How Do I Deal With a Fly In Interview In The Future | No BS Job Search Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2017/07/14/how-do-i-deal-with-a-fly-in-interview-in-the-future-no-bs-job-search-advice-ra

EP 804 I respond to someone’s fly in interview gone terribly wrong.

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 1:1 coaching from me? Email me at JeffAltman@TheBigGameHunter.us
and put the word, “Coaching” in the subject line.

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 on function as your ally with no conflict of interest answering your questions.

Do you have a quick question you would like me to answer? Pay $50 via PayPal to TheBigGameHunter@gmail.com

Do you have a question you would like me to answer? Pay $25 via PayPal to TheBigGameHunter@gmail.com
and then forward your question to the same address.

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.”

I received a message today from someone who posed a scenario asked different opinion. He has done a phone interview and is told that it will is a technicality for the client wanting to meet him. The recruiter tells him he needs to pay the airfare and travel and that if he is offered the job and takes it, he will be paid back for the trip.
Let’s read between the lines. You lay out the money. If you get the job, I will pay you back. If you don’t get the job, you will get nothing.
When he asks about what happens if they don’t select me, the recruiter says that this is for sure them to stop talking negatively. Like I said, the recruiter is going to pay him back if he gets the job and if he doesn’t get the job, he is out of luck.
Everything sounds find any books a flight from one city to Atlanta and rents a car. The night before, he goes to a friend’s wedding and he is on a 3 AM flight the next morning. Let’s get practical. He knows the guy for long time. It’s a big decision to go to the wedding, but he is only 3 AM flight so his at the airport at [1:30] AM. He is sleep deprived when he lands; he has an interview going on for in the long and the short of it is, he doesn’t get the job. His body just wants to get to sleep and he didn’t perform on the interview.
He tells the recruiter what happens. I want to explain it to the company. “I don’t even care about the expenses.” The company doesn’t want to talk to him; the recruiter has no interest. The company doesn’t want to talk to him. At the end of the day, he asks this question, “Is it a good deal to go on these fly outs prepaid? Does it come across stronger to say that I want half the money up front? Is it worth taking the risk of the client not paying up front?” He is looking for a way to protect themselves.
Here’s my thinking.
1. If you have a wedding the night before, it isn’t like the wedding wasn’t on the schedule when the interview showed up, right? You knew about that before hand and you miscalculated. As a result, you will that going out sleep deprived. That has nothing to do with whether or not you are going to get paid back. That has to do with you making a mistake
2. The way you handle this in the future is that you don’t put yourself in the position where you are going to be sleep deprived and unable to perform. This is nothing to do with the money. This has to do with you.
You didn’t deliver the goods on the interview and who would want to pay for you to have an excursion to stink up the joint. At the end of the day, what you could’ve done is say, “I can’t do Monday. I can do Tuesday. I have plans on Sunday that I cannot change. Tuesday I can be there on an early morning flight.” Do you know what you could have also done? You could go out Monday afternoon for a Tuesday interview, get a good nights sleep in a hotel and then walk in refreshed.
Instead, you made a mistake. People make mistakes and you ask for my advice… I give no BS advice. In the future, don’t put it back to back like this on yourself. You’ve already demonstrated that you can’t deliver under these circumstances; don’t do it again.

Stuck: Deciding Between Resignation, Perseverance and Acceptance in Your Career

I worked as a recruiter for more than 40 years before transitioning into career coaching. I did not make many job changes because I did very extremely well during the boom times. It was only during the busts in the economic cycles when clients disappeared (and a lot of my income because firms weren’t hiring) that I changed my professional employers. That included divorcing a business partner, closing a business and joining the first search firm I worked for in 20 years and then the few job changes I made.

As I look back at it, I realize that the people I was recruiting often made a smarter decision than I did. I looked at things purely from the financial side. How different my career and life might have been had I made had I not been resigned to tolerate feeling miserable as a condition of my work and gone out and changed jobs more frequently.

Are you tolerating things in your career?

Is that true of you, too? Are you tolerating things in your career because you have become resigned that this is how it is everywhere?

I was coaching someone not long ago who struggled with their travel schedule. 25% travel became 50% travel and soon after 100% travel with no end in sight. He rarely saw his children, his wife treated him like he was a stranger. “Only three more years until I make Director,” he told me as we plotted his next course of action.

