job search | | Jeff Altman, The Big Game Hunter

How Honest Should You Be? | JobSearchTV.com

October 19, 2018November 26, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=J8fed4Xkz6M

You’ve had a first interview with the corporate recruiter, the head of HR, and the hiring manager. The recruiter says, “call me tomorrow and tell me what you think.” How honest should you be?

Summary

Here's the situation. You've had a first interview with a firm. You met with a recruiter. Head of HR. Head of an enormous business unit .Celebrity individual. Recruiter says, " give me a call tomorrow at two o'clock. Tell me what you think." How honest should you be? How honest should you be with your questions or concerns ?How honest should you be with your reservations? How honest after a first round? Here's what I told someone.
Not at all .Speak about the challenges. Speak about the opportunities that your C. Speak about your excitement. You see, the recruiter is trying to filter out people early in the process and you really don't know enough to make a decision on your side.
Now, after the second round, if this comes up, then it's a little bit different .You speak about, not concerns, but questions that you have. Not big dramatic ones, but some of the questions you have that need to be addressed. Everything you say to the corporate recruiter is going to get funneled back to the to the hiring manager who's going to ultimately say, "you know, this person sounds like they would be too big of a problem. Let's pass." And you knocked yourself out.
The corporate or agency recruiter is not your ally here. On the corporate side, they are looking for "knockout factors. "On the third party recruiter side, you know, they're going to try and manipulate you to ignore your doubts and ignore your question marks and poopoo them or say stuff that may or may not be true. More likely not true than true.
They're going to speak about their knowledge of the firm. Have they ever worked there? Probably not. They are going to speak of their knowledge of the hiring manager. Have they ever worked for that manager? No.So, even with the good party recruiter, you have to operate witha degree of distrust because they're blowing smoke at you because if you voice too many negatives, they're seeing dollar signs flying off into the sunset.
So, understand when you're talking to recruiters ,both corporate and third party, after the first interview, who are checking your pulse, that's not the time to develop "an honesty. gene."
Think in terms of always promoting yourself. You're always selling yourself. You can always say no later on but, for now, go further.

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.

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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.

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Why Do Some LinkedIn Profiles Use General Job Functions Where the Title Usually Goes? | JobSearchTV.com

October 10, 2018November 13, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=el07Hjh1_IU

Listen to the full episode here::
http://webtalkradio.net/internet-talk-radio/2018/10/10/why-do-some-linkedin-profiles-use-general-job-functions-where-the-title-usually-goes-jobsearchradio-com/

Answer to yourself before watching my answer.

Summary

So I've got a fun question today. The question is, "why do some people on LinkedIn use general job functions where the title usually goes?"
It's a good question and I see that from time to time. There are a couple of possible reasons why people do it .Before I go into those, there are two areas where this can occur.
Number one is In the headline are The headline is where your name is. And then there's the line underneath it. So, underneath your name is one area where people often put their title. The other one is underneath their current and previous employers.
Both of areas where titles are pretty common. Now, in the in the case of the first one where we're dealing with, the. title, sometimes, isn't the best way to describe oneself. It's often best to think in terms of keywords and what the attraction would be in someone doing a search for you. So, if you think of LinkedIn and your individual profile as being something that needs to be search engine optimized like a website ,you want to have keywords there that will be attractive to firms looking for you.
So , inmy case, I might use the term recruiter .Headhunter. Terms along those lines because those describe what I do professionally and will be recognized by LinkedIn. (NOTE I NO LONGER DO RECRUITING)
Now, In either case, title sometimes are not quite descriptions. So, I sometimes see titles like "associate level 13. "What the hell does that mean? How is it different from an associate level 12 or 11 or 15? Instead of that, a pe?Rson might use a descriptor in that field in order to describe what it is that they do. So, that's one possible reason why someone might use terms that are search engine optimized or searchable or searched by people in order to be found in that spot It's not my ideal choice, but it's really a reason why.
Another reason why people do it is they made a mistake. They don't think their title is particularly relevant and it might be. So, sometimes people have mistaken notions of what should go in there, even though it's very clear. It says position so they duck the subject.
Maybe they're trying to indicate that they are not as high level or not as low level and they're trying to be described by function. But, when all is said and done, you know, when someone is being interviewed or spoken with my phone, they're going to be, "so what's your title," because it's a missing piece of information. Anything that's an omission or a conscious ommission becomes an area of Investigation by interviewers because they're curious.
Why did you choose to do that? Most people are relatively compliantand they do put in the position title. And why didn't you? That's the way I think. Anything that's out of the norm, I want to know more about . It doesn't make it bad, but it leaves me curious.
So far., I'm giving you the answers of. "they wanted use a search term and make that immediately visible." Sometimes it's a mistake that, most of the time, frankly,it is a mistake that job hunters make by putting it there because, frankly, you know at the end of the day, there's so much text particularly in the summary area where you can keyword stuff your profile to make it very attractive for search terms though.
Three main reasons I see .What do you think? Leave us a comment below. Let me know what your thoughts are.

