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Employer Interviewing Mistakes: Not Seeing People for Who They Are | No BS Hiring Advice


I discuss one of the classic mistakes hiring managers make.

Summary

This is a video in a series that I've been doing about employer interviewing and hiring mistakes and the mistake I'm going to talk with you about is not seeing people for who they really are. That's the influence of bias, both positive and negative bias.
The person who walks in the door, who is . . . I'm going to use bad slang here . . . Drop-dead gorgeous . . . That's male or female. You see them and they are so impressive for their appearance that you go through the questions and . . . Excuse my language . . . Half-assed kind of way and, instead are mesmerized by how good-looking they are.
Conversely, you can also be adversely affected and have a bias toward people who are fat, who looks different than you, dresses poorly because they can't afford a better wardrobe, individuals of all different races, religions, backgrounds . . . And you can justify your decision based upon objective criteria . . . But, if you ask yourself the question, "if this person were drop-dead gorgeous walking in the in the door, would I give them a second chance," if you're honest with yourself, you probably would.
Let me go to the example of the person who's different than you and you perceive them negatively. You have to put your biases aside. You know, this person could be a great intellect, a dedicated individual. You want to hire a team player.? There is no more team player than this individual . . . But you're distracted because of their girth. Why is that? Because you have to get them a bigger chair? So, what? The firm can afford it. If this person is of a different religion or race than you, get to the intellect, get to their knowledge. Understand what makes them tick.
Instead of asking them to tell you about themselves, instead ask the this question instead. "So, as you look back at your life, what brought you to this moment? What was what's your background that had you enter this field and wind up in my office today?"
What you're going to do is learn about the individual and their life holistically. I've spoken about this in another video based upon a podcast called, "Reply All," that was released and made this suggestion then because it makes a lot of sense.
You know, there are things about a person and their life that you'll find out by asking them my question or the question was offered on "Reply All," instead of tell me about yourself. You'll find out about what brought them to this point.
What their training was. What their education is. How they wound up and being the first in their family to have this experience or how they stumbled into this career, but it got adopted by someone who trained the heck out of them.
I remember there's a guy in New York I met many years ago who used to adopt . . . I'm putting that in air quotes . . .A number of young Inner city kids and train the heck out of them in network engineering. He had a data center in his brownstone and would bring the kids in and train the heck out of them. They would work for him for nothing because they loved the education that they got and they all went on to great fields.
Did any of them have a comp sci degree? No. None of them even had degrees . . . But if you look at their resume you'd go, "where have they been working? No degree. Delete."
But you'd find out if you actually talked to them about how they were involved with providing communications to the Baltic Nations at times when the Soviet Union, the old Soviet Union was trying to block them from being able to have international communications or how each of them broke the networking blockades that existed on their banking systems that the old Soviets had Implemented and what their part of it was. You'd never know that unless you actually talk to them and asked the question like the one I'm suggesting.
So, take the time to get to know someone. Don't just simply respond impulsively and reflexively which basically involves no thought. It's a conditioned learning response that's keeping you from getting the person that you really want and need.
So, get out there. Experiment a little bit. If I'm wrong from your vantage point, no harm. no foul, right? No one gets hurt. You're still going to get the same information and you may still reject them, but following my lead here, you're going to learn a lot more about a person and their background and see really from that story much better than you'll find through your standard questions about fit

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council.

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

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

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

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

Connect with me on LinkedInLike me on Facebook.

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

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

The Best Way, Time and Plan to Look for Your Next Job | JobSearchTV.com

Exactly that – – the best way, time and plan to look for your next job.

