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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.

Pressure Interviews That Cross The Line | No BS Hiring Advice


A woman shared her experience on Twitter about a “pressure interview” that crossed the line. Head your team off at the pass.

Summary

Today, I want to talk to those of you hire and tell you a story that made it online. As a reminder to you. Now, I worked in search for more than 40 years and stories like the one I'm going to tell you are not unusual. You may think it's unusual, but it really isn't. And here's what happened.
There's a woman in the UK who did an interview. Now, obviously I'm US based and if you think this is unique to their culture, not at all. She goes on an interview, spend two hours that she describes as being grueling, grueling, tough interviews. That's fine, but it was abusive and the CEO basically called her a variety of critical things, criticized the way she sat, basically described her to her face is an underachiever, told her work really wasn't that a good and a variety of other things that were designed to take this 22 year old woman and take her down a peg.
Yeah, right. That was a smart move. At the end of the day, they make an offer, which she initially accepts, and then has the wisdom to turn down.
In the rejection letter. She described herself as being someone who's just come out of an abusive relationship and realized that this was much the same type of thing, that she was being psychologically abused by the CEO of this firm . . . and that should never be be tolerated.
Folks. I'm just going to simply say, if you don't think that the people in your organization can do this, again, I worked in search for a long time, and it doesn't have to be the CEO of a firm. It can be very simply the people who were doing the evaluation interview.
I heard of people who were interviewing developers who would say things like, "You are a moron," or "you're dead wrong," even though they were right. Now, some will defend that the idea was to toughen the person up,, have them argue intentionally but we live in an age of social media. This this tweet was retweeted almost one hundred thousand times. Do you understand what the impact is of behavior like this is on your recruiting?
You need to train people who are involved in the process to ensure that they behave like normal people, and because they're having a bad day, don't take it out on someone else.
In the case of the CEO, he eventually got around to apologizing online. "I had no intention of humiliating someone." Well, tell me what your intention was when you criticized the way someone is sitting and say her work isn't any good? What was the intention there? It makes no sense.
Some will call this a pressure interview. This is an abusive interview. If you're in HR, if you're a hiring manager, you want to safeguard against people on your staff behaving in any sort of way like this. Take 15 minutes. Just have a quick conversation or send an email out to them and simply say, "I just want to be clear about something (I'm doing this manager to staff). If I ask you to interview, I want you to focus in on a couple things to evaluate and assess. We want everyone to walk out wanting the job, wanting to join our firm (because that is what you want, right)." Even if you don't want them you want them to want it so that in this way if they're turned down they can say to their friends, "I really wanted that one; that was a great opportunity." That helps with your branding.
But this kind of pressure thing . . . it's so 1950s! Is that the way you want to be seen?

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

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

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

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

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.

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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.

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.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

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

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

No BS Hiring Advice

Great Follow Up Questions | No BS Hiring Advice


There are few more simple and elegant questions to ask as a followup than these. 

Summary

Hi, this is Jeff Altman, The Big Game Hunter and this is No BS Hiring Advice, a video that I do at least weekly, mostly more, that's designed to help you be more effective with your hiring staffing, recruiting, anything related to the employment process from an employer's perspective.
Now most employers, when they interview, most of the hiring managers, most HR people kind of leave things on the surface with the candidates. You may probe it more into what someone did and how they went about doing it, but I'm always more concerned with the thought process. So, to me, after you've elicited what they've done and what the impact of what they had done, provided the organization in terms of money saved or revenue generated, I want you to pause for a second.
"That's really interesting what led to that decision?"
And just listen to them as they talk about why they chose the option that they did in the situation that they just described.
“Why do you think that was effective,” becomes the next follow-up that you ask so this way the bow is complete. They talked about what they they've done how they might have gone about doing it. Why they made the decision that they made. Why they thought it was effective and then talk about the outcome. It's a much more staged query so that, this way, you get a much richer picture of how this person thinks and conducts themselves because, otherwise, you've let them get away with a superficial story. You may miss the accident that occurred that allowed them to be successful.
I'm Jeff Altman. I hope you found this helpful. Visit my website, which is www.TheBigGameHunter.us. There's a lot more there that you can watch, listen to or read to help you find staff and hire more effectively.
I hope you have a great day. Take care.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years.

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

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

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

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

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

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

Connect with me on LinkedInLike me on Facebook.

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

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