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

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.

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

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.

Jeff Altman, The Big Game Hunter

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

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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.

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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.

Are Cover Letters Always Needed? | JobSearchTV.com

October 6, 2018November 9, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=t3S_P3fEW6k

I answer this simple, yet important question.

Summary

“Are cover letters always needed?”

No.

The history of the cover letter is really very simple. In days of old, like when I got into recruiting what seems like hundred years ago, you had one resume that you mailed to an employer or you dropped off at their offices as you went from building to building trying to find a job. Back then, a cover letter became a complement to that one standard resume and would talk about some of the additional things that you did had done that were relevant to that job. So, you might just simply have typed up a letter that you put on top of the resume or stapled to it. Or, you might say something politely like, “I’m forwarding my resume to you for the role of (fill the blank) that I saw advertised in (fill in the blank). I believe my experience with such and such and such and such would make be a viable individual for your organization). That was paragraph two.

Paragraph three was, “I look forward to hearing from you about next steps in the process,” or, if you were doing drop-offs that day because you have no idea if there was a job, you would do one of those your self-promotion type of things, staple it onto your it resume and use it is a sales tool.

Obviously, cover letters are not used for that purpose anymore and know if your background as demonstrated on your resume shows that you fit the requirement perfectly, you don't need a cover letter. However, few resumes do. So, why not use it is a sales opportunity to promote yourself?

Now, I want to be clear, you don't use a cover letter as an attachment with your resume. Use the body of the email like the old cover letter. What do you do you? How do you demonstrate the fit? It’s really very simple.

So, whether you are sending it to a recruiter or a hiring manager, you might start off by saying, “I am submitting my resume for a role that I understand is available in your organization for (such and such). My understanding is this is what you're looking for.”

In the left-hand column, you put a list of skills and, in the right-hand column, you indicate how long and how recently you used those skills, used those technologies or employed those qualifications. How long and how recently. If you don't have one or two of those items. You omit them from your list. Then, from there, you could conclude by saying, “as you can see, I matchup very strongly with the position and I look forward to hearing from you and meeting with you in the next week. If I don't hear from you I will put in a quick call to you . . . “ Something along those lines that ties the bow so that there is going to be a next step. But you use it as a sales opportunity, linking your qualifications with the role.

So, no, you don't need to use it; it is not a requirement that you use a cover letter. But since few people are submitting resumes that demonstrate a perfect fit, why not use the body of your email instead of using it as stupid whitespace, use it as a sales opportunity to promote yourself?

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

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How Lucky Are You and Why? | JobSearchTV.com

September 27, 2018October 28, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=UzCI_0wdGJI

I explain what the trick is in this question and how to answer it.

Summary

This is one of those fun trick questions. I have to say, "trick" because let me explain the trick to you because it suggests the answer and most people miss it entirely. The question is, "How lucky are you and why."

The key to suggesting the answer is the "and why" part because most people are going to go off on a tirade about an incredible luck lock luck or they have no luck. Pretty predictable answers.

Now, what the employer is suggesting with the question is that there are reasons why people are lucky and they want to know what your reasons are so it let's you know right off the bat they're thinking it isn't about luck afterall. Now, you might just simply start off by saying, "You know, luck is one of those funny things. You know, for example, there are musicians who are incredibly lucky but no one talks about the 25 years they've spent in the studio working up to the point where someone would notice them. Thus, they become the luckiest musicians on the planet because they've got the hit record. Or, you know, a variety of things. You can use movies as an example of that.

But, fundamentally, what employer generally wants to hear is, "Some people talk about karma and I've thought a lot of great things in my life that help to create circumstances where I receive good fortune. And thus you translate luck into good fortune. "But I don't want to make it seem as though these things happen by accident. I work incredibly hard to make my "luck" as you will to put myself in the position where I have the opportunity to have good things happen to me. You know I do the work. You know I drive the sales (You talk about the nature of work).

