Understanding The Interviewer | JobSearchTV.com
What Is Your Interview Identity? Why do interviews fail? What are interviewers looking for? Chris Delaney and I discuss these in today’s interview. You can order his book on Amazon (https://amzn.to/3vrMCtc)
Standing Out on an Interview
Jeff Altman
So my guest today is Chris Delaney, an interview coach. He specializes in helping career professionals overcome job interview fears, and is the author of “What is Your Interview Identity.” Chris, welcome. Thanks for making time today.
Chris Delaney
Jeff, thank you for having me down. I’m very excited to be on your show today.
Jeff Altman
Oh, I’m hoping so. Because we’re gonna bring some good stuff out. So let me ask you a question to launch this. Why do people fail on interviews?
Chris Delaney
There’s two reasons why people fail job interviews. One is the lack of practice because people are scared to job interviews. So don’t practice don’t prepare and don’t get ready. They want to avoid thinking about their job interview. and secondly, is it’s something that we don’t do on a regular basis. So we don’t really know how to sell ourselves.
Jeff Altman
It’s amazing. You know, every great athlete in the world practices every great entertainer rehearses job hunters go on interviews, the first time the words come out of their mouth, or they interview and they wonder, how did this go wrong? I don’t understand it.
Chris Delaney
Repetition is the master learning a new skill you got to do over and over and over again to become skilled at that particular task. And Job interviews are no different.
Jeff Altman
Now we’re going to spend a lot of time talking about mind reading, understanding what interviewers look for. And by the way, he’s a hypnotist as well, but that’s a side part of the conversation. So we’re going to understand what they’re looking for, what their thought process is like, and what they’re here we come unconscious biases show up in the course of the interview. So first of all, let’s define the term what’s an unconscious bias.
Chris Delaney
It’s very interesting, you talk about hitting a phobia. To be honest, you don’t need to listen to this show, just become a hypnotherapist, click your fingers, and the interviewer will give you that job.
Jeff Altman
It’s a concept but not one I don’t think many people are gonna follow up on.
Chris Delaney
So in a job in, in real life, you know, everyday situations, we have unconscious bias at play all the time in our mind, but we’re just not aware of these things. Our beliefs, our opinion, our prejudice come from our own experience, the things we values and the things that we believe in. So when you meet someone for the first time, or when an interviewer meets the potential employee for the first time, they’ll make an instant opinion about that applicant. Now, you’ll read the books and I say it takes 1015 2030 seconds to make that first impression. It’s not a straightaway you meet someone and you have a likability factor, I like that person, or don’t like that person based on number a numerous amount of unconscious biases
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Jeff Altman
is funny. And people size one another up. That’s the polite way of saying unconscious bias. And what I’ve told people to do on interviews, is as soon as you meet someone, size them up as a person, because 95% of the time your instincts about them are right. Because the alternative is people paralyze their personality and they start feeling out the other person. I’m not a big believer in feeling it out. Because by the time you’ve done feeling them out, the interview is over.
Chris Delaney
This is what happened from the employers point of view as well like the media for the first time, and this slash verbose, often at like the subconscious level. So if I was meeting you, Jeff, for the first time, I might make an opinion because you own a baseball cap, or because you growing your beard or you’re wearing glasses, or the clothes that you’re wearing, might make an opinion because of your size because your gender because your potential age, or because of the energy you bring when you talk because when you talk Jack, you bring so much energy. So depending on how I meet you, you know, visually auditory, I’ll get an instant opinion about you. When you bring all that together that creates another opinion about someone. A great example of this is I don’t know if you find me attractive or not, Jeff, unconscious bias code, what is beautiful is good. So we find people who we perceive attractive, are you more confident, having better social skills, we’ve got more empathy with that person. So we kind of want that attractive person to do better in the job interview compared to a non attractive person.