Summary

Some time ago. I did a video in response to a question where I was asked when is the best time to start looking for your next job? And the answer that I offered was on the day you start your new position. That's when you start thinking about your next job. Yes, you have to execute at your current job, the however is, you need to start planning your next steps.
What's the organization you think this one can lead you to next? What role can this job lead you to next complete with job title, compensation, reporting structure, perhaps even the hiring manager, as well.
Yeah, I know. This sounds screwy to a lot of you. The however is, when you think about it, you spend a lot of time lurching from search to search, you spend three years or three months working in a place when, suddenly you decide to go looking for another job. You really don't know where or what you want to do and you haven't really thought about it because you've been so focused on executing for your current job that you haven't thought about yourself. You haven't thought about your professional needs. You haven't thought about your career and you haven't treated yourself as the CEO of your own organization with responsibilities to your shareholders-- friends, family, whomever--to lead yourself in your career.
That mistake is probably one of the most pivotal mistakes that professionals make and, I have to say, it's probably not even restricted to professionals. There are people who start positions and takeblue collar jobs or at Retail establishments who don't really think about the next step for themselves when they finally get that paycheck.
They're just thinking about the current situation, working hard, hopefully getting ahead . . . and that is really disappeared from the American landscape. So, on the day you start your current position, it's important to start thinking ahead. Obviously, you should be doing it before you take the job but, work with me here, okay?Most people don't do that anymore than they do this.
So this is new information. So again, ideally you do it before you take the job ,where does this position lead me to, what's the stepping stone that can be derived from this and, if you don't do it before. You certainly have to do it on day one of your new position.
What's the next firmyou're going to work for. What role do you want to be in? What choices will I have? What's the comp level that this will lead me to if I do extraordinary work, how can I develop my brand further so people will discover me and reach out to me with these opportunities, so I don't have to aggressively market myself.
How do I develop relationships with people at that firm so that they will want to introduce me to a hiring manager that will want to hire me. It's a different way of thinking but one that's really pivotal for a lot of you. H
ave a great day.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

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

Jeff Altman, The Big Game Hunter

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

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

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

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

Connect with me on LinkedIn. Like me on Facebook.

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

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

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

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

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

 

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

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

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

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

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

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

Do I Have to Pay a Fee to a Recruiter If I Already Know The Person? | No BS Hiring Advice


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

This is a classic dilemma that many employers face. Here, I offer an honest answer to what you should do. Remember, I no longer do recruiting.

 

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.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership

Jeff Altman, The Big Game Hunter

coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

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

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

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

Connect with me on LinkedIn. Like me on Facebook.

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

 

No BS Hiring Advice

Avoiding Confirmation Bias When Interviewing & Hiring | No BS Hiring Advice


In this video, I discuss a suggestion from Jeff Hyman in his book, “Recruit Rockstars,”  about how to avoid making snap decisions and then using the rest of your interview to confirm that snap decision.

 

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.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership

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

coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

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

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

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

Connect with me on LinkedIn. Like me on Facebook.

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

 

JobSearchTV.com

How Can I See Another Person’s LinkedIn Profile Without Them Knowing? | JobSearchTV.com


There are currently two ways.

Summary

The question is, "How can someone look at a LinkedIn profile without someone knowing?"

There are 2 ways that I know of. The 1st 1 involves your privacy settings on LinkedIn. So, if you go to your LinkedIn page and click on your photo in the very top right above the ribbon, what you will have access to our your privacy settings. I think it actually says account and privacy settings. When you go there, you actually want to click on the option toward the top that says privacy. Within there, profile, viewing, options. You see in that area that you have a few choices. One is that people can actually see your name and choice. You can demonstrate what it is that you do..

For example, in my case it says, "Life/Professional Coach in the Human Resources industry.", Why it says, "Life," I have no idea. That is what LinkedIn has chosen for me. Then, there is a completely private one that says, "Anonymous LinkedIn member." Oooooooooh! It's almost like having the bogeyman there. That's one option. You make access to what someone else sees private.

As I understand it, if you choose this completely private option, LinkedIn stops carrying statistics about you. So, for example, if you want to know how you rank on LinkedIn in the role that you are in, they are not going to be able to give you any data about that. For example, I rank either 1st or 2nd for people in search in my network. It depends on the number of articles that I write and how many views that I get and things like that. You don't receive any data like that. If that doesn't matter to you, that's okay. That's option number 1.

Option number 2 was doing search outside of LinkedIn. For example, if you use a site with the address www.lia-usa.info, this is a Google custom search engine that I created where I am able to search LinkedIn profiles specifically within the US. I have to do Boolean search and I have to, within that, look for people within a particular geographic area. I have to use the LinkedIn naming convention for that particular area. For example, it doesn't say New Jersey. It may say, "New York metropolitan area." Find the convention for the area that you are searching.

