Why You Have to Pay Attention to Your Digital Identity In Order to Get Interviews | JobSearchTV.com
By Jeff Altman, The Big Game Hunter
Paying attention to your digital identity is more than just deleting “bong photos” from college. It is becoming aware of how AI is shaping who companies choose to interview based on your digital footprint. My guest, Tracy Levine, and I talk about changes to how companies search for people AND choose who to interview. This is a must-watch interview.
Understanding The Interviewer
My guest today is Tracy Levine. Tracy is like me a Forbes Coaches Council Member, a national public speaker, facilitator of the popular innovation incubator industry 4.0 and the CEO of a recruiting firm Advantage Talent. I’ll also mention she’s a little bit more complicated even than that. If you look at her LinkedIn profile you’ll see a variety of different certs related to digital identity and stuff
Tracy, thanks for making time today. I appreciate it
Thanks, Jeff, for inviting me to be here
We’ve known one another for a long time it’s my pleasure to finally get you on. So we’re going to be really talking about owning your digital identity and it’s a great topic I must tell you. How did you become interested in this area?
I have to admit it was LinkedIn and the
applicant tracking system I have a seat
on LinkedIn and I open the recruiter to
LinkedIn side and all of a sudden with
my jobs that said do you want to sort by
social applicant and they gave me
geography because they know where your
ISP is when you apply whether you put
that on your LinkedIn profile or not how
far you are from the job and I was like
what is this so I got I’ve got if I
check that one more second just for the
audience so LinkedIn recruiter this
product that LinkedIn sells to
recruiting firms that allows them to get
access to the entire database on
LinkedIn now I’m LinkedIn member 76 53
folks and this is 600 million people
later approximately at the time of this
recording and they’re showing showing
you what social identity well the social
is have you interacted with my company
before okay
who are you following because with
ghosting they want to not start selling
at the time of application so if the
first time you’ve interacted with a
company on LinkedIn Facebook or
elsewhere is when you apply for the job
you’re already the candidate be the
person who is already interacted through
social media with the company is less
likely to ghost on you so your own
like an internal candidate because
you’ve already bought into the company
because you’re following them you’re
engaging them and you may have shared
information about that company with your
friends so you already know about me
so with a shortage of talent and
ghosting you’re the best candidate for
me to start with as a recruiter or a
hiring manager so it begs the question
how the hell did I know that I looked at
a corporate page on Facebook or followed
a firm on Twitter or some Twitter is
included in that
well LinkedIn on their side they follow
your LinkedIn on the other system
because I have a couple of ATS systems I
could actually look with plugins on
whether you’re following me on Facebook
Twitter or shared anything LinkedIn was
the first to really put it in one system
and I can even tell if you started
filling out an application and deciding
not to do it that counts as a contact
tent so when you apply online and I post
a job what I can do is I immediately
pull up and I could sort by whether
you’ve already engaged with me because
if you respect me you’re more likely to
be authentic and honest with me and we
could get to you in a seat quicker that
you want to because I don’t have to sell
you on my company and I don’t have to
sell you on me because you’ve already
bought me and so for an HR recorder
thank you for a fortune 500 company
where you’re worried about being ghosted
which is becoming more and more
prevalent and I look online and I see
hey just following me not only is he
following me he shared a story I put out
with Tracy
so he’s bought my product he knows my
product and he likes it enough to share
it so when I go to interview I’m gonna
pick Jeff because Jeff has already
bought into me it’s fascinating you know
folks if you’re listening to this later
on as a podcast you didn’t see me go WOW
at a particular points I now the word
Wow for Tracy because this is
fascinating stuff so if you want you in
college fun to contact you
let’s say you’re planning on applying
for a job
or you want to be recruited by a firm
using like they’re one of the first
things that you want to do is to like
the farm on the platform or spot load
their company page right summer even
just you’re an article that they’ve put
out something that is not an ad but
something that does add value and when I
say sure an article don’t put it on your
main feed share it with people who would
be interested in the article don’t
become a spammer yeah that’s part of
your digital identity also is not being
a spammer on the feed so be smart about
what you do fascinating fascinating so
this is how you became interested there
and the other part is you know this as a
recruiter in the past people thank you
thanks a lot recruiter in the past
everybody is really interested in saying
they’ll go anywhere and so on LinkedIn
they always put things like United
States under their name or they’ll put
the whole state of I living in Georgia
they’ll put the whole state of Georgia
well recruiters know that and hiring
managers you at some point type may say
that you’ll go anywhere but you may not
stay going anywhere for more than a year