Jeff Altman
It’s funny, when I talk about what firms look for when they hire, I tell people competence is only one thing they look for self confidence, character chemistry, maybe a little bit of charisma because charismatic people always do better, right? Yeah. And it’s someone shows that they care. They want to do a good job, on which And actually we trust someone by our own definition of trust? Is that what you find? Or do you have something different that you think people look for when they hire.
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Chris Delaney
So you have like a couple of stages, you had the unconscious bias day. So we’ll meet you and then make an instant opinion about you, then that opinion, that emotional feeling will influence my behavior, which then affects the applicant’s behavior. So if I find someone attractive, I think they’re very charismatic, they’re really confident we’ve got things in common, then I’m going to want that person to do well in the interview. So subconsciously, I then search for behaviors that make you know, so a lot of look for reasons why I want to hire that person, compared to if I didn’t like that individual at the beginning. So if I was sexist ages, races, any of the isms, I would then subconsciously search for evidence why that person is not suitable. But what we find is most people have this unconscious bias, we kind of aware that unconscious bias happens. So we don’t want that to be an influencing factor in the job interview. And this is where the interview identity comes in. Because if someone is cosmetic, and confident in the job interview, but they can like reference, you know, SEPTA models and theories use the industry acronyms and can talk about the business as usual tasks. Without having to think a lot of perfect examples. It just comes out natural, the employee will perceive them as having a high level of knowledge and experience and a high level of confidence that creates an identity where I want to employ that person because I can see what value they add to the team, compared to someone who, I don’t know, maybe it’s got lots of industry experience, but no confidence. So we know that we know there’s something about and that may be the only they got a skill set, but but just can often the job, don’t score high enough on the interview scorecard, or somebody who’s really confident, but we’re not experienced, it’s hard to talk. But we know they’re not going to be able to walk the walk, it’d be implied that person. So you haven’t
Jeff Altman
opened it yet? Because they may, but we don’t believe
Chris Delaney
that. Yeah, that’s it. And what happens as well, when you think someone’s being deceitful, then that becomes a blocker in our head, like we think that person’s lying to us. And every answer we’re analyzing to go, is that a deceit? Is that a lie that fibbing about that particular example, if you should give the employers doubt, then that will be their, their frame of reference for the rest of that job interview. So you have your unconscious bias, which is I like you, I don’t like your very basic level, but in a job interview, because the interview is analyzing your answers against, you know, a set of scoring criteria, and they kind of want you to do well, because, you know, 250 applications, you’re you and six other people are being interviewed. So they kind of want you to do well. So they looking for evidence that you have the skill set that they require. Now, if you blow that at the beginning, they just stop looking for that, for that employability part. Yeah. Whereas they want you if you can see something you like, you’ve got this strong identity, they’re willing to do better in that job interview.
Jeff Altman
I agree, no question about it. There is this confirmation bias, where people look for confirmation of their opinion. And their interview questions are easier. Or they hand the things over to people like I remember in the book you talking about, when job applicants know the actual target for the job, they tend to do better than when they don’t. So they may be being interviewed. But the hiring manager tells them what they’re looking for. Versus I read a job description, versus I just got an interview, and guess who does the worst the ladder. And thus, knowing what the target is, is a big part of this. Now, I want to start talking with you about techniques for performing well on interviews. So this way people know the target and how to conduct themselves for the particular audience that they are meeting with. So let’s start with the first one what’s, what ways can people use to connect with the interviewer to perform well.