The skills in a Boolean search AND that local area in quotation marks or parenthesis. This allows you to see information without people seeing that you are looking at them. Even if you click through.

Those are 2 ways that I know of. Do you know of any others? Leave a comment in the notes for this video letting people know what it is and I will take a look at and comment on it.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching and life coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1000 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? Visit www.TheBigGameHunter.us and click the relevant tab on the top of the page.

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

Connect with me on LinkedIn. Like me on Facebook.

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

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.

desperate job seekers

The Case for “The Desperate Job Hunter”


Employers and agency recruiters often treat certain job hunters as annoying. They aren’t. They are doing something that employers and agency recruiters say they want.

NOTE: I no longer do recruiting.

Summary

This video is a very simple one. It is about the insanity that you, representing a corporation for job hunters through, or you as an agency recruiter per job hunters through that I think is just goofy. Let me just lay it out for you. Let me use a story for myself.

When I was dating my wife, I had been trained and conditioned in a variety of ways to be an "attentive date." To care for what might be thought, to set up a nice evening for us… You know, be a good date Her response to that was, "Whoa! This is too much for me!"

For you representing the hiring organization or you representing an agency, let's look at the comparable thing . Job hunters have been trained to demonstrate that they are interested in the job. How does a job hunter really do that? Well, they respond to your calls, they send emails, on the interview, they talk about their interest. There are lots of different cues the job hunter were supposed to respond to and demonstrate their interest.

Sometimes, you folks respond to the frequent phone calls of follow-ups (you haven't given any real data. You just tell them that yoga back to them when you're ready to make a decision) and they are supposed to demonstrate continued interest. You basically treat this as an annoyance. Does it really make a lot of sense? Let's think about it. You want job hunters to be interested in your role, but not too interested. You want them to be kind of like my wife.

You want them to say, "(Said robotically) I am interested in the job," and then go away. And you think that's interest. Of course it isn't. And you wouldn't think it was interested they behave that way. They do what they do because the system tells them that they are supposed to show continued interest by following up with phone calls and sending periodic emails in the face of lack of consideration the most of you offer the job hunter. After all, you've led them to believe that you are ready to hire by interviewing them once, twice, 3 times… And then you leave them waiting to become anxious.

Maybe the anxiety is a tactic to make them want to job, but I don't think most of you thinking that way. I think that is the impact of your behavior, leaving them sitting there hoping that it is them that you choose. You leave them waiting for so long, building up their anxiety, so that they always check in to show that they are still interested.

Let's look at the game and how YOU'VE constructed it. For agency recruiters, I know you are the one who is the messenger or non-messenger for your client. I know your client is giving you nothing to really say. After a while it's hard to pick up the phone and say, "Nothing new. Nothing is changed since we spoke last." It's a week later and nothing is changed and the candidates started to lose interest in becoming fearful. They call the next week. "Nothing new." I understand the client is being ridiculous. If you challenge the client, you risk losing them by pissing them off. I get but also understand where the job applicant is coming from.

By the way, you guys create the results that you get. The result is the frequent phone calls. The fact that there is no new information, even if you as a corporate recruiter say to the job hunter, "I know we have gone a little bit longer than we expected. We expect to get this tied up by . . . " Even if that they slips a day or 2, you are okay. You've communicated something.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching from me?  Email me at [email protected] and put the word, “Coaching” in the subject line.

Do you have a quick question you would like me to answer? Pay $50 via PayPal to [email protected]  

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.

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.”

There Are No Perfect Candidates or New Hires | No BS Hiring Advice


I was talking with a friend who is a corporate recruiter. We both agreed about this.

Summary

I have been involved in a fun series of texts with a friend of mine who does recruiting for a firm. They were talking about a video their firm is putting together for job applicants and for their work with hiring managers. When speaking about their work with hiring managers, is not about the recruiting part of it. It is about taking action. And why they need to take action more quickly.

I think this is the lament of every recruiter, both corporate and third-party that hiring managers take their time. They just don't pull the trigger on anything because they keep looking for "the perfect candidate." Let me let you in on the secret.

There is no perfect candidate. There is always a flaw and you tend to find out about it afterwards and I want to explain why.