“What happens if it takes four years or five years? What then?”

“It won’t.”

“But what happens if it does?”

Silence.

I sat while wheels started spinning between his ears and his circuits fried, realizing that maybe he would be giving up too much . . . or need to adopt a different strategy for himself.

When I worked in recruiting, I remember being contacted by someone who spent almost 40 years with one of the oil companies. He spent his entire career with this firm starting in a relatively junior role and moving up at a snail’s pace that financially did not keep up with inflation.

“I gave my life to this firm and I am now sitting at a desk with nothing to do and 90 days to find a job.”

Before you jump up and say how foolish he was to trust this firm, every day, you (and I certainly did back in the day) and your employer enter into a bargain. You do what they tell you to do and they will give you a certain amount of money and benefits.

Unfortunately, many job hunters attach certain additional things that the employer does not or no longer agrees to.

  1. If I do a job and work hard I can “get ahead.” Where do you see that in your offer letter? It isn’t there.
  2. Your work will be interesting. Maybe your first assignment or assigned work will be but, after that, who knows? You could be assigned to do work that the last three people have resigned after doing for 6 months. You don’t know. Why? On average, turnover is at 25% or more at many employers. Why? “They were recruited to a better opportunity,” is one explanation. Exactly!
  3. We care. Despite all the pictures of happy people in the benefits brochure and on the website, look around. How many people are smiling let alone looking happy? Try asking this question of your future boss. “Tell me about a time when you defended your people to your boss or your management.” They ask behavioral interview questions of you. Why can’t you ask a simple one like this?

When you think back upon what you were told about the job before you were hired and what it and your employer have become, would you have taken this job today?

On a podcast interview I did recently, the host, Jeff Hyman, started a question by commenting that half of all hiring managers have buyer’s remorse within a year of hiring someone (I’ve heard as much as two thirds). I will tell you from experience that it doesn’t take most job hunters to come to the same conclusion about their manager and the decision they made to join.

It starts with becoming resigned to the fact they are stuck for fear that they look like a job hopper, so they try to persevere and “tough it out” through the adversity and, then, develop acceptance that like every job they have ever had it won’t get better (resignation). A little death in their heart converts them into being excellent cogs in the apparatus.

It is so important to be in an environment that supports you at your best, rather than converts you into more of the same mediocrity they already have . . . and that includes firms you would include as being among the best.

It Starts with Courage

It starts with courage—the courage during job interviews to ask questions as tough as the ones they ask you, instead of being nice docile sheep; authenticity when interviewing instead of being “nice” (To be clear, to me, the opposite of being “nice” is honest). Demonstrate your ability to serve others, how you can be truthful and show care for everyone while being effective for them.

Look around your workplace. Ask yourself, “If knew then what I know now, would I have taken the job?” If your answer is, “No,” it is time to stop being resigned to your situation and make a change.

NOW!

© The Big Game Hunter, Inc. Asheville, NC 2017

Are You Interviewing? (VIDEO)

This is a variation on the question of, “Where have you been on interviews?”  Here. I explain what the intention is behind the question.

Summary

This is 1 of those questions is a variation on another one that I have addressed previously. This is the question of, "Are you interviewing?" It's a variation on the, "Where have you been interviewing," question. I want to speak to this 1 because really depends on who you're talking to as to what the intention of the question is.

Let me start off with third-party recruiters. With a contingency recruiting firm, you'll be asked this question for several reasons.
1. If you have been interviewing, they may turn around and say, "Where have you been on interviews so far?" They may be trying to find out have you been to the client, job leads of other organizations that are trying to hire so that you release that information to them and then they start reaching out to those firms to see if they can wind up being positions to work on and earn money from.
2. Another thing there trying to do is to see how far along you are in the process. So if you tell them that you have met with 14 firms, had 3 finals and you are close to 2 offers, they're probably going to hit the delete key on your resume when they are finished talking with you. That's because they will see any point in doing anything.

So one, shall we say, slimy approach to asking the question and the rest are pretty innocuous.

When an employer asks, they are obviously not good be contacting firms for job leads. What they are trying to do is (1) find out if you are aggressive job hunter. Companies have a bias against aggressive job. Their belief is that people who are actively looking for work are less attractive than those who, shall we say, are recruited. If they have contacted you and are asking this question, you might simply say, "I am not aggressively looking for work. But when you approach me, this is an interesting opportunity. Frankly, since the time you initially contacted me, 2 other firms have approached me as well" that you can talk about where you are with those firms.

