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No BS Hiring Advice

Avoid Discussing Salary | No BS Hiring Advice


Jeff Altman, The Big Game Hunter explains why it is not in your firm’s interest to show your hand before extending a job offer to someone.

Summary

Today, I want to offer you some no BS hiring advice in the realm of salary negotiation with candidates. Now, as an HR professional business owner, manager, at an organization that's involved with hiring, negotiations are always one of those tricky issues. You want to get someone for the least amount of money, but you also want to make them happy. So, you don't want to necessarily squeeze them. But you also don't want to overpay because, after all, you've got a budget to contend with.
Often, hiring managers, HR professionals, you know you are you going into a negotiation with a candidate or with someone like me, a recruiter who's representing a candidate (NOTE: I no longer do recruiting) and you get to a point in the negotiation where you reveal your hand about what you're willing to pay for someone. Probably, not a good idea.
Now, let me break it into two parts. First part is with a candidate. By telling them, "the most I'm willing to pay is such and such . . . " I'm not talking about we're screening someone ithe very beginning. I'm talking about at the pre-offer phase when you're really in the negotiation phase about salary . . . what you've done is basically tell them this is the max I'm willing to pay and, if you offer them five cents less, they are going to go, "What happened? You said you'd pay to such and such but you came in less." It impacts your ability to make them happy, make it attractive for them to join . . .What have you.
You're better off in those kind of situations offering a little bit less than what you're prepared to offer. So, in this way, if you come in higher than that, they get a little bit more enthusiastic. One of my clients has that built into their offer scenario where they talk about less. If they get the person for less, great! But, at the same time, was prepared to go a few dollars higher. They are able to show, time and again, that this is a tactic that, for them, saves some money and, if necessary, they are already slotted for more so there's no sweat.
The second part of this is in talking with recruiters like I was, I worked very closely with my clients. I don't play games. Some recruiters play games and, you know, the issue comes down to you're about to make an offer to someone. They will know how much are you going to offer? How much are you going to offer?
What they're trying to do is close the candidate for you and that sounds great . . . but if you tell them, "well, I can go up to (I will pick a number of random) $10 and you offer them $7.50, or, let me be clear about that, you're prepared to go to 10, but initially you want them to to offer them $8, so, if they say yes to $8, great!
If you need to, you'll go to $10, you tell that to a recruiter, they're not going to try to hard because they know they've got the 10 locked up and their fee is contingent upon how much you want to pay. And, I'll simply say that, especially for contingency recruiting firms, you know, it's better not to let them in on the numbers. The executive search which I try to do with many of my clients even though, often, I operate on a contingency basis, I'm working for my institutional customer.
Yes, I have to deliver a candidate to you but, you know, at the same time, I'm trying to be fair. I want to have that strong relationship with you and I don't play games. So, if you tell me you're prepared to go to $10 but you'd like me to offer $8, I'm going to do that. I'm going to work toward closing it. I've done that many many times. But ,you know, for most recruiters, you can hold back that extra information because, otherwise, there's no financial incentive for them, particularly in the contingency world.
So, better to hold back. Don't always be so revealing about the numbers you're prepared to pay. Make the recruiter work that much harder in order to close the sale. It saves your organization money.
Hey, it's not your effort that's going into this.It is the recruiter's and, if you burn out one, there's gonna be another one who's gonna replace them. And, frankly, if they're doing deals with you, they're going to keep working. So like I said, hold back on what the numbers are going to be so this way, you know, you're not just giving away extra money unnecessarily.

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

Preparation Isn’t Just for Job Hunters | No BS Hiring Advice


Particularly if you are new to hiring, preparation is critical to your evaluation process.

Jeff Altman, The Big Game Hunter has been a coach and recruiter for what seems like one hundred years.

Follow me at The Big Game Hunter, Inc. on LinkedIn http://linkd.in/1momsP9
for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.

Subscribe to TheBigGameHunterTV on YouTube http://bit.ly/13EP9fa
for advice about job hunting and hiring. Like videos, share and comment.

Visit <a href=”http://
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; there’s a lot more there

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Pay what you want for my books about job hunting http://bit.ly/1xWoiiO

Trying to hire someone? Email me at JeffAltman@TheBigGameHunter.us

No BS Hiring Advice

End Interviews the Right Way | No BS Hiring Advice


In this video, Jeff Altman, The Big Game Hunter encourages you to end interviews in any way that does not lead people on.

