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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.

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How to Be More Likeable in Your Interviews | JobSearchTV.com


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A Harvard Business Review Article pointed to likeability as being the #1 variable in a salary negotiation. It is true of interviewing, too.

Summary

One of the things I've always been very good at is preparing people for interviews. If you look at my content on YouTube you’ll see hundreds of videos I've done, specifically, about interviews and that’s before I even get into how to answer tough interview questions.

One topic I hadn't really address and it came up to me because I was making something in Harvard Business Review about factors the weigh into a negotiation. The first variable beyond qualifications that they referenced was likability. When we think of politicians, most of the time, we vote for a politician that we like personally. Certainly, President Obama fit into that category for many Americans, even though they disagree with his policies. They liked him. They like his wife. They liked his family. It’s very different than the client we have as I record this in 2018 and, no disrespect to the current president, likability is not one of the leading things that people think of when they think of President Trump.

So, likability is a big variable negotiation, but it's also a variable when interviewing. When I saw that, I asked myself how does someone become likable? What do they do to demonstrate likability?

Now, I want to start off by saying you can't do anything that suggests you’re a BS artist. Everything you do has to be congruent with who you really are. One of the things I always think of is a smile, a friendly demeanor about you. I’m just trying to illustrate it here with a twinkle in my eye, a good mood of my face and just being friendly with a friendly handshake that lets people know that you are a friendly kind of guy.

Now, I'm not saying that you lower your guard in anyway but you make eye contact, a firm handshake. That's true for men and women, of course and, in doing that, you demonstrate that you’re open . . . which is a big part of likability. People want believe that is someone who is open is a likable individual.

Another thing to increase likability (and this is a variation on something I've said differently before) they’re good listeners and one of the things that you want to foster in the course of your interview is having them do a lot of the talking. In my interviews, I talk about the headhunter secret to knowing you did well on the interview. In it, I say, the more they talk, the more they like you. Part of the reason they are talking is they are selling to you. Part of it is you’ve made space for them. Maybe you've asked questions that allow you to listen more.

So, the goal becomes, at a certain stage in the conversation, you are doing a lot of listening and, energetically, you're also in sync with the interviewer. So, you being open is only one variable. You also have to appear as though you're engaged while you are listening to them (and this is the joke I’ve always told) bask in in their magnificence. They’re doing so much talking, they feel good because they are hearing the sweetest voice in the world to them . . . their own voice.

So, again, you want to be a good listener. You also want to appear open-minded. People who disagree a lot come across as being disagreeable and for a hiring manager, the last thing they want to do is hire someone else's headache.

So, again, you want to appear as though you're a good listener and I'm not saying to be such an agreeable person that you appear to be as a suck up but you want to carry yourself in a way where you are paying attention to them.

I also want to say there is congruence in your body language. Now there are people who were energetically very excited and they talk with your hands a lot and you. I've always said that's a little too much, but you do would feel free to talk with your hands and, if you’ve watched made in my videos, you know I do that a lot and I do it primarily to release energy but it's also an emphasis point that’s congruent with what I'm saying.

So, for you as a speaker, I want you to start thinking about how you can engage physically with your audience while still appearing likable, friendly and not a suck up, but an affable individual who is likable to 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 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)

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.

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

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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.”

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

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