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NoBSJobSearchAdvice.com

What Do I Do? I Lost My Dream Job Due to the Unprofessional Behavior of the Recruiter | JobSearchTV.com


Here is my no BS answer this question.

Summary

"What should I do when I lose my dream opportunity because of the unprofessional behavior of the recruiter?"

Recruiters are the bogeyman for a lot of job hunters. And, I must also say, to a lot of corporations. They are blamed for far more than what they are deserved to be blamed for. Since I don't have any details here (I just have the question (I don't have any texture or nuance to what happened and what the recruiter is alleged to have done), I will simply go with what this person suggesting me , which is the person didn't get the job, they wanted the recruiter to do or say something for them and they wouldn't. They deem that to be unprofessional.

You know, maybe I'm wrong here , but most of the time, almost all the time, when job hunters lose a position, even when the recruiter is obnoxious and creepy and incompetent, employers will find a way to hire the person. What they will do is call of the recruiter and say, "Look, back down. You have 2 choices here. We are going to run the hire. Get out of the way and if we actually hire this person, will write you a check when it's all over. The other choice is that you can lose the fee and we won't just talk to the person at all. "

The fact of the matter is, when given those 2 choices the recruiter will say, "You'll do all the work? Just keep me informed. Let me know where to send the invoice to when you hire them and I'll be happy to collect the money. I'm sorry you don't like me. Tell me what I can do differently and I will do it because I want you to like me."

That's the way recruiters conduct themselves, even if they don't use those words. They want to make money. They don't want to lose if the because of bad behavior on their part or yours. Job hunters are more likely to cost recruiters opportunities through bad behavior. Firms start to evaluate recruiters based upon the behavior of job hunters and decide, "you know, this recruiter doesn't do a good enough job screening for us; were going to stop using them."

That's a very likely occurrence. In this 1, here's. What probably happened. You are not qualified to get the job. Your resume stank. You didn't get in the door. Or, if you did, you did not perform. You want to blame the recruiter for that. But, no, it is you that is at issue.. You are the one that failed. The client isn't interested. The recruiter cannot perform telephone or Skype hypnosis to make them do something that they don't want to do. You are angry at the recruiter because they couldn't make it happen.

I could be wrong. I don't think I am. I say that because of the situations where people have complained about me. My client made decisions that they thought were in their best interests. And, you know, you can't persuade people to do things that they don't want to do any more than you are persuadable to buy a car that is more than you can afford or buy a house where you cannot afford to make the 1st mortgage payment. You are not stupid, and neither are they.

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter is a leadership and career coach who worked as a recruiter for what seems like one hundred years.

JobSearchCoachingHQ.com changes that with 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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Interview Questions to Determine Emotional Intelligence (VIDEO)


As organizations grow or expand, emotional intelligence becomes a more important factor when interviewing new leaders. In this video I offer several basic questions that any person can ask to assess for whether someone is self-aware.

Jeff Altman, The Big Game Hunter has been coaching people to play their professional and personal games BIG for what seems like 100 years.

For more No BS Coaching Advice and encouragement, visit my website, <a href="http://
www.NoBSCoachingAdvice.com” >www.NoBSCoachingAdvice.com

Ready to schedule your first coaching call? https://gum.co/JAcoaching

JobSearchTV.com

How Do I Recognize a Good Recruiter or Headhunting Firm? | JobSearchTV.com


My answer to this question is crystal clear.

Summary

Today's question,

"How Do I Recognize a Good Recruiter or Headhunting Firm? "

I'm going to give you the answer that you don't want to hear… But it is the truth.

The answer is you can't.

You can pickup a clue or 2 along the way but I think the issue is the disconnect between what you define as a good recruiter and what a client might define as a good recruiter.

To you, a good recruiter is someone who can find you a job.  To a corporation, a good recruiter is someone who can fill a position, who has good discernment, who has the ability to understand a person's experience and ability. Who can understand with their particular corporate culture was like, save them time and deliver great potential new hires to them.  The recruiter can't guarantee that the firm will actually hire someone from them, but they can't deliver good quality potential hires that make the decision difficult for an employer.

Let me go back to you, for example.