Summary

The advice I'm giving today is about one of those small things that can be very damaging to your organization and that is how you end things with a candidate.
Now the history behind this episode comes from an interview I had with someone. It was a third interview with an area manager for a firm, done by phone, and at the end of the interview, the hiring manager goes, "Well,. the next step is going to be we're going to bring you into New York to meet with my boss. We'll fly you in for this interview." Two days later. I get a call from HR. We're not interested. The manager didn't think she was a good fit.
Okay, firms are entitled to turn someone down, quite obviously. That's not the issue. The issue is the impact of what he said at the end of that interview. Number one was to give this woman an idea, and a reasonable idea, that she was going on to further interviews. If you're not interested don't say stuff like that. All you have to do is to say, "we're going to get back to the recruiter and we'll let you know in the next couple of days."
Now, I'll simply say that if you're going to reject people, if you're not sure, make a statement like that. Matter of fact. I think that should be the common practice for all job interviews. At the end of the interview, you say, "we're going to get back to the recruiter" or "We'll get back to HR and will let you know our thoughts in the next day or two," because, otherwise, if you say stuff like this, the impact is you have an annoyed job applicant and if you think people don't express themselves on the web you're mistaken.
You guys are looking for information on the web about Job applicants. Well, job applicants are looking for information about you and when they hear stuff like this or worse, obviously the impact is to be reluctant to interview and reluctant to trust you and you don't want that to happen. You don't want this kind of publicity out there, criticizing your organization, especially especially for someone you might not be interested in.
So, keep it simple. All you have to do is say, at the end of the interview, we're going to get back to HR and will be in touch the next day or two

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach

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

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)

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.

Want to Hire People With Drive? | No BS Hiring Advice


Cal Fussman is an American journalist and writer for Esquire’s, “What I’ve Learned” column. He shares a great insight from a remarkable and surprising source.

Summary

Hi, I'm Jeff Altman, The Big Game Hunter. I'm called the Big Game Hunter because I coach people I want to coach people to play their professional and personal games big.
Now, I was listening to a podcast this morning Tim Ferriss from the 4-Hour Work Week was interviewing Cal Fussman who's an American journalist and a writer for Esquire and the column that he writes is "What I've Learned." There was a great lesson that Cal shared from the interview he did with Dr. Dre. I know you're going to be surprised that I'm using dr. Dre as a reference and, if you are, too bad, it's a great lesson that he got.
Fussman asked him, " So, when you're working on a project and you're really into it, how long is it before you get some sleep?" And dr. Dre tells him. "Oh, man. When, I'm into something– – 72 hours. I can go without sleep."
If you're a startup and you want to hire some with a lot of juice, 72 hours. That's a great answer. If you're interviewing someone and you ask that question and reference, dr. Dre and they give you, "Oh, I need my eight hours," they may be a good hire but not for a project that really takes a lot of passion and drive and energy. They may be a good operational person but not the one that's going to be in the trenches driving things, who's going to be pushing to excel, who's going to be doing whatever it takes to deliver something on time within budget that is extraordinary.
If that's what you're looking for, if you’re a startup . . . Man, that's your question to ask. If you're working for a large firm, you may not want to hear 72 hours as the answer. You may want to hear something in the 20s or 30s or whatever the number is. But reference the Dr.Dre story.
Cal Fussman who's interviewed people like Mikhail Gorbachev and many other successful individuals swears by this question. If you look him up, visit Wikipedia Then look up where you like. As a matter of fact, go to Tim. Tim Ferriss' podcast and listen to it again. Cal Fussman is his name.

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.

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.

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.

No BS Hiring Advice

Stop Screwing People | No BS Hiring Advice


Jeff Altman, The Big Game Hunter delivers tough love about a situation that happens much too often.