Part of the reason that employer asks the question is to see how much time they might have before you have to make a choice, whether they can keep interviewing or, shall we say get off the pot and extended offer or move more quickly. You see, they like you (that's part of what the communication is), but they want to see if they can date others for a while before getting married.. You follow what I'm getting at here?

Recognize that their intent is to get a sense of how much time they have with you before they risk losing you. If you say that you have nothing else going on, they can sit back and relax a little bit, knowing that they can interview for a while. Let us know what's going on with you.,

"If anything changes, give us a call. We want to know. "

Most of the time when that happens, they have already seen a bunch of other people and never come back and make the offer.

However, if you say, "Since the time he reached out to me, a couple of other firms have reached out to me as well. I have had some really good interviews and there are some interesting opportunities out there," that will get them motivated to take more action.

Now, if you apply for job and submit a resume, this won't always work obviously, because you have indicated that you are an active job hunter. Thus, all, they are trying to do is see where you are in your process. If they are on a 1st interview and you are on a fifth interview somewhere, there are 1 of 2 ways that they might respond:
(1) accelerate the process
(2) hit the delete key because they know they cannot move fast enough.

I have found over the years that many firms where I mentioned to them that I had found this individual that really fits your role very well, but they are only 3rd or 4th interview and there are some folks who are interested, they never really move. So, caveat emptor. Recognize the impact of what you say and what the firm's motivation is.

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 or interview coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

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.”

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.

Don’t Let Them Distract You | Job Search Radio

EP 786 Jeff Altman, The Big Game Hunter discourages you know not to pay attention to employer BS and keep your eye on the prize.

Summary

You got to think of it like the Wizard of Oz-- don't look what's behind the curtain. Just pay attention to the big, powerful voice. Don't worry about what's behind the curtain.

Let me take you behind the curtain for second. One of the classic that employers try to do Is distract you into the job and focusing about the job, rather than the money. The probability is you are not a wealthy person. If you are this is not for you. You can click away now. The fact of the matter is that almost everyone who listens to the show is trying to improve themselves professionally. AND make more money.

When employers try to do is talk with you about how important what you are going to learn is, how important are going to be in the firm and give you a warm fuzzy feeling... And avoid the money conversation except to talk you down from what you really want. I want to remind you that money is incredibly important.

I've made this next point and other videos. If you get $5000 more over the course of 5 years, pretax between salary increases and raises That you will get over 5 years, you will be ahead by about $25,000 and $26,500 more than if you accept a lateral might be offered to you.

However, if what you do is get $10,0000 more, that is going to become $51,000 or $52,000 more.. If you get $15,000 more,, that becomes between $75,000 and $78000 in increased earnings..Change jobs before the 4th year In either of these scenarios you will have catapulted quite a bit more.

As far as I can tell, money should be important to you and shouldn't be lost from your equation of evaluating things. Don't focus on the deflection. You know, I'm I pretend to be the puppetmaster here… Talk to the hand while I completely hypnotize you with what I'm saying here and avoid the money.

Let me take a quick story. Someone came to me for coaching advice. We reviewed some of the decisions he made in the previous job search. I listen to a story and listen to his story and said to them, "You have made some mistakes."

"What kind of mistakes that I make?"

"You fell for the BS. Employers have trick you into focusing on the career opportunity and the same employers of the firms that laid you off when times get a little tough. When that have been better if you had a few thousand dollars more in your pocket then to be out of work for 4 months like you are now?"

Recognize that you have to look out for yourself. You have to look after your family. The employer isn't going to do that. The hiring manager that is telling you all this wonderful stuff may get fired, just like you at the time of the next economic crisis.

Pay attention to the money. I'm not saying to hold out and squeeze them and bleed them dry. Push up a little bit. Don't just accept the 1st offer. Try to do a little negotiating, see if you can up the money. Like I said, $5000 more over the course of 5 years is an extra $25,000 pretax. Let's say you're the highest tax bracket, that's an extra $12,500 or $13,000 In your pocket. Would you rather have that?

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 or interview coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

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.”

 

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.

The Referral Obligation

The Referral Obligation | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2016/01/07/the-referral-obligation

Jeff Altman, The Big Game Hunter reminds you of an obligation you have when you receive a referral from 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 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 or interview coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

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.”