You want to hire someone who is a good recruiter or as a good headhunting firm.  As a result, they have to have jobs that fit you.  That basically translates into seeing what jobs that they have to fill in job hunters have a pretty loose idea of what fits their background. Judging by what I received in my inbox each day which tends to be hundred to 150 pieces of email that are little more than spam.

You send a resume to someone, you don't hear back. And you say to yourself, "Hey! This is a bad recruiter. They didn't call me!"  However, you send a resume that did nothing to demonstrate that you are qualified for the role that they are trying to fill. So, to you, a good recruiter is always going to be the one who finds you a job.

I think there are clues to a successful recruiter or a good recruiter through longevity with one agency. For example, if you see someone who has been with the firm for 10 or 15 years, you know they are filling jobs. You know that firm has an environment for them that allows them to be able to perform at a high level for their corporate clients. That's one indicator that guarantees that there is a possibility they could be effective for you, but there are no guarantees.

How can you recognize a good headhunting firm?

Longevity is normally a variable. As the firm did in operation for, I don't know, pick a number of years? However, there are people who start off firms who may be out on their own now. They had been with the firm for 10 or 15 years and recently started a search firm that is only been open for 3 months. Does that make them less capable? I don't think so.

I don't think size of firm matters. After all, you can contact Robert Half, 1 of the largest recruiting firms in the world or Manpower, again, 1 of the largest recruiting firms in the world, you got the wrong person, what happens is that they miss out on opportunities for you. They aren't sending you out on things because he got the wrong person at the right firm. To be clear, I am not endorsing either of those firms in case you misconstrue that I was using their names as an endorsement. I was just using them as an example of huge firms in the recruiting sector.

There are boutique firms that do a far better job than the larger firms, but they are specialized or "narrow focused." They may be a part of a network of recruiting firms like n NPA Worldwide that allows firms to have good market penetration so that even though this person might be a solopreneur, they have access to 500+ other recruiting firms around the world and can submit your resume to affiliates in other places. Again, it doesn't guarantee anything.

At the end of the day, I think the issue comes down to the question and how the question really implies, "Who can get me a job?" Remember, there are no guarantees. After all, all they can do is get you in the door. They can't get you the job because your performance on the interviews may stink, your expectations may be atrocious, the resume is even worse, yada, yada, yada.

The fact is 70% of all positions are filled as a result of networking. 70% of those 70% are filled. As a result of introductions to people that you didn't know at the beginning of your job search. You need to go out there and network and not just simply outsource your efforts to recruiting firms. Don't just simply apply to job boards because, between job boards and recruiting firms, they only fill 30% of all jobs.

Don't be a fool. Get out there and start meeting new people. Start talking to others. Don't outsource just to recruiters.

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

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

JobSearchCoachingHQ.com changes that with 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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

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

The Three Jokes of Recruiting |No BS Job Search Advice Radio

Jeff Altman, The Big Game Hunter uses the three jokes of recruiting in order to teach an important lesson about job hunting.

honeypot2

 

spp-transcript]

I want to talk with you about the 3 jokes of the recruiting business.

The 1st joke is, “How can you tell a job applicant is lying to you?”  The answer is, “Their lips are moving.

What’s the 2nd joke?

How can you tell a client is lying to you?

Their lips are moving.”

The 3rd joke is, “How can you tell he recruiter was lying to you?”  You guessed it – – their lips are moving.

 

When you basically translate it, what is being said is that everyone is posturing for advantage and the best outcome.  Everyone is exaggerating to some degree.

For you as a job hunter. You have to remember that the company may be talking with you about this great opportunity for you to advance when in most cases, what they really want to do is is hire the 4th drone in the 3rd cubicle on the 5th floor of a particular building.  You are not particularly important to them.

You may be important to that particular manager, but that manager, when times get tough, may not be they are any longer than you are.

In terms of the recruiter, the recruiter is posturing to engender trust in you. That’s because if you are unsure you may trust their words and allow yourself to take a job.

Now, if we were talking about an investment advisor and they were saying, “Trust me. Give me $50,000. Yeah. That’s the ticket yeah, trust me with the money.” You would be very hesitant. With the recruiter, you need to take your time before giving away your trust.

