Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.
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.
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.
The reality is your career is in your own hands, When you get lazy about including that effort, you place yourself at risk. Here, I help streamline what and why you should do these things.
This is a video that talks about career management and I know the history and the programming that people receive about working hard and working your way up. We know it's not true anymore. I know I remember watching TV as a kid and there was always the guy getting the gold watch after 40 years of service, the retirement ceremony, the big buzz around this person finally living life and here's the reality -- It doesn't exist anymore. So, I want you to think a little bit differently and start paying attention to your programming because, one of the reality is, is that job stability doesn't exist anymore. You're responsible for your career. Every time you take the opportunity to outsource your career and your career planning and management to your employer, you're putting yourself at risk. That's because their interest and yours often are very different. The result winds up being so many people get caught by surprise when they're let go, not because of performance, but because their firm isn't doing well or they take on assignments or projects that have no real value outside their organization. So, think in terms of each job each task, how it will impact your career going forward. The next thing is you want to be in this situation where you'd become more well-known than your organization would really like you to be. Think in terms of putting yourself in the position of (I'm going to put a marketing term together) creating a brand for yourself where people know you because of what you've put out into the world. Now, this is not a "I do it one time and that's how I create my brand." This is a sustained strategy where you work to write and create video and to promote yourself as a speaker and in a variety of other venues as an individual who has a reputation for excellence at what you do. Remember, every time you put yourself in the position of being ordinary, just one of the pack, You are at risk of getting weeded out. In a new organization, you want to be referred in and put in the position where an organization has heard of you or people in the organization have heard of you and they want to refer you in for an opportunity because they've read your material. they've watched your videos . . . they just know of you and they're curious and they want to refer you. This is branding. This version of self-promotion is really the big pivot and how career planning takes place. It's not like you want to be out there every day with something (although that's really what I did). But, as a coach, as a person who wants to work with more people and understands that people want to know about you, this is my career. This is my work; that's not going to be the case for you. As an employee of an organization, you will always have to be in a position where you're balancing your job with the need to promote, the need to network and to stay in contact with people with whom you've had a successful relationship for many years and do it going forward. So always think of yourself as a promoter. Always think of yourself for how you can be known in the world. Whether you can be world class or just another person and everything that you're doing to take charge of your career will have benefit to you for many years to come.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.
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.
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.
Jeff Altman, The Big Game Hunter he answers a viewer’s question about what she should do while working in a bad environment.
ABOUT 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.
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.
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.
LinkedIn has been evolving much more rapidly since the Microsoft acquisition. I've spoken about some different features in previous videos and podcasts. But I thought I would put together a couple of ones I hadn't discussed before, into one video so that you could get a sense of some new options that are available for you. Now, the first one and, this is a fun one, is called giving kudos. That's k-u-d-o, in case you're not familiar with the word. Now, the notion is giving public praise extemporaneously. It's ideal for someone who works in your organization who you want to give an Attagirl or an Attaboy to publicly. It's different than skills and endorsements, which are the checkboxes on LinkedIn. It's different than the recommendations. It's designed to be very short comments that you give praise for going above and beyond, for doing great work, stuff along those lines. People will get notified when you give a Kudo and I'm sure LinkedIn is going to start putting out public numbers about people who give kudos and people who receive kudos. Justli ke you give recommendations and they tally that and that you receive recommendations and they tally that as well. So, start looking at situations in your office where you give someone a Kudo. Like, for example, your boss. You know, it's like getting praised by your subordinate. "Great manager! Really inspiring!" Things along those lines will help them. Then, they'll notice