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Chris Delaney
So you can use the unconscious bias to make a positive impression of yourself. So we all know that people like other people who are like themselves, so if we got commonality, then we’ll like each other. So we both are quite energetic. Jeff, we’re both into like helping people to be successful. We’ve both got a background helping people in job interviews. So we are ready, we’ll have like a natural bit of empathy. So if you can find commonality with the interviewer, the more likely to then light you in return. So a couple of ways you can do this is just check social media. If someone’s into tennis or the theater or climbing or reading books or whatever they are, that that person is into. You can then bring that out during the small talk in the interview and they’ll start liking you straight away. This is the same As the old school title when people say you always get a job if you wear your old school tie. This is because people who went to the same school have that in common. Any type of commonality the research shows will make someone has more empathy with you. So that’s as an example is having a similar sounding name. So if I was called Chris and Jeff, he was called Christopher Christine. similar sounding name will help us build rapport. Same with your shared interests, being from the same town, same ethnic group, the same age, band, anything in common will help you have a poor building on that. He’s telling someone that you like that person, they’re more likely to like you in return. This happens in attraction all the time, as well. So if you actually want to date someone, tell that person that you fancy him, and they’re more likely to then fancy you in return. I don’t I keep bringing it up that I’m attractive and dating and stuff. But it’s cool. It’s got us several times already this lovely short interview
Jeff Altman
was funny. One of the examples I give is how often interviewing is like blind dates. Because you’re going to meet you’ve been told something about one another that your hope is true. And you’re supposed to be introduced by someone. And instead what happens is they say, I’m going to be late once the two of you get acquainted. And then there’s this force, that environment that causes people to start to have conversations. To me, that’s really what interviewing is, like this contrived environment, where people have to get to know one another. Ostensibly with an eye toward evaluating someone their suitability for employment, ostensibly, ostensibly, but not always. So what I heard you talking about in NLP terms, Neuro Linguistic Programming is very much like matching and mirroring. But I didn’t hear you talk about copying behaviors. I heard you talk about looking for commonality between you and the other person, the the interviewer, and thus connecting with them on that level. So I just want to make sure I heard that right.
Chris Delaney
Yep. Yeah. So that that first technique is just about having that rapport with that person by having common interest and shared, shared factors about yourself, like the mirror matching technique is very good. So for people who don’t don’t know that if your interviewer leans back, you can lean back, if they talk really fast, you can talk really fast, you can copy what that person’s doing. And the idea is, is that two people who are moving and matching each other, we will then build a pool. Because of that commonality. People who are naturally in friendship groups do this all the time. So think about your group of friends. And think about the common language you use when you’re talking. The natural, charismatic person in your friendship group is quite likely the person who first used that language jargon or that metaphor that you are now used in a joking fashion, you’ll see it when you’re dating with your long term partner, when you’re in a very loving relationship, you’ll, you’ll do things in a very similar where you’re competing with mannerisms, they say that people look like the dogs. This is all based on the match in a movie. And so the idea is, is that you naturally do what you’ve been poor, but to build rapport, you can then copy the interviewers behavior. And it’s, I don’t talk about that too much code is quite a hard one to do, and a 45 minute job interview, what’s a lot easier to do and has the same effect is copying the language and the word that the interviewer uses. So this is really good when you’re jumping from one job sector to another one. So if you’re a project manager coming from construction, and you’re going into project management, but in education as an example, your the jargon that you use, your acronyms that you use will be very different. So if you start using the words, your interview users, you start building a level of language, but but more importantly, you find people we call it meta. In NLP terms, you find that people have these meta language patterns. And it’s all based on how that person is motivated, or how that person is stressed. So as an example, a very common motivational fact is people are motivated by getting away from pain or towards pleasure. And he will motivate you by getting away from paying your use language that represents that. So you might as an example, a manager might say to their team members, I, you know, we’re going to do this new project, because if we don’t do it, we won’t make enough money. Well, I’ll lose our jobs and then we’ll we’ll be redundant. So that’s like pain related motivation, where a pleasure towards person. So we call it towards and away motivation from a pleasure person going towards pleasure, we’ll use that language. So let’s do this new project because we’ll hit our targets we’ll get bonuses and we’ll have a great work life balance. So it’s the same outcome but different language so you can copy and maybe the language patterns that the interviewer uses. You’ll have a natural report because you’ll speak the same language you’ll have the same visualizations in your mindset.