so they have a button now that if I say
that’s awesome I’ve looked through the
people who’ve engaged with me socially
but I need to know if they’re literally
within driving distance based on traffic
patterns and you can click on geography
based on what they know your ISP of your
phone or your computer wherever you have
applied is your main home and they can
tell if your commute is going to be one
hour two hours three hours and whether
it’s really realistic that you’re going
to make that commute most recruiters
don’t start their hiring managers though
on the other hand we have found with our
clients they will call back and go I
don’t care what your clients telling me
I’ve pulled them up on LinkedIn and I
see that they’re you know 200 miles from
me and I don’t care what your they’re
telling you unless they’re moving on
their own dime I’m not interviewing
makes perfect sense because folks I know
LinkedIn offers you that ability to
figure out the drive time to the
employer surprise they’re offering that
same thing for the employer as well but
you don’t know it’s right this is
fascinating stuff owning your digital
license what does that mean to you well
it means to me is people need to
understand just like a product on Amazon
you are being bought and there are three
buying stages they want to see your
picture they want to have a consistent
product and that what I mean by
consistent product whatever you’re
advertising in your headlines your
resume and everything else it needs to
be consistent and they also need to know
that you’re authentic they need to trust
that you are who you say you are because
in a world of AI the resume literally is
the last thing they look at the first
place they find you in AI and I’m going
to blow your mind on the recruiter side
is if I have a client and I know they’re
gonna have a blockchain specialist they
need which is really hard to find
blockchain developers too for the job
I’m gonna run an AI search and what does
that mean it means I set in the Crump’s
set parameters every day and once I set
those parameters I never have to run it
again LinkedIn will email me daily the
first time somebody gets a certification
and they will add to that list and it’s
my project list and then I will start
engaging with those clients before I
need to hire them and so they’ve made
this whole sophisticated AI so once
again if the first time you’re
interacting with the company is when
you’re applying for the job on a job
board you’re once again can it be
because you’re just now getting
introduced to a process that the
recruiter or the hiring manager has seen
maybe a month two months six months
beforehand and they’re more familiar
with them and they have been once again
trying to engage them through social
media to see if they could buy the
product so they don’t have to sell when
they have their immediate need
investigate
let’s say not necessarily sell the
product I’ll use Coca Cola’s great Tony
I’m not gonna get into comments about
soda but let’s say you like the
coca-cola page in some way you engage
with the firm your advantage and then
from there you have the opportunity to
go as they have the opportunity to go a
step further is to monitor your account
to see how are you engaged interpreting
this currently it’s not quite totally
that sophisticated but the algorithms
pull you in because you are engaging and
they’re pull and they don’t pull you in
if you have never engaged with the
company and it doesn’t take a lot of
time to engage because I will tell you
as a LinkedIn person who gets more
emails from LinkedIn because I follow a
lot of a lot of groups
I’m very stingy with how many more
people I want to send me emails so what
I would encourage people you don’t have
to just follow every page but you engage
with their stories you engage with them
in some way so that you will show up on
the social media engagement scale what
sort of example of engage could someone
do to engage with their scores and as
we’re recording this LinkedIn live isn’t
out yet but it was announced yesterday
yes I’m fascinated to see how that gets
synthesized on the brand side please
continue I’m sorry the way that you
engage them is when you share their
story if I wanted to share say one of
your podcasts I would put at Jeff Altman
and they would see in the feed that I
have engaged with you very simple folks
it takes a second and know what other
sorts of things can people do to be
attractive to an organization other than
happy skills that congruent on both
LinkedIn and perhaps a resume with one
you know after all you know speaking in
my for informal recruiter life so many
times that look at a resume fine
the LinkedIn profile and go I’m not
quitting this thing thing so obviously
the groomers is important what else is
important well you have to realize that
job titles have changed and what do I
mean by that I’m going to pull out my
google background of what I’ve learned
using Google Trends chief operating
officer is no longer a job title so if
you put in your top heading they tour
this CEO of jeff altman inc i don’t know
what you do because the reason why under
jobs in education
CEO is now a search term which means
they will put it as a title and jobs but
a CEO o is less than six percent of
companies still have them first of all
and second of all there’s no consistent
title so Google can no longer
legitimately say that if I put CEO oh
and they know what I’m looking for and
so the only reason why you still see it
in job titles is they know people who
have pivoted to the new jobs that
interface with automation machine