Tough Interview Questions: Tell Me About a Time When You Had an Underperformer Working for You

EP 870 I believe there are 2 different ways to answer this question.  I explain both

Summary

The question for today is, "Tell me about a time to join an underperforming employee working for you. What did you do? How did it turn out?"

Obviously, this question is asked the manager level and above. The notion is you want to see if they worked well institutionally to accomplish a result. As a result, your hiring manager, you are an employer, the 1st thing you do if you are working for a firm is large enough to have HR organization, you want to confirm with them, a process that you want to engage in. You want to involve other constituencies and get their input.

For example, someone I coach runs an area for a business and had to people who are underperforming. One who is someone relatively new; the other one was a veteran individual and who had been a high performer for a long time. I believe that you deal with both of them differently. Let's start off with a relatively new person.

You meet with them. You get clear about what the goals and expectations are. You put them on a "leash" and basically talk with them clearly about what you want to accomplish. Usually, do employees get very defensive at being confronted. I have to say confronted because that's how it feels to them. For you, you want to get clear with them and confirm with your HR organization that it's not that you are writing them up, you're making it clear that you want to see certain types of results by certain time. They have to be compliant with policies and procedures.

For example, if you are the sales organization and expected them to input data into your tracking system, and they have to be doing that continually. What that does is give you concrete date on what they are doing. Wherever you can, don't go with your gut feelings. Try to work with the data, particularly within your person. They are going to get all sorts of defensive. You can basically point out to them that the numbers and information that they have inputted is a problem. It is is way insufficient.

If you think this employee is suddenly going to start putting in focus stuff, your bigger problem on your hands. One thing you can do is tell them, "1 of the things I would like to do is to talk with customers that you're calling on and see what their feedback is because it might be useful." If they suddenly go, "no, no, no, don't do that," there is a message in that. They are more concerned about what the optics are they getting the results.

There is lots of stuff that goes along with the newer employee that I think is interesting. At the end of this, there are 2 possible outcomes. They either turn things around or or they are fired. At the end of the "probationary period," ultimately, you may have to make the cut. They have been forewarned, they haven't delivered a result, there was the condition that you set, and, as long as there's not a hurricane that occurred during that period, you are good to go.

Here's an example for the very experienced person who is been a high performer for a long time. You have to recognize that sometimes they get into a slump. Sometimes, they develop bad habits. Habits sometimes consist of them not: new clients. They try to do things like cut deals; they sell purely on the basis of price and offer up discounts galore. If they are non-sales roles, they might just get fat, dumb and happy and stop really thinking aggressively about their position and what is expected of them.

The 1st thing you want to do is sit down with them in a compassionate sort of way and say, "Hey look, I'm seeing something very different about you. Is there anything going on your personal life that I need to be aware of?" Sometimes, people going through rocky times with their wife/husband or partner, sometimes there is an ill parent, you want to understand what is going on for them and then, from there, work on seeing where the habits are and whether they are doing the sorts of things they get the results that you are used to from them.

What's different? What's going on? You have a certain amount of data because you are seeing the results and outcomes and that is what is prompting the meeting. The idea is to show some things and, if it's a salesperson or someone internal role, consider sending them to a course to get them back up to speed. Think about what you can always do to help them return to what the previous normalcy was because, in this way, disintegrate signal to the rest of the organization.

Sometimes, they are trouble. There is something that is bothering. Sometimes, they need a friend to talk to and they don't feel comfortable talking to appear and it has to be you. At the end of the day, most of the time, these folks are spoken with, they turn things around or wind up changing roles. Either way, is good for you. You get someone out of your organization who is a problem or you get them to return to normalcy.

When push comes to shove, with the veteran individual who has been a high performer for a long time and is just in a slump, often, just that when a friendly talk with them where you show some care. They are waiting for it and hoping for… They just don't know what it's going to come. You are afraid to approach them and they are hoping you approach them because it gives them a chance to get rid of some of the tension.

If asked about this, remember, you talk about the newer individual, you talk about the high-performing veteran individual, what you did in each case, and what the outcomes were.

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 or interview coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

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.”

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.

Leaving a Message? (VIDEO)


Jeff Altman, The Big Game Hunter offers an important tactic for leaving a message when you are networking.