Finally, I understand that you are trying to get the best of the deal possible and you are trying to position yourself well. Everyone is kind of like 8-year-olds who are visiting their friends’ parents. Invariably, the 8-year-old is on good behavior over there, right? Well, everyone is on good behavior as part of the search process.

Your goal is to get the best information that you can in order to make a good decision for yourself. It’s not to be a good boy. It’s not to be a good girl. It’s to get the best information possible so that you can make a great choice, so that your career advances and you can get to where you want.

 

[/spp-transcript]

 

Do you think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

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

JobSearchCoachingHQ.com changes that with 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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Turn It Up! | No BS Job Search Advice Radio

Jeff Altman, The Big Game Hunter shares some of his observations about working with recruiters and applies it to job hunting.

Serious mature businessman on call in front of laptop at desk in a bright office

Summary

In my career, I’ve trained a lot of very successful recruiters. I’ve also trained some people who have washed out.  I put my best effort to try to help these people. But, when push comes to shove, ultimately, the onus falls on them to follow through a lot of the coaching that I give. Often, the biggest failure is around effort.

Most people (including job hunters in this) say they want to do a hard days work and they want to put in. Best effort. They want to be successful BUT when you examine what they do, they are not working as hard as they think they are.  That is true of job hunters, too.

How People Find Jobs

For you as a job hunter, statistically, people are finding work in a number of ways.  Consistently, statistics show, the job boards fill between 3% and 4% of all positions.  Recruiters fill an additional 20% to 22%.  I’m going to combine the numbers because some recruiters use job boards to find candidates.  And I will add a little more than that.  So, let’s assume that 30% are filled by job boards and by recruiters.  

70%, though, is filled as a result of networking.  In a recent statistic that I heard, 70% that of those jobs (70% of the 70%) or filled as a result of a network connection to someone that they didn’t know at the beginning of the job search.

Here’s the point.  You are not working as hard as you can to find people to connect with and develop a relationship with in order to become 1 of those people in the 70%.  What you need to be doing is putting in a “Max effort.”  You need to try that much harder, to operate at a much higher capacity than you are now.  I’m not saying to work like a maniac.  You need to have some fun and there, too.  At the end of the day, you need to kick it up some notches. You need to put yourself out there with some people you are not really talking to yet.  You need to track these relationships so that, in this way, you remember your conversations, what your commitments are and follow-up… Stuff flows along those lines… When push comes to shove, you have to kick it up. Some notches.

Again, it’s not who applies to the most jobs on the job board.  You are swimming in the lake with a lot of hooks out when you’re swimming in job boards.  There is a lot of competition with other fish in their for that hook.  You want to be out there swimming in streams and rivers that have hooks out there, but not a lot of fish there. This way, you are able to swim up and be able to connect with the organization.  In addition, you need to be able to come in with a referral from someone you know.

Do you think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

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

JobSearchCoachingHQ.com changes that with 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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

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

Marketing Yourself Like a Headhunter | NoBSJobSearchAdvice.com

Jeff Altman, The Big Game Hunter speaks with you about marketing yourself just like headhunters market themselves.

marketing-yourself

Summary

Let's talk today about what headhunters do in their work.

Answer.  They are doing business development work to identify potential clients that want to hire. [/spp-transcript]

How are they doing that?

There are a variety of different ways but the primary way is called:.  They are networking.  You're trying to find people who will give them a name, phone number and/or email address of someone to reach out to who is hiring.

More often than not they are doing what is called telemarketing.  They are on the phone, presenting themselves as human beings who have skills and capabilities that can help an organization fill positions.

Telemarketing works.  It is still the most effective way that salespeople sell.  They may get leads in a variety of different ways but being on the phone, causes them to do the sale.

You need to be doing the same thing.

How do you get those leads?  There are a variety of different ways.  You know about LinkedIn. Have you considered data.com? Spoke.com?  How about zoominfo.com?

These are all sites that provide you with names and the position of potential hiring managers.  In this way, if you are going to submit your resume to affirm, you can use a backdoor way to reach out to someone and present yourself as a human being, different than just a resume submitted to an applicant tracking system.  Different than just a resume that submitted or referred by someone.

They can hear you on the phone, even if you are just leaving a voicemail.  It's an opportunity to present a case for yourself.