Summary

I've always been a big believer that everyone in an organization has to get on the same page immediately about what they're looking for when they're hiring. That's all the people in the department when they're trying to interview, what's communicated to HR, the job requirement. Everyone has to be on board. Let me just tell you about something that happened to me this week (NOTE: I no longer do recruiting)
I was contacted by a firm to fill four positions. Great! I love this! Two obscure technologies. Okay, I do this all the time. I love working on obscure technologies. So, I find four people for the jobs to start off. I knew one wasn't right and it was a test that scenario and then, I told them that, and they respond back say, " this person isn't right for that reason, " They'll find I had assessed the properly. I should replace that person with another. So, I now have four people for four jobs. All, I'm looking for at this point is constructive feedback.
They talk to one person. "This person is terrific. I want to get him back to meet and to talk to so-and-so person who was overseas on a trip.” Couldn't do it. They tried to sell substitute someone else in the interview process. That person wound up not making themselves available. It's now a week later for this person for this person they were excited about. I emailed the HR person. I reached her yesterday. This is what I hear. They are rethinking the jobs and what they really need.
Okay. This is from beginning to end, this is 10 days, by the way. 10 days and they are re-thinking it. Why wasn’t it thought through the beginning? Why wasn't everyone on board with what was being looked for at the beginning? Now, this is one of the things that makes me, as a recruiter nuts is, on your side, when you do things that are helter-skelter and you lurch this way and then you go, "stop," and I'm expected to be happy about this because I've invested time and effort and resources (which is money, by the way), into working on something and then you're going, "Stop!"
All I want is a clear picture of what you're looking for. Now. I've got to imagine this from the job hunter's perspective. "We love him. We love him. We got to talk to him! We've got to talk to him. Oh, he's terrific! This guy's going to wrap up so quickly," and then it's a week later from when the substitute interviewer couldn't make themselves available.
So, just recognize the impact that your behavior on everyone in this process. Now, you can rationalize this away till you're blue in the face. There's no excuse for It. If I went to you and said and handed you a resume of someone that you thought was perfect and then I can't produce them, you'd be angry at me, right? And rightly, so. I wouldn't have done my job properly. Well, the fact is you haven't done your job properly.

So, I just want to encourage you, before you give out requirements, before you start interviewing, get on the same page. This isn't about changing your mind midstream. In this example, it's 10 days in. This could have been all solved before hand instead of wasting people's time. Don't waste time. Don't waste others time. You're screwing 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.

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

Upgrading The Roster | No BS HIring Advice


Opening Day is in less than two weeks! Following up on the baseball metaphor I used a few weeks ago, I’m going to use another example from Major League Baseball
Summary

Baseball season is starting in less than two weeks. Pitchers and catchers have come in. Players have been getting ready. We've had a lot of players already sent out or cut and, you know, it gave me the idea of doing this show working with a baseball theme.
There's one thing I know from baseball and other sports and that it's pretty common for team to get off to a slow start and then have to start making decisions. And the decision is whether or not the upgrade the team or to sell it off, basically bringing in a bunch of young players to play in or to really bringing better talent to be able to successfully compete.
Now, when I look at many of your firm's and I see the talent that's there, you've got some great people in place and you've got some "B" performers and you've got some "C's" and worse. Now, there's a point in in many people's careers where all the advice and all the counseling that you give them isn't going to do crap for them. It just doesn't.
And if you're like the Yankees who for years . . . I'm not going to say the Yankees today, but maybe the Dodgers . . . The Dodgers today and the Yankees in the past and you have a good player in a particular position someone who did "well enough" well, maybe it's time that you need to upgrade the roster.
As an organization, one of the hardest things that you have to contend with is being in an “also ran” in your field. You're doing okay, but you could be doing a lot better and it may be time to improve the roster on makes some trades. Improve that right fielder. Improve that developer on the team. You know, I assume that you would have given them notice or had managers talk. with them about improving performance because you don't want to just come in like a bolt out of the blue and fire people willy-nilly. What you want to be doing is, frankly, looking at the talent pool that's available at a given time, deciding who can prove the roster both in terms of skill level both in terms of fit within your organization, someone will be excited about being there.
I spent a lot of time at an agency in New York and I joined that there like a bat out of hell. After a number of years, they numbed me out and it just didn't perform at the same level I had up until that point or after but it was great for them. They thought it was terrific. You know the fact is I know the difference and if I were my manager, I'd might have looked at me very differently and said, "what's happened? "
"Excuse me?"
"What's happened? You know, you're a 280 hitter. That's pretty good. But when we hired you you were batting .345. What can we do to get your performance back up the previous levels?" You have to think of your roster of players the same way I do and look at them in terms of "okay. What can we be doing to improve our performance to get better results, to get a better caliber of individual?" Again, I want to be clear. You've starting off by talking with the individual as I did in that simple example of "You are doing pretty well. You are batting .285, but when we hired you, you were .345 hitter."
T him hink in terms of starting to interview people to see how you can improve performance. Frankly, the first time you do this, it will scare The Living Daylights out of folks and people will step up their game once they start seeing that you're interviewing again because they'll figure out pretty quickly by who get involved in the process as to whether or not this is an addition or, in point of fact, a replacement. Since it's going to be a replacement, it's going to have an impact on the people in that organization that's going to cause them to want to perform at a higher level.
So, think about it for a minute. Do you want to be an "also ran" or do you want to be a middle of the pack team in your division or do you want to go for the gold and be a champion?