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Jeff Altman
It’s interesting, you know, you mentioned earlier in your answer, the use of acronyms, you know, the same terms that the interviewer uses, and especially when you’re doing a career change, they don’t know if you can communicate their way. And this just breaks down one of the subtle obstacles that exists in them considering whether to hire you and it speaks our language. She gets it. And thus, what they’re able to do is see right away that you know how they talk. And thus, there’s no roadblock, have that there. And then you went on to some other great stuff. Sorry, I’m having these pop up, show up on my screen, I apologize. But you went on to some other great stuff talking, not just simply about mirroring and matching, but no connection on a deeper level, that allows people to feel as though you hear them, you understand them, you’re even a 45 minute interview, you can copy the language, copy the mannerisms as you speak. Now, for example, folks, I’m speaking with my hands today. And there are times on interviews, where you can do much the same thing if the interviewer is doing it too. And it just demonstrates a certain level of energy that translates well, in their thinking hasn’t right
Chris Delaney
yet yet perfect, because the cultures in companies are created for the stories that the you know, the workplace tells themselves which are based on the language. So you know, an energetic high, you know, high fast speaking, energetic boss can will want that culture. So you got that same personality, they will want you as part of their organization, especially when you can say that you’ve got the, you know, you meet the essential criteria for the job spec, you got unique selling point you got into experience and qualifications, you’ve got the, the logical information that they need, you know, you tick all the boxes fine, but you also got the personality that they want, compared to an interview is a little bit more slow with their pace and a little bit more calm and a bit more, you know, maybe logical in their language, you just got a copy and use the language that they’re using and use their, their pace or their both their tonality, their gestures, mirroring, matching is just copying everything about that person to build a natural rapport.
Jeff Altman
And I think it’s interesting, I’m glad you went to the more reserved individual, the introvert, the analytical personality. And this is information for you folks, not just simply for executing well on the interview, but to understand what the work environment is going to be like, an analytical person will probably have analytical team members around them, and perhaps more introverted, and you should know that I’m sure you’ll meet some of them in the course of the interview process. But take note of these things, because it’s information for you. Do you work well with personalities? Do you prefer something calmer, whatever is fine, makes no difference. But you should know what you’re stepping into.
Chris Delaney
Is this is so important, because one of the biggest problems about passing a job interview is most career professionals wait until what they see a life and death situation. So the second the job is making a stress or they’re not getting enough money or you know, whatever barrier. They’re facing work. So they’ve been like a painful situation and like, like to get out of it. I will go and get this new job. I’m wondering when in the recruitment process to make it like life and death. So if you don’t get this new job, I’m gonna have to stay with the one I hate. I’m going to be stressed I’ll take the stress out of my family or you know, not got enough money. Yeah, they stab themselves in heart, where you can imagine applying for a job when you’re totally happy in the workplace, you’ve got a great boss, a great salary, you’re doing the job that you love, you’re the ideal job. But at the same time, every so often, you just put out applications go to job interviews. And if you don’t get it, you don’t really care because you’ve got this perfect job. You mindset going into the interview is completely different. So when you’re in a job you love, you’re actually interviewing the interviewer, aren’t you? Because you think I’m in the job a lot of so what are you as the interviewer as the employer? What are you going to offer me that will make me want to work for you accurately experienced the qualifications and the personality? So why should I switch jobs? So what is your culture of your company? What do you value? What is your vision? What are the benefits for working in this in your in your, in your employment? It’s a massive reframe how you think about the job interview. And this is what I always talk about want to do careers advice I say to people constantly be looking for work. We live in an era now where you don’t have the job for life. You don’t get the golden watch. At the end of your career, you don’t work for the same employer for 50 years, most people will have three careers in their lifetime. And we’ll jump hop every five, three to five years, especially millennials, millennials. You know, with great lasers, vaccination is still the job drop jobs are the flick of a hat. And if you’re very skilled at interviewing, as well as your first choice applicant, the person who always gets job offers, you’re always in demand. And it’s that easy for that individual to get job offers. So apply for positions, when you’re in a in a place of power, you don’t need that job.