Again, I just want to encourage you.  Get on the phone.  Don't just simply rely on applicant tracking systems, emails or even introductions.  Reach out to people so that they know something about you.  They get a sense of your enthusiasm, passion and excitement for what you do, just from the tone of your voice.

Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

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

JobSearchCoachingHQ.com changes that with 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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

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

What You Must Do If a Recruiter Calls or Emails – No BS Job Search Advice Radio

Jeff Altman, The Big Game Hunter explains what you must do if a recruiter calls you or emails you after you submit a resume.

 

Summary

I want to talk with you today about an experience I’ve had recently that I think is absolutely ridiculous. You, as a job hunter, cannot do this.

You send a resume to a recruiter after seeing a job that they had online.  You receive an email or phone call from the recruiter and what don’t you do?

Respond to them.

It’s ridiculous!

I’m not saying you shall respond instantaneously, but, you saw a job! I’m staring at a bunch of messages that I left 2 days ago.  I haven’t gotten over for return phone call from these people.  If I sent them an email.  I haven’t received a response.

A phone call.  Very simple.  A conversation.  5 minutes.  Responding to an email to answer a few questions so I can discern whether you fit.  5 minutes.  Very easy to do.

No response?  Come on!

You are in job hunting mode and don’t respond to people when there’s a position available? Help me understand how this makes sense to you.

I’m not going to encourage you.  I’m going to demand, Once you send out a resume, you have a commitment to respond when someone leaves a message for you.  After all, they’ve invested effort in responding to you.  It is rude not to respond back.

You may say the reverse is also true.  Recruiters don’t call me back.  Well, if you sent out spam to them (a resume that in no way, shape or form was close to fitting the job that you are submitting it for) why do you expect the call back?  After all, all you are doing is wasting their time.

However, if you said that a resume for job that you appear to fit AND you have gotten a call from 1 of them, or an email seeking clarification of some points, you have a fish on the hook! Reel it in!

 

Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

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

JobSearchCoachingHQ.com changes that with 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

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

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

Should I Tell The Recruiter I Have Counteroffer?


You’ve been looking for a job for a while, received and accepted an offer from a firm, given notice and received a counteroffer. Should you tell the recruiter?

Summary

Should I tell a recruiter I have a counteroffer? I want to start off with a few questions.

In telling the recruiter you have a counteroffer, what are you trying to accomplish? If you want to stay where you are, if your current employer has resolved every single reason why you decided to leave (after all, it wasn't only about earning more money; it wasn't just about getting a better job; it may have involved coworkers. It may have involved promotional opportunities), stay. What are you hoping to gain by telling the recruiter?

If the counteroffer is one where your current employer says, "We'll match the offer," that takes care of the money part of the situation. What about the rest of it?

By the way, there are two different types of recruiters. Agency recruiters and corporate recruiters. Our bill with both a little bit later. Right now, I'm talking about you and your side of this.

So, again, if they match the money, so what? There still all these other things that are problematic. I talk to people all the time you stay when the money is matched and then call me a month later and asked if I can get the previous offer back.

NO! You burned a bridge. You said yes and now you said no. They have long memories.

What you do instead is ask yourself why you would want to state an organization that's holding you back that will keep you at the same desk for a higher paycheck. If the that's the reason you are leaving, you put a gun to their head, they will remember that when review time comes along or the next time that there's a promotion and they have a choice between you and the person that was loyal. They will reward the loyal one, obviously.

Unfortunately, people are seduced by the money and start jumping for it, begging for more and forget that there were other factors important, too.

Why would you stay with an organization we had to put a gun to their head, force them to make promises that they may forget later on in order to keep you.They may change nothing once you turn down the other offer.

The second thing I want to speak to is the difference between corporate recruiter and agency recruiter in this scenario.

Agency recruiter may pull out this article called, "Counteroffers: The Road to Ruin." This is an article written many years ago in a publication for recruiters. It tries to persuade job hunters that staying in a current job instead of joining the firm they promise to join will kill your career because employers have long memories and remember the disloyalty. After all, all they've done is give you your next raise a little early, nothing changes, etc.. They will beat you up relentlessly.

You have to calmly deflect that and tell them, "Go to the client. Tell them to up the money. I'll do it for this. It has to be a little bit above. After all, how do I gain if it it's the same money?"