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)

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

Using Video at the Time of Application | No BS HIring Advice Radio


Jeff Altman,The Big Game Hunter discusses using video at the time a job hunter applies to your firm.

Summary

I want to talk with you today about video interviewing and suggest an idea to you that I think might be worth exploring in your budget.
Now. It comes from an interview. I did with someone named Chip Luman, who's a founder of a company called HireVue. I want to be clear, I'm not a paid spokesperson. I'm not compensated in any way for this video and you can check out any number of competing products to theirs.
But, the idea that I liked about the approach his firm was taking starts off with, number one, what's called asymmetrical interviews. That is, you have a candidate that you're interested in or wants to apply to your job . . . That's the better scenario. . . . They want to apply to your job. You provide them with a video link with a series of questions to answer that they can handle at the time of application.
Why is this so worthwhile? Because it cuts through a lot of the noise. A lot of people won't do it because they suddenly realize they're not qualified. Number two is it standardizes the base interview so, this way, your firm can't be accused of bias unless they're bigoted questions, of course, but because the interviews are standardized, there becomes a way that everyone's ask the same question.
Different people in your organization can watch the results and get a better feel for the person and their knowledge plus, from the job hunter perspective, they can do it at their convenience using a smartphone like this one. So, what it allows you to do is get what you need in the way of information faster and earlier than most because you don't have to go through the back and forth of the scheduling of the initial phone interview because you're getting basic information right away that allows you to discern whether or not people are a fit.
Now, again, if someone in your organization is going to look at all the resumes of a person with one ethnic background and rule them out, you obviously have a problem. But if you set up a system that allows you to have different people reviewing all the videos that you'll receive, the videos going to have 30 seconds answers. Like, there's another service that I'm trying out now called CandidateBroker. Person sees the job description. They apply. You can set up a period of time where they can wind up answering questions at the time of application that I can watch and get a feel for whether or not the person is qualified.
Nice systems. Saves time. Yes, there's going to be some expense for each of them but ,at the end of the day. You'll have some cost savings and, I know in the case of hirevue, they have an analytics system that will analyze the video responses based upon the backgrounds and the answers the people in your organization, give or successful hires have given, discern whether or not someone is worth talking to. A nice little feature.

So, explore some of the services that are out there. Doing video interviewing of employees at the time of application. I think you'll find its an interesting idea and will be a big money saver.

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)

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.

 

The Best Way, Time and Plan to Look for Your Next Job | JobSearchTV.com

Exactly that – – the best way, time and plan to look for your next job.

Summary

Some time ago. I did a video in response to a question where I was asked when is the best time to start looking for your next job? And the answer that I offered was on the day you start your new position. That's when you start thinking about your next job. Yes, you have to execute at your current job, the however is, you need to start planning your next steps.
What's the organization you think this one can lead you to next? What role can this job lead you to next complete with job title, compensation, reporting structure, perhaps even the hiring manager, as well.
Yeah, I know. This sounds screwy to a lot of you. The however is, when you think about it, you spend a lot of time lurching from search to search, you spend three years or three months working in a place when, suddenly you decide to go looking for another job. You really don't know where or what you want to do and you haven't really thought about it because you've been so focused on executing for your current job that you haven't thought about yourself. You haven't thought about your professional needs. You haven't thought about your career and you haven't treated yourself as the CEO of your own organization with responsibilities to your shareholders-- friends, family, whomever--to lead yourself in your career.
That mistake is probably one of the most pivotal mistakes that professionals make and, I have to say, it's probably not even restricted to professionals. There are people who start positions and takeblue collar jobs or at Retail establishments who don't really think about the next step for themselves when they finally get that paycheck.
They're just thinking about the current situation, working hard, hopefully getting ahead . . . and that is really disappeared from the American landscape. So, on the day you start your current position, it's important to start thinking ahead. Obviously, you should be doing it before you take the job but, work with me here, okay?Most people don't do that anymore than they do this.
So this is new information. So again, ideally you do it before you take the job ,where does this position lead me to, what's the stepping stone that can be derived from this and, if you don't do it before. You certainly have to do it on day one of your new position.
What's the next firmyou're going to work for. What role do you want to be in? What choices will I have? What's the comp level that this will lead me to if I do extraordinary work, how can I develop my brand further so people will discover me and reach out to me with these opportunities, so I don't have to aggressively market myself.
How do I develop relationships with people at that firm so that they will want to introduce me to a hiring manager that will want to hire me. It's a different way of thinking but one that's really pivotal for a lot of you. H
ave a great day.

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)

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.

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

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

 

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.

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