Summary

If you are out there trying to find work, you're probably out there trying to network with people. How are you doing it? Your emailing. Hopefully, you are also calling not just simply hiding behind email and expecting that to do all the work for you. The hopefully not hiding behind LinkedIn and not just simply sending inMails to folks. Instead, if you are going to be calling someone, I want you to think about the message that you are to leave for them proactively.

I had a few calls recently were people left messages that were absolutely awful. It was clear that they were thinking of what to say on the spot and, as a result, 1 of them did leave a phone number, another one forgot to give me any way to get a hold of them... It's ridiculous.Just be clear about what you want to say when you call someone.

If you are networking, simply say, " I wanted to reconnect with you. It is been a long time. Please give me a call back at ..." In very simple ways, leave messages that are clear about what you are trying to accomplish AND MAKE SURE THAT YOU TELL THEM HOW TO REACH YOU!

By the way, follow-up with an email just because folks are busy, the more likely to get the email if they are in meetings and act on it quickly . Then they might with a phone call. Leave a voicemail but follow-up with an email.

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 1:1 coaching from me?  Email me at JeffAltman@TheBigGameHunter.us 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 TheBigGameHunter@gmail.com

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.”

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

Why Do So Many Employers and New Employees Become Disappointed Once They Join a New Company?


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

I have addressed the subject in different places before. Here I tackle it directly.

Summary

I received a great question that I've answered indirectly for a long time. So, as to the question pointedly today, so let me use it as my subject.

'What is somebody employers and new employees become disappointed wants to join the new company?"

To me, this is very very easy. It's also the fact that both sides, both employers and employees forget 1 of the basic truths of job hunting and hiring. The basic truth is that everyone is on good behavior.

The employer was presenting things in a good light; their subordinates are presenting things in a good light. The job hunter is putting on a "happy smile button face." They are showing the credentials as being exquisite and perfect.

In other words, everyone is lying.

Everyone is lying because they are not telling you what is wrong.

For example, I've never heard of the job hunter say, "You know, I get cranky unless I have a chocolate bar by 4 o'clock each day. Sometimes that crankiness pisses off my coworkers." It's never happened! No employer has ever talked about those last for people who sat at the desk. They want you to sit at and why they quit. Never happens.

Even if you have asked them about what happened to the person using the job before, they will talk about going onto another opportunity without discussing where the failure was. They will never say, "You know, I pissed them off. They got annoyed with my constantly needling them about getting things done on time and within budget." Or, "They kept running away with stuff that got me annoyed and eventually, blew my stack at them." No one ever says that.

Thus, that lie that both sides tell becomes the seed of the eventual discontent.

There is a statistic that says that within a year of a hire, employers have buyers remorse and judge a higher as being a mis-hire. Job hunters are no different. That's where the seat of the soul lies. Everyone is presenting themselves in the best light and no one is being completely honest about what they are stepping into. No job hunters ever told, "Do you see that woman over there? I have no idea what they work here. I can't fire them." Or, "she gets on everyone's nerves." Or, "he's a jackass." No one ever says that.

No job hunter ever talks about how he was the jackass or how he annoys everyone and his current firm that they have suggested he start looking elsewhere. There can provide a great reference because they don't want him around.

So, understand that the problem stems from the fact that each side is lying. Worse than that, each side looking for "a good fit." How will you ever know that someone will be a good fit. If each side is trying to deceive one another?

That's what I see.

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 or interview coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

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.”

 

 

Can I Avoid Becoming Obsolete? | Job Search Radio


In this video, Jeff Altman, The Big Game Hunter answers a question from someone who wants to know how to avoid becoming obsolete.

Jeff Altman, The Big Game Hunter answers a question from someone who wants to know how to avoid becoming obsolete.

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 JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

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.”

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!​​

I Was Lowballed on a Job Offer

I Was Low Balled on an Offer! | Job Search Radio


Listen to the full episode here:
http://webtalkradio.net/internet-talk-radio/2017/09/18/i-was-low-balled-on-an-offer-2/

Jeff Altman, The Big Game Hunter answers a question about a tough salary negotiation where he was low-balled by a firm he received an offer from and then received a counteroffer from his current employer.

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 or interview coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

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.”

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.

Please give “Job Search Radio” a great review in iTunes. It helps other people discover the show and makes me happy!​​​

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