you because LinkedIn is going to notify them about you and about what you wrote. I can assure you, they'll start to reciprocate. So number one, start giving kudos. Number two is there's a feature now in the mobile app, where if you're at a conference, and I spoke about one feature where you can connect via QR codes with people, but also think of this feature, which is "Find People Nearby." So, if there's a Bluetooth setting, the has to be activated, and, of course, it's in the mobile app because you're at a conference. You are not walking around with your laptop. Think in terms of turning on this feature and looking for find people nearby so you can say, "hi," and say "hi, we're connected on LinkedIn. I use the mobile app and told me that you were nearby." It's a only like 100 feet away. So it's not like designed for a stadium. You can be anywhere and, in theory, if someone's within 100 feet of you that you're connected with, you can find them and basically message and find a way that you can connect with them. Here's a fun one. If you follow companies, LinkedIn will now notify you when they post a new job. That's sweet. You don't have to go, if you're interested in working for a particular organization, you don't always have to check your page. Every time they post a job on LinkedIn, you're notified of it, which is really convenient. The mobile app, there's an option for seeing what your commute would be like to that organization. Another great feature. Sometimes, we have these romantic notions of of working at particular firms only to discover that they're two hours away from us and we never really could work for them because we don't want to put up with that. So, take a look at following companies that you're interested in and then also see the commute in the mobile app. As you know, you'll be able to check that against job postings. Another one is related to job postings is to be able to see how you match. This is kind of like an app I reviewed recently called jobscan.co. No affiliate link here, I just simply said, what jobscan.co does is take the job description, take your resume that you've copied and paste both in and they'll give you a percentage match. LinkedIn is doing something similar. How you match basically signals how your LinkedIn profile matches the requirement. I don't know if it makes recommendations of changes, but it's going to give you a sense of how you match up against the job so you don't spin your wheels. Last thing I want to mention (and this has been known for a long time), referred candidates are four times more likely to be interviewed than people who are going in through the front door without a referral. Where you can find someone that you're connected to who could refer you to an organization, it always serves you best.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.
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.
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.
One of the things that I know I experienced at this search firms I've been involved with is how often ownership were the only parties involved with the interview. In the one exception, they involved staff, but never asked for their opinion. So, it was like, "What's the point? Are we there as babysitters?" That's ultimately what it felt like. You were interviewing. You weren't asked your opinion on anything. At the end of the day, the result was, they made a lot of terrible hires. I want to encourage you to involve the staff and ask their opinion. Also, you're responsible for making the choice. Sometimes, the mistake hiring managers will make in involving the staff is they're not clear about what they are asking the staff to be looking for or investigating. Now, for example, if you're working in IT and you're hiring another developer, you know, he wants your development team to evaluate and assess for certain skills and criteria, because they're more in the weeds, more in the trenches and will have a better feel than you as a hiring manager might have. if you're hiring a lead individual, the development staff may be able to assess their technical knowledge, but they don't really have the sense of what it takes to lead them. They may think they do. But, I will tell you, they haven't been in the seat. All they are are critics at the theater who are quite sure that that "Streetcar Named Desire" thing that's on the on the stage is a Pulitzer Prize winner, you know what I mean? So, you want to involve people in the evaluation, you want to direct them as to what you want them to evaluate for, and, maybe, even give them a couple of guidelines as to how to assess. At the end of the day, make it clear, these are your choices based upon your perception of what the group needs and what the organization needs. If they rebel against it, get rid of them. Because these are people who are going to control and be cynics and be subversive from below. Again, it doesn't mean you don't take their advice. But you have to always be clear. You're the one that's responsible. You're the one who, at the end of the day, has to experience the P&l impact of the hire. You're the one whose bonus is going to be affected and you want to make a great choice. You want to get to feedback, but often they don't really know what they're assessing for in totality. They've got their own little small area that they assess for.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.
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.