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Jeff Altman
The person who gets ahead isn’t always the smartest, they don’t always work the hardest, those are great qualities to have. People get ahead by being alert to opportunity. Sometimes they’re internal to the organization. More often they’re not they’re external. And like in dating, when you’re in a dating situation, and you just don’t care, you tend to conduct yourself in a more open and honest kind of way or more authentic and less guarded. And thus you can figure out whether the other person male or female likes you for who you are, and not because of an act that you put on. And the act is one of the reasons why I believe job hunters and employers exaggerate in hiring. After all, we all know Job Hunters always overstate what they’re capable of doing. And having worked in search for as long as I did. One of the great realizations I had is I never heard of an employer ever say to a job Hunter. You know, Chris, I’ve got a problem. I inherited a team of imbeciles. And you know, my predecessor got fired, and so did hers. And it doesn’t take a genius to figure out, I gotta deliver, run out the door to. And they all talk about a great opportunity with a terrific team of people were like family around here. And they never talk about what the real problems are.
Chris Delaney
Yeah, definitely. Well, what we’re finding now is, so the employers use a structured job interview. So for people who don’t know what that is, it’s the same eight questions to the same six or seven applicants in the same order. And they score you often on a scale of one to four, we won’t be in the worst answer for being the best. And the on the interview panel will have examples, answers for each one of those skills. So an example answer for 123 and four. And the research shows that that’s the most best way to recruit high performing team because it’s more logical than emotional, but our unconscious bias and our interview identities, all effects the funnel will use
Jeff Altman
it tends to remove bias from the process. Because minimally, everyone’s asked the same thing to start off with.
Chris Delaney
Yes, yes. Yeah, that’s it. So we call it the structure, job interview. But most people here as behavioral job interviews and situational job interviews, so behavioral interviews, are questions framed on your past experience. Give me an example of doing this. Tell me about a time you did this. And situational job interviews a future base? So they’re really good for like new sectors employing graduates and stuff? What would you do in this situation? How would you handle this particular situation? But what employers are moving to more now are embedded into that job interview process is valued job interview questions, and strength based job interview questions. So what they’re looking for is to find out a bit about how that person’s motivated, what their work ethic is, like, how that temperament would fit into the culture. So the last questions like, do you work better working in a team or working on your own initiative? As an example? Do you work better starting jobs or finishing tasks? So they ask the questions, what is not a right or wrong answer? It’s about understanding how you as the applicant work best. And what they do is take that and match it to the culture of their organization. So do we need starters, or do we need finishers? Do we need someone who focuses on one thing or can manage multiple projects? Do we need extrovert people or introvert people do we need creative people are logical people? My Eleanor like, you know, the best thing is a bit of a mixed but he asked these questions to work out would that person be motivated in our organization? Because a motivated person is more likely to stay with the company for a longer duration of time?