With a corporate recruiter, will generally seem a little more care. Agency recruiters are afraid of losing their fee, the big payday for all the work that they've done. A corporate recruiter will ask, "Why do you want to stay? What is it about your old job that's changed the makes it better than ours?"

"Well, they match the money."

"What about all those other things that they haven't improved upon??"

You may eventually get to, "Well, I need a little bit more," but when push comes to shove they will either be able to do it or not be able to do it and you will have to make a decision.

I'll end by saying if it is only the money, remember that you put a gun to their head to get it. If they change other conditions, then maybe it's worth considering. Caveat emptor. Yes, tell other recruiters but have a reasonable expectation of what you can get from it. Just know that statistically, when I've seen people stay, problems arise later on.

When you go to a new place, you start fresh with a halo around you, in some respects it's easier and in some respects it's harder.  They view you as their Savior, a solution for them a solution for them, rather than someone aggravation on a Friday afternoon by giving notice.

Do you really think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

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

JobSearchCoachingHQ.com is there to change that with 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 http://bit.ly/thebiggamehunter

Should I Email a Recruiter Who Missed an Interview With Me?


I am not sure if I should call them or let it slide and wait for them to call.

 

Summary

SUMMARY

The question for today you should I email the recruiter who missed the call with me today?

Let me turn the question around; if you missed the call with them, do you think they would’ve called you?

Hell yeah! They would’ve called you and probably put you on the defensive. And you can’t do that. You have to be bigger than that. A corporate recruiter might do it and expect to get an advantage from you later on.

With recruiters, you have to take it on the chin a little bit and say something like, “we were scheduled to speak at 230.”

To me, I would give them 10 minutes of grace time before calling them; I wouldn’t delay major lengths of time.

Why?

Because of is only 10 minutes, you probably have enough time to do the entire interview they would have done and not have to reschedule it.

They may feel inhibited or defensive if they get an email from you.

Your job is to get the interview and deliver on it. It is not to be in power or look for advantage where you push them around. All that happens if you try to push them around is that you will be rejected.

At the end of the day what you want to be accomplishing is really very simple. You want the in person interview.

If this were to happen during the in-person interview, I would go over to the receptionist and say something like, “I had a [2:30] PM appointment with Jenny. She seems to be running very late. Would you mind checking with her?”  I do this at doctors offices when I walk in.

 

Do you really think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

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

JobSearchCoachingHQ.com is there to change that with 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 http://bit.ly/thebiggamehunter

NoBSJobSearchAdvice.com

Don’t Steal | NoBSJobSearchAdvice.com

Jeff Altman, The Big Game Hunter explains why you should not steal from recruiters.

Summary

You probably don't think of it this way but let me clear it up. When you see an ad from a recruiter and refers to a job online and you say to yourself, "hey I know that firm is! I think I'll contact them directly," you are stealing. You're taking information that you learned about and using it for your own purposes.

I also want you to understand it's not the smartest move in the world. Why? The recruiter has a relationship with this firm. They know more than you about the organization. They can handle your schedule. They can help you tailor your resume based upon the job involved and the relationship with the firm and what they may know about the job apart from what has been advertised.

Why would you go around them? To save the firm money?

It costs you so much more because 95 times out of 100 people to get the job that they apply to directly without the coaching of a recruiter.

Foolishly, you think you're doing the company a favor. In fact, you're hurting yourself and you are stealing. You are stealing that information to use it for your own purposes without any consideration for the impact on the other person.

Be considerate.

Be kind.

I talked to a friend of mine who is a recruiter with another firm who told me about two instances where people saw one of her postings and went directly to a client and the client dismissed these people and told her the story about them because it was real clear that these people had come to them based upon seeing the advertisement.

Let me summarize by saying, "don't do it." What do you get out of it? Do you feel good about it? Do you feel good that you were tricky and are better than the recruiter?

Or you're going to get back a recruiter that you don't even know for all the things that happened to you at the hands of recruiters?

Stop it. Seriously, be considerate to everyone that you meet professionally because you don't know when it will come back and either help you or hurt you.

Help you because you are considered to the other person or hurt you because you acted obnoxiously.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

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

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

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

Connect with me on LinkedIn. Like me on Facebook.

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

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

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

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.