You know, in answering the question, you lay out a couple things that you do that helps make you "lucky" so that it is really about the luck. Most people don't know how much I've done up until this point to arrive at the stage. Where they think it's luck, I think it's the effort that's gone into it."

And then they'll ask you, "Can you give me an example of that? Can you talk about something from your history where people were amazed that you did something but you spent 20 years of my life working up to that point?"

Maybe it was how you came up with a solution to a problem where you'd seen something similar or in junior high school. On and on and on. You can use examples like that but you know the trick is not that it's a luck but that you've put effort into getting "luck" to put yourself in the position to be able to be lucky.

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

Connect with me on LinkedIn. Like me on Facebook.

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Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

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

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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.

Maybe It Isn’t The Job Market | JobSearchTV.com

September 22, 2018October 23, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=e0cugn0iIq0

Struggling to get results? Maybe it isn’t the job market?

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

Summary

I was talking to someone yesterday, doing a little bit of research for project I am working on. He is someone who has been with this current firm for about 10 years. Good background. Resin through the ranks. All that happy kind of stuff you want to see in an employee. He has decided to move elsewhere. He says he’s stuck. That's okay. I understand that. That happens. But he's running into a roadblock. The roadblock is he knows exactly how it's done at his current firm but he has not been exposed to other organizations. He has started to blame the job market. It’s not the job market. It’s the choice he made.

If you're someone who is in a situation where you're not getting the interview results that you want, have you practiced interviewing? I don’t mean just simply flippantly practicing the answers but doing mock interviews with someone who is able to critique you. Who can talk with you about your experience.

You know, if you're in a technology field of some sort – – engineering, IT , whatever – – are you someone who has practiced answers to predictable questions with a friend of yours who can really grill you hard to see how you respond to a grilling? Do you answer the basic questions well? Do you know how to answer behavioral questions well? I bring this up because, most the time, the answer is no. I know that because when I do it, I sit and listen to the results that I get from people.

It's not the job market. It's you. You not working at finding a job.

So, I’ll just simply if you want to keep getting these results and eventually stumble into something by accident, keep doing what you are doing. It's okay. You’ll go through a lot of trial and error. You will go through the heartache. You’ll have to listen to a lot of your friends go, “So, how’s the job search going?” And not being able to report any sort of results.

You have to change it up. You got to do things differently and you’ve got to get some help. Most of you don’t even know how badly you interview. You don’t even know what you're doing wrong. I was looking at someone’s resume yesterday-- spelling error in it. He didn’t see it. It happens . . . And repetitive words and the marketing lingo in a technology resume. . . It’s ridiculous.

You know it's so stale and in some offensive these days that someone talks about an old language like it’s out of the 50s. It’s ridiculous!

So, get some help, dammit. Work with someone who understands what you do and who can guide you through your resume, critique it for you and turn things around. Otherwise, you are going to interview for jobs that you really desperately want and you are going to fail. You will have to tell your friends how you failed, look at your wife or husband or partner and tell them how you failed.

It’s awful. Just get some help, okay?

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

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.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

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

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

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.

An Easy Upgrade to Your Executive Resume | JobSearchTV.com

September 19, 2018October 20, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=EcbHb4OKPEk

There is an easy upgrade to your executive resume that will help you get more interviews.

Summary

This is a tip can be used by anyone but I’m going to focus in on executives because it’s an easier implementation for you.

If you're working with a resume, most of you are sending out a pretty flat looking document. It's boring. Everyone says the same thing. But we’re living in a more visual age and, yes, I could be talking with you about fonts and how your fonts look on a page. It’s really a screen because no one is really working with paper anymore, right?

If you are asked to submit a resume, here is a small change I want you to make and that is graphics. It can be as simple as a chart demonstrating the impact of what you’ve done in the organization.

So, for example, you reduced costs. Have a chart that indicates a graph of previous costs and let them see the downward trajectory of costs. Increased revenue. Ideal for salespeople, C-level professionals. Show how would you increased revenue over a couple of years.

If you're not in a role where you are helping a firm make or save money but you can measure it in terms of improved performance, show the previous performance levels and metrics in a graphical format and then demonstrate the improvement that you afforded the organization.

The visual goes a long way toward helping people see your impact. It doesn't have to be a big thing period it doesn't have to be real elaborate. It just has to make it obvious to people by using a chart inserted into your resume to show the impact of what you’ve done.

Again, this can be used by anyone but clearly it's an ideal tool for a senior level professional who's trying to show that they affect change.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

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.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

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

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

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.