One thing you learn when you prepare people for interviews is that somewhere, somewhere along the line, someone's going to ask an opening question like, "tell me about yourself--" you know, that basic open-ended question. Now, if you're in HR (I'm going to focus in on HR and small business owners), because for those of you who are in large organizations, and you're working as a hiring manager, you've got people screaming for you. So, this is really for the first phone call, the first in-person interview that I want you to flip this around. You see, most of the time, firms have gotten lazy and they use, "Tell me about yourself,"and they do. You know, they're rehearsed with an answer that's pretty well prepared. I've created videos to help people around this . . . 10s of thousands of views. Lots of stuff I've created to help people answer a question like this. Other people have done the same thing, too. So, if they can't answer the question, they're obviously morons. The real thing comes down to what can you ask that's going to help you assess whether or not this person will fit your organization? That's not really where most firms start off with. They go through the auto biographical stuff of how "how'd you wind up here today?" That is another question that firms may ask which I think is more textured, but I want to help you rule the people out quickly. This can be in the phone interview. So, you get a resume; the background looks pretty decent. Here's the opening question I want to ask now after the chit chat. "Hi, is this Jeff Altman? Hi, my name is so and so from such and such firm. Is this a good time to talk? Yeah, terrific! Now, we received your resume and we respect people a lot. We don't want to waste your time in any way, so, give us a sense of what's going to be important to you in the next job or organization. What are you going to need to see or hear to believe it's a good choice for you. Because if we can't deliver it, we don't want to waste your time and if we can refer you to another organization or to another position, we are thrilled to do so. We probably can't, but we'd like to at least try. So what's going to be important to you in the next job or organization? What will you need to see or hear to believe it's a good choice for you?" Now, they may say, "I want to feel happy here." Oh! What's going to help you feel happier?" "Interesting work." "What kind of interesting work would that be?" You want to spend time talking with them about what they're looking for because this is going to flush out, number one, they're not prepared for this question, right? And it's going to flush out a lot of the insane people who you might be evaluating because, you know, invariably, there are problems. You see, the thing that firms have gotten so complacent about is that they think the system can't be changed. The result winds up being. . . it depends on the statistics you see, it's as few is one out of two hiring managers has buyer's remorse within the first year about someone that they hired. I've seen this as high as 75%. So, we know the interviewing isn't working. We've got to try something different. Part of it is unreasonable expectations. All you normally do is try to figure out, "does this person have the skills to go my job?" That's what you always do. So you take the hammer out, and you're hammering it over and over again. But you're not finding out about the human being behind that. What makes people successful employees? Yes, there's a degree of skill that's involved and you'll evaluate for that. But there's also the human being and, with a human being, it is a problem. They're going to wind up failing, and they're going to fail you and you, as a hiring manager, are going to be impacted by that. You're going to waste an enormous amount of time trying to manage this person who should be inspired. I'm not going to differentiate inspiration and management another time. I've done that in other videos, but I'll just simply say, where you have problem people, it's normally about the human being, it's not about their skills. You know how to evaluate for the skill, but you have to learn how to flush up the human being. Again, just start asking, "what's most important to you in the next job or organization? What would you need to see or hear to believe it's a good choice?" Now, again, happiness, money, authority recognition, status. These are going to be variations on some of the things that you'll hear, but explore them with them right away. Don't waste time on finding out skills, only to hire someone who's going to be a malcontents because the environment doesn't work for them. Flush this out early. So, I hope you found this helpful. Try this out for a week or to see how it works for you.
ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
No BS Hiring Advice
Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.
JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcaJeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.sts, 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.
Today, I want to talk with you about this simple strategy to stand out from people on LinkedIn.
The hard thing to do on LinkedIn is differentiating yourself from others. There are so many hundreds of millions of people on LinkedIn right now. With so many recruiters both agency and corporate recruiters searching, they are going to LinkedIn to find talent. How do you stand out?
Obviously, you have to write a great profile; I'm not going to talk with you about that today. I'm going to talk with you about using the feature that will help you look good when someone finds your profile. The feature that I'm referring to is endorsements.
Endorsements are different than the testimonials that have been around for years. Testimonials of those long, long descriptions of how wonderful human being you are, written by someone who knows you very well. They are like LinkedIn's version of a traditional reference. If you have someone write a testimonial for you . Who doesn't know you very well, it stinks. You don't want to have anyone right one for you. Who doesn't know your work very well.
Endorsements, on the other hand, is a function where you or they can select the option that you possess that they believe you should be endorsed for. All they have to do is click the checkbox. What is the impression is created if someone has no endorsements? What is the impression created if someone has 150 endorsements? Or 500+ endorsements? Or lots and lots of endorsements for different attributes?
If you go to my LinkedIn profile, you can search for my name (the headline under my name now says, "Helping People and Companies Play Big! Let Me Coach You."), What you will see is a whole bunch of endorsements of people and given to me.
I know recruiters aren't thought very highly of and I did that kind of work for more than 40 years. When you see someone like me with lots and lots of endorsements, that is unusual. Don't you think I wanted more me than someone who might have no endorsements? Or 2? Or 12? Of course you do.
Both with my brand, The Big Game Hunter, and with strategic use of endorsements and testimonials on LinkedIn and on my website.