learning and IOT a lot of them came out
of the CEO out position but it doesn’t
mean the CEO o title as we know it is
really a title which brings me to on the
recruiter side on LinkedIn when I put in
CEO o and think about most of us are
opening it on a mobile phone I have to
type it in it’s not a drop-down choice
think about that so you have to be
congruent with the Linton data
dictionary is what you’re saying
right it’s not that you have to be
congruent with the LinkedIn dictionary
your heading has become more important
than your job title so at the top you
need to put Jeff Altman you know
interviewer podcast tell them who you
are on what solution you saw because
your title no longer tells what solution
you solve so that 120 character heading
has become the most important part of
your resume
they only done its that’s been the case
for a long time and what I was thinking
of title I was thinking of the seasoning
title underneath your corporate name and
having it in the data dictionary as
opposed to you know for firm is looking
for a vice president and use VP or
invisible to and conversely or if you do
VP of the fill-in-the-blank and it’s
unique function that the data dictionary
doesn’t have is problem there for you
am i misinterpreting or am i working
with all the information a little bit
old and new the algorithms have gotten
much more sophisticated so your title
while it may be important is also not as
important as being consistent that your
title and your job and what they’re
looking for matches up and that the
skills that you have in your
recommendations match and what I mean by
that starting with your title I don’t
even know that it’s the LinkedIn lexicon
more than if you think about on Google
we put in how to near me and so you’ll
see lots of stuff that now starts with
how to almost all these articles are
starting that way well think on LinkedIn
if you were trying to find you and you
were going to type something in the
search for search bar would you put in
people manager or would you put HR
manager think about what you would
actually type into the bar and it’s okay
to put the title you would type into the
bar and you can put in the description
because people get really nervous and
saying that my company I’m called the
you know people manager which is the
equivalent of the HR manager so you’re
clarifying for people why you put what
you put above and you’re I love this
this is so wonderful Tracy thank you
let’s keep going
what else should be then people be doing
to own their digital identity how do
they delve deeper than just simply
making sure they don’t have the bond
photos online
remember the bottom photo stories from
back when yes what are the things that I
would tell people there has been studies
by several universities if you are an
avatar or if you’re looking off to the
left like this or looking up to the
right they have determined that people
who do not put their avatars public or
who do not look directly on or who have
an avatar and not a picture tend to be
neurotic leaders and so your EQ is being
judged based on your avatar or not
looking directly at the camera in your
picture because neurotic leaders they
have moments of emotional outbursts that
they tend not to turn into leadership
moments they also are slow to embrace
change and in a disruptive economy you
cannot be the leader that is slow to
embrace change so that one thing alone
may keep you from being interviewed so
look into the camera look well your
profile make sure you’re looking in the
camera because you see these artistic
pictures now people turning their head
looking like they’re the thinker from
you know some sculpture and that it’s
not good and if you’re not sure what a
good photo is LinkedIn has actually done
some great videos that are literally two
minutes you can tell you what to look
for and also there’s something called
photo feeler and I tell people to go to
photo feeler don’t ask your friends
about your picture and photo feeler is
an app you put your picture in and
random people based on your title tell
you whether they think you’re confident
leadership or influential and where you
rank on it and those photos if you use
those because you are a product on
Amazon now but you’re a product being
bought by your picture too if you use
that you’ll get more positive reviews on
you as a person and the feedback can be
very funny and very harsh I’ve done it
in workshops where I’ve put on tons and
tons of makeup and taken a picture and
put it so they can see what people say
and you change it up and it really does
change how people perceive you and it’s
not about wearing the best
close is not having the best photo but
it’s having the photo that makes them
feel that you’re a business person
that’s likable confident and can lead
and if for those who’d like to date they
also have a dating app within that to
deceive readable that’s a different
podcast we don’t do that
amazing to me that that’s out there Wow
so the idea is it’s crowdsourcing
impressions yeah so that you’re able to
get a sense of how you’re seeing good
bad indifferent what’s the emotional
identity that you generate when they see
the fascinating doesn’t mean it’s true
but that’s how you’re perceived right
from your picture and we’re not good
judges of our own pictures and in the
workshops you’ll see people will are
very surprised by how the photo feeler
people come back to them and just so you
know it’s not ever negative it’s just
they’ll tell you that oh she looks like
Abel or he’s likable but he doesn’t look
like a confident leader and it’s very if