Building Your Snowball | NoBSJobSearchAdvice.com

September 7, 2018October 10, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=a_FkLmELol4

Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2018/09/07/building-your-snowball-nobsjobsearchadvicecom

EP 1219 Most people think a quick burst of activity will land their job.

Summary

That starts off with the mistake many job hunters make that they act as though a quick flurry of activity at the very beginning of their job search and they're going to find work.

The notion that a quick burst of activity is going to help you find a job instantaneously is ridiculous. You heard the phrase, “it's a marathon, not a sprint?” Well, job hunting is very much that way except the way it works is you create a momentum snowball going down a hill.

Dave Ramsey, I think, coined the phrase “debt snowball” in his work in which he talks about paying off your smallest debts first (you always pay minimum is on the other stuff) but you put most of your savings, most of your money into the smaller debts to get rid of them. That starts to create a feeling of momentum that allows you to keep doing it on the larger items and the larger items and the larger items until you are without debt altogether. That's really the way to think of it here.

Think in terms of building up a momentum of activity that's all designed to yield results. I was interviewing someone for my “Job Search Radio” show last night and he's a guy that I coached in his job search. When he reached out to me, he was struggling something fierce. He had nothing going on. As it turned out, this journalist (he was an editor for publication. Written a couple books. Good at what he does. An award-winning guy) couldn’t write a resume save his life with the result being that his resume wasn't landing him any results whatsoever.

We deconstructed his behavior, rewrote his resume, I taught him about tailored resumes and cover letters for each individual role he applies to and then, from there, we started to build up momentum in his search.

Eventually, he got to the point where he got very close on one thing, was going to get brought back on a second and, ultimately, accepted a third thing. There were some other things in the wings as well, but these are the ones that are furthest along and he decided to accept an offer. All these little activity starts to build up and create that snowball effect of the snowball rolling down the hill and collecting snow and getting bigger and bigger and bigger until VOOM! That's what will happen in your search.

Build up the momentum. Build up the snowball. Don't think about the quick flurry of activity. Think in terms of small consistent efforts. It is kind of like making a change. It's not, “I’m suddenly going to lose 50 pounds!” You have to make small behavioral changes that, with time, build that momentum so you lose the weight. Same thing with job search. The small behavioral actions you take, suddenly one that having results that allow you to win the search.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

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.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

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

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

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.

Moving for a New Job? The Tax Code Has Changed | JobSearchTV.com

October 1, 2018September 22, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=9ozbbVFrC4k

Follow Jeff Altman, The Big Game Hunter on Facebook
http://www.facebook.com/NoBSCoachingAdvice

There is a surprise for job hunters in the tax code if you are relocating for a new job. I walk you through the consequences to you.

Summary

Taxes. Taxes. Taxes have changed in the United States in many respects, they are better for individual taxpayers but they have clearly changed and become more expensive if they have that you are relocating for a new job. For years, if you or in a situation where you are moving to a location 50 miles away from your current home, and you are paying your own relocation, that was deductible, whether or not you or itemizing or not.

The new law passed under Pres. Trump has changed that and it's useful for you to know this so you can make plans for it. Otherwise, you could be hit with a big surprise.

That deduction no longer exists. You may think to yourself, “well, I'll have the employer pay for relocation.” In the case where employers pay for relocation, there's another little surprise there. Weight tell you hear this one!

The money that is paid to relocate you is now taxable. Catch that one.

If you're receiving $5000 . . . $10,000 from an employer to relocate, that's now taxable income to you. Unless you save money somewhere along the line or receive a sign-on bonus in addition to compensate for that difference, you are going to be having a big surprise when it comes time to file your income taxes.

So, don't be surprised. Work this into the equation. Talk with the firm that is going to relocate you about a sign-on bonus to compensate for the fact that you now have taxable income.

Now, understand that sign-on bonus is taxable as well, but at least it will minimize the impact of the relocation money.

So, don't get surprised. Plan ahead and maybe you can find something close to home.

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

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

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.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

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

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

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.

Run Your Race! | JobSearchTV.com

October 1, 2018September 20, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=gk31i1-_gpM

What do I mean by, “run your race,” in the context of job hunting and your career?

Summary

When I think of job hunting, frankly, it is like walking into a casino for most of you and sitting there the tables. You don't really know the rules. Thus, you are easy pickings for the casino. Even if you do know the rules and how to play the game, most of the time, the casino is going to make money on you no matter what.