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Jeff Altman
It’s interesting, because using those examples, of course, there’s no right or wrong answer. And if you’re really needed a job, think about the job description. How’s it been described to you? They’re talking about delivery and implementation. I think they want finishers. If they’re talking about designing a campaign to I think they’re looking for a creative type. So as an old comedian said, give them what they want, tell them what you want. And you’ll do it So if you need a job, that’s the way to play it, if you’re looking for the right job, you give them the honest answer, because that’s going to serve you best over the long term. Because one of the statistics I’ve seen is within six months of a person joining 30% of them think they made a mistake. And on the employer side, within 18 months, 60% of them regret the decision they made to hire someone. 60%
Chris Delaney
is massive, and the third percent, and that is because we’ve been that life and death situations. So we’re desperate to get out of a job. So we take anything, no, who is better than what I’m in now, the grass is always greener. On the other side, where career professionals who are who who were first choice applicants, they don’t do that they apply when they’re in a place of happiness. So they then the, so they naturally ask more questions about the job interview, there’s basically three rules to pass a job interview. Rule number one is identify the job criteria. So that’s like the essential criteria and the job spec, reading the other, you know, understanding the culture, the values of that organization, because if you can only ask you eight questions, they’re gonna ask you eight questions based on the thing that they deem are really, really important. So you can predict that and then predict the interview questions. Rule number two, is be a self promoter, oh, my god like this. So my clients are often people with high levels of knowledge and experience. So they’ve been in the industry 1015 20 years. Um, but it just failed to get to get new jobs. So they’re so knowledgeable of experts, you know, they do things other people in the industry can do. But they can’t get another job because they don’t promote themselves. And this often comes down to your confidence, by the way, so the research shows, if you’re confident, you’re more likely to talk about your strengths and your successes, where if you are filled with anxiety, you self disclose weaknesses. So you might ask a question like, What are your strengths? And some were, a low level of self worth will go, what are my strengths, and what I’m not very good at this thing. And, you know, the struggle doing that other thing, but my strength, I suppose, is, so to disclose a couple of weaknesses, before talking about strength. Someone who’s, you know, highly confident doesn’t do that straight out the gate, as soon as they have asked a question. They’re saying, I’m great. I’m wonderful, man, amazing. You need me, these are my seven unique selling points. So you need to be a self promoter. And then the third rule is a bit like you do Jeff actually communicate with confidence. Like Jeff voice is amazing. And it’s full of energy full of power. You know, you meet Jeff, in person, you can imagine if presents Jeff has, so you don’t need to be as like, extrovert and energized as Jeff in the job interview, even though for some jobs, that’s amazing. But you do need to be confident you do need to use a positive language, you do need to use the pause, you do need to ask questions, the research shows as well. Many did some data on this is the heart the more confident you are the more number of words you use per interview answer. So the more confident you are, the more you talk. Basically, that’s what the research shows. And the more you hit the jump criteria. So it’s that easy. It
Jeff Altman
is funny, I’ve often found that there’s more power and fewer words.
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Chris Delaney
Well, so but the difference is in a job interview is. So when you got someone who’s nervous and they get asked, you know, tell me about I don’t know how you handle this project, they tend to go well, we had this project, and we did these three things. And then this was the outcome, someone who’s confident will will explain it in more detail. So they’ll say, Well, the way I manage projects is using prints to project management methodology, which is these five steps. An example of me doing this is blah, blah, blah. And they’ll often talk as well about their thought process. So you know, our two options, option A and option B, so looks at the positive and negative and then the describe those positives and negatives. The answers are more descriptive, which makes them more longer. But what what often happens as well, if you’re anxious and using less words per interview answer, you miss out loads of essential criteria, and then in a black and white sense, if the employer doesn’t hear you’re saying A, B and C, they can’t take it off in the interview scorecard so you can get those three or four in your score ratings.
Jeff Altman
Interesting. What haven’t we covered yet that we really should question.