you’re going for a leadership position
you want to look like a confident leader
who is likable so guys you don’t want to
have the photo up there I do have one of
these for myself because I think there’s
certain blog posts that release that
need this sort of its home and it’s the
finger pointing at Pepe at the viewer as
in a threatening kind of way with the
stern look it’s probably not a good shot
views game hunter you could have the
finger goes with your brand I’m not a
scold one of it I first branded myself
as the big-game hunter who was to
differentiate myself from the people who
said I’m a recruiter I’m a headhunter
I’m VP of talent acquisition from North
America with three weeks of experience
in the field because the titles and the
search business often are given away
like water and anyone who would say and
in my case I trademarked it immediately
the big-game hunter
suddenly you’re different than all the
others so that’s what I really saw was a
differentiation point and now as a coach
it works very well I want you to be big
I want you to be more affected and
successful but that’s that’s a
digression you’re back to the owning the
digital identity are you familiar with
social hiring I’m going to ask you a
question
social hiring dasya know LinkedIn social
hiring no tell me you all about it
please with social hiring think about
your summary and you pull it up on the
phone all anybody sees is that first
sentence and then below it when you pull
up say Jeff Altman it says would you ask
him who would you ask and it shows four
pictures to interview you and I get to
pick which of those four people I would
choose that linkedin has sourced for me
that I would choose to have interviewed
me so if you look up and your first
sentence does it match with what they’re
asking me if you’re good at then I’m
going to probably pick somebody else
because humans need to be reminded of
what your strengths are and you could
choose none of the above and to somebody
else and why is that important because
that goes into the algorithms of where
you come up in the recruiter search when
they start searching for candidates and
I say that sincerely
the amount that has changed in the few
years since I left search and the
additions to the product fabulous
because it just it helps you as a social
professional identify people in
different ways beyond simply through the
keyword search like job boards youth
there
yes I’m sure job boards and key words
mistake that LinkedIn and key words is
of course part of this it’s not just
simply saying I like the way Tracy walks
all right let’s go talk to her but it’s
the new ones here so that you’re not
talking to or reaching out to 150 people
and think about this when you’re trying
to get to talent very quickly and you
don’t have time to source all the
recommendations before you could call
think about how wonderful for the
recruiter that LinkedIn has something
that not only when you endorse a skill
now how did you work directly with them
did you work indirectly with them how
are you basing your endorsement of this
skill and that puts all of those
checkmarks in context so it’s no longer
who has the most popular friends but how
did you know that they’re good at this
and I think that’s a wonderful addition
me to meet you because you know for
years I was solicited by people offshore
who would endorse me for one thing and
expect reciprocity and I need the
intention was gaining the system and
making endorsements less less valuable
unless meaningful and the idea that I
responded with was let’s be practical I
know how someone could figure out that
they did that I was knowledgeable in
this area he’s a very visible online but
how am I supposed to know your good
procurement person right and what kind
of what kind of his recommendation could
I ever write if I were writing a
recommendation he’s a really good guy
well it’s awesome what LinkedIn is doing
I will tell you I’m very impressed that
they’re in the forefront of trying to
make it more meaningful for the people
who are trying to fill positions and for
the candidates so they can be found in a
real authentic way and for example if
you have not gotten a written
recommendation recently I would suggest
that you do because microsoft owns
LinkedIn so now what comes up on
to profile when you share somebody’s
profile is the last recommendation you
got and so is it gives the
recommendation that says would you like
to learn more about Jeff and whatever
that last recommendation is is what’s
coming up on the email or within the
share and that’s very powerful so that’s
why they give you a choice of whether to
accept a recommendation or not think
about you know it’s not about collecting
recommendations it’s having good
recommendations that represents who you
are and continues your brand when
somebody opens up their Outlook account
and they click on your picture and it
shows the most recent recommendation and
your LinkedIn profile while you’re an
email so think about all that that’s why
you have to claim your digital identity
because it’s going to claim and make one
for you and you’re gonna have one it’s
just whether you control what that
branding is so recommendations need to
be approved by the recipient correct and
yes you can always send it back to the
person for a rewrite
I know I’ve sent recommendations I
received with four little tweaks and
again I’m not in the job search mode I’m
in the mode of punching people and I
want them to get social proof that I’m
effective and that’s an effect what
you’re doing with your recommendations
is gaining social proof of your