Understand that the way job is stacked right now, you're playing a game that is rigged against you. What can you do?

Obviously, you can refuse to comply, but eventually you'll be chewed up by the system. You can refuse to comply by refusing to apply for job through an applicant tracking system until you spoken to hiring manager. It's an easy way to do it on your room.

The real thing though is about attitude. You see, the Attitude that you have been instilled with is the one being the compliant employee. And fitting in. And doing what is demanded of you every step along the way to the point where you are a little cube you're being fitting amongst other cubes. In job hunting, Ideally from your vantage point, it is best to learn what the rules are and play your own game. Let me give you an example from sports.

Football teams. Basketball teams. Baseball teams There are lots of set plays That are involved. There are also lots of situations that they practice in order to put themselves in the position to put themselves in a position to execute the basic game plan, right? There is a lot of creativity and originality within those frameworks. You need to find the place for organizations respect you and your unique way of doing things.

If you want to be a drone, by all means… Do it. You can have messages piped into your head all day about being compliant doing what is demanded of you. Shut up. Do we tell you to do and don't have any original thoughts. Or, you can do things in your particular way and be sought out by firms. You see, LinkedIn is 1 of the greatest tools that we have in our modern times because it allows firms to reach out to you and for you to call more shots.

Remember, they are hunting for talent. If they want a person to fit into a box, that doesn't mean that you want to fit into a box, does it? I want to think in terms of a race. The race has a finish line – – the end of your career. How do you want to run the race? Do you know what could happen along the way? Do you know how to get you from where you are now and how to get to the finish line?

If you don't, you need to learn quickly. Let me give you an example. I was doing online coaching call I blab.im on the platform was still up. It is on YouTube as "No BS Coaching: Play Your Game Big!" At the end of the day, this person wants to move in the direction for their career a little bit differently than the obvious path. I spoke about informational interviews and you said, "Yeah, I have one scheduled." I asked him, "How about 5? How about 10? You can't just take one person's viewpoint for how to get to the finish line. And, even if the viewpoint is right, maybe it is right for you."

One thing I've learned over the course of the years in recruiting is that everything works in job search. It never works as well as we would like or as often as we would like but, at the end of the day, everything works. You may be turned down for a bunch of jobs but, eventually, you will find one that fits you. If it's your drive. It fits your ambition. If it's the kind of career goals that you have. Run the race in your particular way. Don't worry about what recruiters might tell you because a lot of them will tell you that you doing it all wrong. "It is a terrible mistake you're making! GROAN!"

Your job is to make a work recruiter a fee. YYour job is to make the corporate recruiter happy. Your job is to make yourself happy. Don't sell out your own ambitions for what the company wants.

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 what 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 1100 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

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

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.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

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

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

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.

Acing a Panel Interview | NoBSJobSearchAdvice.com

October 1, 2018September 7, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=VEoWoHxUFK0

Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2017/04/30/acing-a-panel-interview

EP 731 Jeff Altman, The Big Game Hunter helps to explain the format and reasoning behind what occurs at a panel interview and how to ace them every time.

Summary

Today, I'm going to talk with you about panel interviewing, which is a different sort of orientation and feel to it than a traditional interview. Why? Because 3 or 4 people are sitting opposite you putting you through "The Great Inquisition" to figure out how you fit.

How do you prepare for panel? Real easy. Let's start by figuring out who you are going to be sitting and facing, what their particular backgrounds are, what their role is in the organization and thus, you can figure out what their agenda is.

You see, the members of the panel aren't four people from the same group or department; often they are from related groups and departments. They may do similar things. They may interact with one another, but ultimately, they have a different agenda in mind.

The other thing to remember is what ever it is you may answer may engender a response from 1 of the other panel members. If the role, you may be talking to a panel member from one department (let's use IT as an example)... You may talk to member the programming team, but there was someone there representing the user community. They want to understand how your answer relates to them. It's not that they don't understand by your answer may trigger something for them.

Also remember that the 3 or 4 people there... They are all vying for their questions to come out. They are all looking for face time with you. They're all looking to evaluate because ultimately have to give you a thumb up or thumbs down at the end of this process.

As you answer questions, understand who you are talking to and what their role is. As you speak to the questioner, the person who poses the initial question to you, you start talking with them , but then start turning your head to start talking with the other people who are part of the panel. Always in your answer talking to the original question.

It is a subtle thing that allows you to do what is really important in the room-- that is trying to develop rapport with each person who is there.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

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.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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

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

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

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.