is a workforce that wants to work, has decided that they're ready to work and there are a lot of jobs that they can do and, as an HR professional, you need to fill jobs, right? And your hiring managers want very simple behaviors out of people. What's the cost of training to get someone up to speed on things that they did before? Not all that expensive believe it or not.
I don't care what field this person worked in. They can do the job with a certain amount of training. You can also, if you're paying for training, get them to commit to work for your organization for a certain period of time or be obligated to pay the firm back for that training. It's not difficult. Just don't go crazy with . . . "You have to work for us for three years or else you will have to pay us back."
Nonsense. Absolute nonsense. Don't do that kind of crap. Just amortize it out over the course of a year. If they leave the within the year. They owe you the money back.

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

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

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)

No BS Hiring Advice
No BS Hiring Advice

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

Why Are We Having So Much Trouble Sourcing Candidates? | No BS Hiring Advice


This is a Simulcast of No B. S. Hiring Advice Radio

Recruiting. Sourcing. This is where the hiring process begins. We are all told how millions of jobs are going unfilled.

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

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

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

No BS Hiring Advice
No BS Hiring Advice

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.