You tend to find out that this person is not perfect afterwards because everyone is putting on an act during an interview. They are putting on an act; you are putting on an act. They are being phony and so are you.

No one ever tells job applicants at the last for people who sat in that chair or got laid off during bad economic times. No one ever says that. In addition, you tend to be on good behavior and they tend to be on good behavior, too. It is no wonder that there is this frustration that occurs when you discover after they are on board that, shall we say, they are not ideal.

It's 1 of the reasons I tell hiring managers to stop looking for perfection. It doesn't exist. When you screen people, evaluate people for qualifications. Qualifications are the most important thing you can screen for.

You want to send from your troops and want people who offer differing opinions. Fitting in is the wrong approach to take; after all, you want different opinion, right? You want to make sure that you look at things from lots of different angles, instead of getting a completely homogeneous viewpoint.

Again, stop looking for perfection. When you find qualified, move on them! It is not going to get much better. Remember, your last 4 hires were perfect; what makes you think this 1 is going to be any different?

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio” and “No BS Job Search Advice Radio,” both available through iTunes and Stitcher.

Are you interested in executive job search coaching, leadership coaching or life coaching from me?  Email me at [email protected] and put the word, “Coaching” in the subject line.

Do you have a question you would like me to answer? Pay $25 via PayPal to [email protected]  

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.

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.”

What Companies Look for When they Hire | Job Search Radio


When thinking about finding a job, it’s common for job hunters to focus on themselves and forget about the employer and their needs. That mistake can be instrumental in failing with their networking, their resume, their phone interviews . . . every step in the recruiting process can be adversely affected by that critical oversite.

Jeff Altman, The Big Game Hunter speaks with Emily Quinn about what companies look for when they recruit people, evaluate resumes and interview someone.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and leadership coaching.

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.

START YOUR 7 DAY FREE TRIAL TODAY

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

Are you interested in executive job search coaching, leadership coaching or life coaching from me?  Email me at [email protected] and put the word, “Coaching” in the subject line.

JobSearchTV.com

How Long Does It Take to Screen Resumes? | JobSearchTV.com


Someone from a smaller firm asks how long it takes to screen resumes because they think they are spending too much money for an external recruiter.

Summary

The question for today is, "How long does it take to screen resumes?" This question is asked from the vantage point of an employer who is using a recruiter, who is finding good, but not great candidates for them. As they write, "For each position, we get 3 to 5 candidates who are referred to the hiring manager." They are thinking of bringing the process in-house and using tools like ziprecruiter and Workable. They are recruiting for IT positions. . "How long is it going take 2 narrow things down to get those same 3 to 5 options?"

The real question I want to start off pointing out is most people undervalue a recruiter and what they do. After all, you are seeing the results of their efforts (those 3 to 5 resumes); you don't know what they did to get those 3 to 5 resumes. For example, you are looking at those 3 to 5 resumes and thinking to yourself, "I can get 3 to 5 resumes if I use those tools. What's the problem?"

So the problem starts off with who is going to screen those resumes when people apply for your position? Who is going to do the pre-interview with them? Who is going to evaluate the respondents? I know what I was doing recruiting, I would receive hundreds of pieces of garbage that were little more than spam. Some systems may have a data dictionary that will screen resumes for particular keywords; sometimes the system is messed things. If you're okay with that, let's move on.

Using myself as an example, on Monday morning. It was typical for me to walk into 200 to 250 resumes and then have to start going through them. In the usual 3 to 5 seconds that normally is used, you do the math – – if I operated like a machine. It was actually able to do each resume in 5 seconds, with 5 seconds to open up the next one and delete the previous one, it is 6 resumes per minute. If I received 250 resumes, it may take a little bit more than 40 minutes to go through them.

But I get interrupted, I get distracted and I am not a machine. It is boring to read little more than spam , and you have to take a few seconds to figure out, "What are they saying that they do" before you delete it.

As I said in early podcast of Job Search Radio, out of those 250 resumes. I may actually interview to people. Let's use your own math here. You're stuck in this position of going through resumes to find, perhaps, to the might vaguely appear qualified ... It may take about 2 hours of labor time.