competence around something so that
people have that testimonial they’re
right in front of them in the new
outlook and to going back to the skills
which we talked about before
people don’t like writing
recommendations not because they don’t
want to help people it’s just hard so
they’re doing they’re trying to make it
you don’t have to write and that’s why
they’re asking now how did you work with
them how do you know them did you manage
them did you work on the team was it
indirect ie vendor relationships and
they’re helping make it easy through AI
to find out your competency without
forcing people to write the
recommendations but the recommendations
are an opportunity for the person to do
some positive branding for
the human side more than the AI side
mm-hmm and I suspect that one of the
things that they were able to do is use
the recommendations use the profiles in
general to recommend people to connect
with as well right because I just see
that I know my profile in a 90 day
period is seen by 45 to 5,000 people
during that period of time and I’m not
going out there looking at these
profiles people are being recommended to
me to look right so recognize that
there’s an impact there as well for you
folks too and by the way if you accept
the connection request one things I
picked up on is if you reply to the
connection request that someone which
could be something as trivial as hey
thanks for reaching out to connect I’m
curious how did you decide that we
chanted me that suggests engagement and
knowing the person to LinkedIn so they
refer you more and I’m just gonna add to
that what people don’t understand when
Jeff Weiner the CEO of LinkedIn
announced that communication is the
number one lacking skill that we don’t
have it you say that to room I do lots
of public speaking and workshops
everybody but I would push back to
anybody who raises their hand what that
is saying they can communicate and I go
look on their LinkedIn profile and I
realize they don’t understand that
social media is communication now
companies use slack they use Trello and
when I look online and I see you don’t
know how to appropriately interact on
LinkedIn I know that if you’re working
remote or working with a global team you
probably don’t know how to communicate
appropriately in that type of situation
fascinating hey Tracy what else should
we cover today what else do you think
the audience would care about in the way
of owning a digital presence well I
think they would care about
Careerbuilder had Harris Poll do a
survey 57% of companies will not
interview a candidate that they cannot
a public profile social media profile
they typically will not move ahead with
the interview about that and in this
survey 70 percent of the respondents
said that they do look at your social
media profile and it’s not because they
want to discriminate because when I do
my work shows people get very upset
about this what are looking at is once
again going back to communication
because they need to know that you’re
not going to respond to something that’s
going to cause their stock to go down
they need you to understand that
Millennials want to know who they’re
working for
that’s that trust and they’re gonna look
at your identity they’re gonna see how
you interact online they’re gonna see
what you’re doing online because they
want to know who they’re working for so
you are part of the company brand and to
not have a social media profile that’s
where Boston claim lets them know that
you’re not going to help their brand so
it’s becoming more and more important
that you own that digital identity and
show that you are up to speed on what it
means it also begs the question of with
that I know some people drop the
LinkedIn profiles a while ago because
they they had marketable skills were
being bombarded and they just said I’m
taking myself off but to not have a
Facebook or Twitter accounts suggest
that this could be a phony individual I
know I’ve gotten the you know the
connection requests from people offshore
who have the turquoise background and
that certain appearance that suggests
that this is really a drawing but a
really good one I will tell you the
companies are looking for two to three
public profiles and why is that to your
eight Maleny tend to be on faith and I
just put up a public Facebook profile I
have nothing on it I’m not sure what to
do with it so I’m having somebody help
me learn on how to put up the
appropriate Facebook profile for a
business person and they want to see
do you understand that audiences on
social media are on social media number
one but different audiences on different
social media platforms and you can’t
choose to only engage with one audience
so you know owning your digital identity
is more than just your LinkedIn profile
it’s you know having other profiles that
are public because once again when you
think about it
companies now have ratings to Glassdoor
they have ratings through social media
and people are looking and that’s why
they ghost on companies they start
looking online and they start seeing
that you know they’re saying that
they’re a diverse company but they go
look on LinkedIn and they see that
you’ve only connected with people who
look like you who could help promote you
but you’re a mentor they’re like I’m not
coming in because by your social media
profile first of all you’re only on one
you don’t understand diversity on the
profile that you do have and you’re not
trying to reach out and learn something
new and reach out to new groups of
people so your digital identity is
getting you judged more than it ever has