Chris Delaney
So how to become confident in the job interview is that easy by the way, so a couple of Daddy’s a tip so one just practice we talked about that straight up beginning practicing can be I don’t know women interview coach just applying for the job. So you know you’re doing lots more interviews. doing public speaking is a great one in club as well like getting asked improv questions to get you to think on your feet. So that’s kind of one way just practice. The second way though, is more about your self worth Earth, because most of us feel like we’ve imposters we suffer from impostor syndrome, we, you know, we’re in this position and we think, you know, I’m in this job, but I’m kind of just getting away with it, you know, I make mistakes here and there. And if someone like analyzes what I’ll do to realize that I’m not as good as I am. And when you apply for a new job, you think the new employer will, you know, we’ll be able to see through this this way veil, so we will live in this impostor syndrome. So you have to realize how great you are. So one way to do that is, you know, hopefully, if you have a good employee is read, read your past appraisals, from your managers. So go through your past appraisals and look at what’s the commonality like all your managers, and all your past employers. What is it that they say you’re good at all the time, they all talk about you being creative, or being analytical, they all talk about your be a leader or team member? Like what are those skills and qualities that keep coming through all the time? Also, think about different projects, or teams or companies that you’ve been in? And what is your identity in those teams? Like? Are you the ideas person? Are you the person who just gets things done? Do you always meet the deadlines? Like start analyzing what you’re good at? Because being an imposter, having impostor syndrome is a genetic thing that we say to ourselves, we use generalizations Don’t worry, I’m rubbish. That’s why we’re best at what you know, I do a billion things in a day. Turn that around, what specific out and I got up.
Jeff Altman
That is fabulous and great advice for your folks. Because the reality is, you’re world class, a lot of different things, but we tend to zero in on the things that we’re not good at. I think that’s part of human nature. We sell, we criticize ourselves, and we hold on to those opinions. Like they’re true. And, and we change we adapt what you’re, you’re bad at when you were 14 is not what you’re probably bad at today. So give it up. Yeah.
Chris Delaney
Wait, wait, you’re so like, we hold on to these identities from what you said, when we’re 14, like you’re not that person anymore, you’re 40 or 50. You know, you’re a completely different person, like which our personalities change on every 10 years. So you need to wake up to who you are, and what the employer values about you. And he got weaknesses, because we all have weaknesses, you can develop those, can’t you, but you need to be aware of your strengths, and talk about those unique selling points during the job interview process. Because that’s, that’s what the self promoters do. They only focus on what they offer to the employer, not what they need to improve on.
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Jeff Altman
We don’t have to offer it up on so we’re on a silver platter with beautiful accoutrements. Let them figure it out over time, you are getting better all the time. Do you ever not it’s not the most important thing in your life. Chris, this has been fabulous. How can people find out more about you the book, the work that you do everything I can people follow you.
Chris Delaney
So the book is in every bookshop and every online bookshop, so what is your interview identity, and it’s based on like loads of research or the advice in those based on some academic research that I was reviewing through COVID. My website is employment king.co.uk. So it’s employment king.co.uk, and I’m on LinkedIn as well. So you can find me on there. I always post job interview tips on LinkedIn.
Jeff Altman
Whereas this has been fabulous. Thank you. And folks, we’ll be back soon with more. Hope you found today’s interview helpful. If you did, you’re watching on YouTube, click the like button, share it, do something that lets people know. No, it was worthwhile. Also, connect with me on LinkedIn and linkedin.com forward slash i n forward slash the big game hunter mentioned that you saw the interview because I like going and helping some folks. And your network will be a lot bigger. If you connect with me. Visit my website, the big game hunter.us. We’ve got 1000s of posts on the blog, you can watch listen to or read. And I’ll help you with your search. Also, while you’re there, you can schedule time for coaching with me find out about my courses, books and guides. There’s just a lot of great information there. So I just want to conclude by saying I hope you have a terrific day, and most importantly, be great. Take care
What Is The Best Way to Get a Job When Unemployed And Over 50?
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, as well as executive job search coaching, job coaching, and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2300 episodes.
Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a discovery call at my website, www.TheBigGameHunter.us
My courses are available on my website, www.TheBigGameHunter.us/courses
I do a livestream on LinkedIn, YouTube (on the JobSearchTV.com account) and on Facebook (on the Jeff Altman, The Big Game Hunter page) Tuesdays and Fridays at 1 PM Eastern. You can send your questions about job search, hiring better, management, leadership or to get advice about a workplace issue to me at TheBigGameHunter(at)gmail.com. In the subject line, put the phrase “Office Hours.” You can also message me through chat during the approximately 30 minute show.
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