Remember, there are days that go by where I'm not even seem to resumes that are worth my calling. It is awful, but it is true. So in the context of finding those 3 to 5 people that you want to locate on your own, you will probably take several days and that is before you start pre-interviewing people before deciding to forward them to the hiring manager.

Now, remember, all the math I'm referring to here is with "dedicated effort." However, with a firm that is small, you are not going to have a dedicated resource doing this. Doing this is going to be ancillary to their job. After all, if you had someone dedicated to this resource already, you wouldn't be asking this question! This person would already be doing the prescreening for you and you wouldn't be using a recruiter.

This is a small firm and this will be an "add-on function" to someone's workday and it will take more time than you think. If you're okay with that, that's fine. But that's really what you're paying the external recruiter to do. You are paying them to do that screening to reduce it to those 3 to 5 potential hires.

I would say that easily it can take a week to a week and 1/2 to identify those 3 to 5 people while this person is doing something else.

If that is worth it to you, if that expenditure of time which may prove out to be pointless (that's because the people that they identify may not fit either.), go ahead and bring it in-house. If you are not sure and you want to cut your costs, instead of doing all of this, reduce your recruiter fee. Reduce it by 2%. If you are currently paying a 25% fee, make it 23%. If you are paying a 20% fee, make it 18%.

Simply say, "I want to continue to give you an exclusive on these jobs. We are evaluating internal resources , and I want to continue to consider you because you been very helpful to us and this might be a way that we can get around it."

Jeff Altman, The Big Game Hunter a leadership and career coach who worked as a 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 on function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn http://bit.ly/thebiggamehunter

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.”

Adminstering a Written Test to Portential Hires

Should We Administer a Written Test to Potential Hires? (VIDEO)


Jeff Altman, The Big Game Hunter answers a question from someone who wants to know whether administering a written test to potential hires is a good idea.

 

Summary

The question for today is, "Should we administer a written test to potential hires?"

As I'm recording this, the economy is good and there are labor shortages. Here we have a written test that you want to give to people.

" Oh, We are important. We are the most important firm in our space."

Who cares. Do you think good people are going to sit for your test?

There are 2 ways to test can be administered. The 1st way is at home. I can assure you that good people will take the test and think less of you for having given it to them. "But we need to know if they know anything!" Well, that is what the interview is supposed to be about.

If you let them take the test at home, how do you know that they are taking the test?

"We will have a camera on them!" Who is going to sit through that? Seriously, who's gonna sit through that? It is an invasive thing and they can have someone off camera slipping them notes as they talk about things. Written tests really don't work; they are a turnoff to people.

Your biggest problem is your hiring process and your managers don't know how to interview.

I was coaching someone this week who is up for the chief operating officer role with construction firm. The position reports to the investors and founders of the organization. As he had discovered, he is the 6th person who might sit in that seat in the last 5 years. Do you think the process is broken and what they're doing isn't really serving them? If you don't know how to interview and assess for people, do you think a written test is going to do anything?

"You should be open to that!"

No, he shouldn't. LOL. I do want to say that it is insulting. There is a time waster AND it isn't a lot of fun.. For some professions (and all use IT as an example), the idea of a hackathon Is Competitive and Fun. What you are talking about in the way of a written test… Not fun. Dull. Boring. Obnoxious. You ask extreme questions about obscure things and decide that answering this question correctly demonstrates their knowledge of what they're supposed to know.

In case you haven't noticed, I'm not a fan of written tests. Hackathons on the Other Hand, Are Fun, Competitive. If you can create something fun and competitive for your organization, GREAT! For an HR job? For an administrative assistant job? Come on!

What kind of fun test. Are you going to administer for someone for those kind of roles?

For an accounting position! Okay, let's see how we can bankrupt the firm! Ooooh! That would be a fun game!

Most of you who will create tests won't administer anything that will evaluate for creativity/capability and make an attractive part of the application process. What you're going to do is turn off exceptional talent who will look at your questions and think that you are a dull place to work for. You don't want that to happen. You always want to be marketing and promoting yourself and do it in ways that allow them to feel like you care about them.

I'm not a fan of tests, but if you could make it fun and competitive for people that's going to work and, again, for some people it isn't. You know your corporate culture better than I do. For most talented individuals I know, this will not make your firm and attractive place to work.

 

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

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