What you want to be doing is asking people who you are connected to, you know you professionally and personally, to endorse you for something that you do or have done and have strong skills. You do this not once or twice but repeatedly, particularly when you're not actively looking for work, will cause you to stand out.
The truth is you want people to be reaching out to you, not when you are looking for a job, desperate, out of work and looking for work. You want people reaching out to you when you are a "happy camper."
Why do I say that? It's really simple. Employers have a bias toward people who are working and who they perceive are not actively looking for work. That bias causes them to value those people at a higher level than the person that they find the job board. Third-party recruiters think the same thing, too. It's amazing! I could go into detail about why it's ridiculous, but, the long and the short of it is, what you want to do is be found. You want to be found by organizations there looking on LinkedIn and thinking that you are not someone who is actively looking for work and thought a very highly. That "thought a very highly part" comes from endorsements and testimonials on LinkedIn.
So, if you have friends, if you are connected to people who are willing to do you a favor, ask them to endorse you, not write a testimonial for you. You will start noticing that the number of people reaching out to you to connect will start to take off.
NOTE: THE NAME OF THE ZINE IS NOW, "NO BS COACHING ADVICE."
ABOUT 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.
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.
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.
Today, I want to do a review of a video I saw on YouTube that was done by Marie Forleo, who is a terrific marketer, terrific information provider. Everything that I've heard about Marie is terrific. So I don't want to make it seem like, in reviewing this, my intention is to go out of my way to beat her up. She doesn't deserve that at all. She's a terrific advocate for people. So, the video is called "Networking Basics: 8 Tips to Networking Without Being Fake." Now, I want to stop by saying this is a networking Basics video. So, it covers the obvious points in networking, but it has her own twist to it. I think they're quite good. So let me start by saying the most important thing that she says early on, the one thing that I think most people will overlook when they think about it, is that networking is an ongoing organic process. It is not something that you do once every two years when we are changing jobs or when you need something from someone it's something that has to be part of your repertoire so that, in this way, you don't appear like a mooch. You are developing relationships with people which is really what networking is all about. So, she then continues by going through her 8 points. I'm just going to go through them quickly. Networking involves focusing on giving, rather than getting. Introducing people. Doing things to share with them without any expectation of anything in return. You need to be present is her second point and that, when you're meeting someone at a networking scenario, don't be looking behind them. I'm trying to do that now to illustrate. Don't be looking behind them to see who else is there who you might go to next. Be present with the individual. She tells a great story in the course of illustrating this point. Listen more than you talk and she uses the metaphor of two ears /one mouth as part of teaching us. Always think in terms of the long term. It's not a short term situation which to me is kind of redundant with her big point which (networking) is an ongoing organic process. Don't overcommit and feel guilty is her fifth point. By that is promising more than you can really deliver at that particular time. Number six is be honest. No false promises offered. If you have no intention of getting in touch with this person ever again and they are looking to set up a time to speak, it's really easy to go, "Okay, no problem. Give me a call," and never respond and that makes you look terrible. Better to simply say, "I am booked solid. Could you bear with me and I'll see if I can get to you," or "I don't know when I'm going to wind up having time," and just kind of push them away from the immediacy to a time later on. If you are interested in networking with them, take action immediately. So, if you've promised to do something for someone, you can do it on your phone, right? A lot of things you can handle immediately, like within five minutes of leaving the conversation that creates a great impression. At the latest, if you're meeting them at a conference, in a trade show, at a networking event, do it when we get home. Don't push it off when you might risk forgetting about it. Give yourself a memo on your phone to remind you to take this action. Lastly, I think this is an important one, only go to events that excite you. Only go to make friends. If your reason for going to a networking event is to take, if you're not really interested in the subject of the event at the conference, don't go! At the end of the day, you have to do things to please yourself and not fixate on the connection. Afterall, the game plan in networking is to make friends and to build a partnership with someone, not just go gimme, gimme,gimme,gimme,gimme. Her video was good, but it's basic and that was the intention. So, for those of you who are new and or uncomfortable with networking, (thumbs up)
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ABOUT 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.
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.
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.
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 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.
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.
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.
I discuss several things you can do to keep yourself on point during your job search avoid the malaise and depression too many people slip into. I mentioned connecting with me via coach.me in the video. I no longer work with the service. Instead, reach out to me through www.TheBigGameHunter.us.
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.
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.
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.