in the past as we go towards soft skills
and away from the hard skills as the
differentiator and hiring fabulous stuff
what else can we cover today have I
missed any obvious points that you have
I’m looking to see I just I feel like
people who don’t participate in have a
digital identity have decided they’re
not going to move along we ai’s here
they’re searching you and a whole other
topic you may not know this I did your
dis profile today based on your law
online identity and as a hiring manager
and a recruiter the reason why I’m able
to do that and as a career coach is you
can fake a personality test and try to
answer the questions towards what you
think the job wants to hire you but you
cannot fake the way you write on
LinkedIn you can’t fake the words you
use on Facebook you can’t fake being
another person for an
send a period of time and so AI gives
you a personality test they get sent to
the recruiter that they could actually
put into the team they’re hiring Ford to
see if you can work within the team and
a company that is using AI heavily in
the recruiting process is L’Oreal and
they have had great results using AI but
all of these companies have access to
giving you personality tests and EQ
tests without you even coming in with
what you share on your digital identity
so it is important to be thoughtful of
what you do and what you put out there
and what you say and how you say it
because you are being judged on every
level by the human and by the computer
and the algorithms and everything that
goes with it and we’re in an age you
can’t afford not to own your digital
identity and I’m going to end with the
thought of caveat emptor we’re entering
the political season for 2020 no matter
what side of the equation you’re on this
is the warning about how you communicate
your opinions online and I’m not
advocating for a candidate I’m just
pointing out that based upon what Tracy
said that there’s information that
you’re sharing and you may say I don’t
care until you lose an opportunity you
really want or never get the chance to
interview for an opportunity you really
would have wanted based upon what they
find am i right it’s shocking and it’s
the first time I did this seminar last
weekend showed behind the Wizard of Oz
and one gentleman stood up and he said
wait he said they could have all this
information about me and who said they
could share it you did and I said you
did and not having a digital identity
they will also judge you more harshly
but your digital identity and how you
talk even beyond whether it’s political
or even if it’s business they look at
what words you use what type of
vocabulary how long it takes you to get
to the point what you do and how you do
it is being judged and you are given
being given
a personality test where they’re going
to rank you within teams based on that
personality test and I just want to end
with one the last thing they’re giving
you a personality test whether you know
it or not where you see this has been
fabulous how can people find out more
about you and what you do go onto my
LinkedIn profile it’s under Tracy Levine
and I have several articles I have
events going on and followed the
advantage talent Inc company page or
follow the engagement page every day I
give something for you to think about
that won’t take more than three to five
minutes to boost your career empowerment
and get what you want
Tracy this has been fabulous and folks
we’ll be back soon with more to help you
find what piqued your curiosity and
inspire you in different ways I’m Jeff
Walton the big game hunter if you’re
interested in my coaching you easiest
way to do it is to connect with me on
LinkedIn and LinkedIn calm /yn for slash
the big game hunter once we’re connected
send a message to me and I’ll help with
the algorithms right and it’ll also
allow us to schedule time for free
discovery call last thing I want to
mention on my youtube channel job search
tv.com and my podcast no BS channel
search advice we’re both named tomten in
their respective categories recently
subscribe the channel subscribe to the
podcast they’ll get information daily
that will help you folks have a great
day take care
[svp]http://www.youtube.com/watch?v=c6lc6OTPgMk[/svp]
[spp-transcript]
You may also like “Tell Me About Yourself for C Suite Professionals”
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 more than 2200 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
NEW! Online Mock Interviews www.TheBigGameHunter.us/mock Inexpensive online practice that you can record an I review.
Learn to interview like a pro. “The Ultimate Job Interview Framework” www.TheBigGameHunter.us/interviews Kindle and print versions are available on Amazon.
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Join Career Angles on Facebook and receive support, ideas, and advice in your current career and job.
Connect with me on LinkedIn www.linkedin.com/in/thebiggamehunter Mention you listen to the podcast or watch my YouTube channel.
Job Search Going Nowhere? “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” on Amazon
Watch my videos on YouTube at JobSearchTV.com, the Job Search TV app for Roku, fireTV or a firestick or Bingenetworks.tv for Apple TV, and 90+ smart tv’s.
Since 2007, FlexJobs has been the #1 site for work at home opportunities www.TheBigGameHunter.us/flex
Thinking of making a career change and need some ideas that fit you. CareerFitter offers a free test and if you want more you can upgrade for the paid version.https://thebiggamehunter.us/Career
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