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Recruiting Passive Job Applicants | No BS Hiring Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/nobshiringadvice/2014/09/17/recruiting-passive-job-applicants

Who Said Hiring Staff Has to Be Difficult or Painful?

First as a recruiter, now as a coach, Jeff Altman, The Big Game Hunter has helped organizations hire leaders and staff for more than 40 years.

On this show, Jeff Altman, The Big Game Hunter discusses recruiting passive candidates and doing it differently than with active applicants.

 

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.”

What They Want to See at a Final Interview (VIDEO)


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http://www.facebook.com/NoBSCoachingAdvice

There are a few qualities firms want to see at a final. It isn’t hard. Pay attention and deliver.

Summary

I want to talk with you today about final interviews and what they want to see from you at the final interview. I want to be clear that I'm not good be covering what you want to be doing per se. You know you have to practice. That should be given. I look at it is having 3 primary "C's. "If you seen some of my early stuff, you would've seen that I talk about how a firm looks for competence, self-confidence, character, chemistry and charisma; all of which add up to personal leadership.

Here, I have it narrowed down and I want you to think in terms of CONGRUENCE, CONFIDENCE and CONNECTION as being the 3 primary things that they are looking for.

So what is congruence? You told him certain things before and what you're going to tell them today is going to be congruent or in line with what you said previously. I don't want you to tell him the same stories over and over again unless they want to investigate a particular episode. Think of a new story that you can tell them that they haven't heard before. It's kind of like if you watch the same TV show over and over again, yeah, is familiar but you want to see a new episode after a while, right? Be prepared with the new episode. If they want to investigate further on something old, you can talk about the old episode that is attracted them to you with the question, but you can continue by saying, "You know, it reminds me of another time…" Thus you can introduce the new story.

Confidence. They want to look across from you and find someone that they don't have to worry about. If you are nervous, if you are bashful, if you act as though you will become a slave to them, if you don't interview with them like you are an adult talking with your peer, they're not going really feel confident in you. They're going to see you like you're relatively junior individual. I don't care if you actually look relatively junior individual or senior talent. The idea is you are talking to an equal.

I don't care if they are 30 years older than you, you want to be talking confidently with them without being arrogant, without being annoying, without acting like (I will talk to those of you in your 20s)… You know what it's like when you're being dismissed or being treated dismissive way. You don't want to instigate that with your behavior. They may have a bias that you pick up on but I want you to have the choice as to whether you join.

The 3rd “C” is connection. You want to connect with them and 1 of the best ways to do that is to speak to them with a smile on your face. Engage with them. "Does that make sense to you?" “Am I being clear enough?" “I just want to make sure I am not losing you here." Obviously, you don't asked this in obvious place where you wouldn't lose them; that is insulting to them. You know what it's like when you go off the rails a little bit you're not sure if you've lost them?

“I just want make sure you're following me here."

“Yeah yeah, I'm following you."

Connect with them. Talk with them like an equal. Smile at times. Putting twinkle in your eyes! You would have that sort of spirit in your eyes and your behavior. The more they talk, the more they like you. I'm going to speak with the senior people here. You might ask about the org structure and where you would fit in. What is the upside for the role? Who is going to know about your work? What kind of visibility will you have? Things along those lines.

When push comes to shove, obviously you have to demonstrate competence but going beyond that, you want to illustrate congruence with what you have told them before and maybe expand upon it a little bit, self-confidence, and make a connection with the people that you meet. These are the keys to a final interview.

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.

How to Respond to “The Wince” When Negotiating | Job Search Radio

Jeff Altman, The Big Game Hunter explains how to respond to the negotiating ploy of an employer wincing when you mentioned what you’re looking for.

Summary

Here's how it goes. They ask you, "So, how much are you looking for?" You answer. They respond with a slight groan and a wince that is designed to make you feel like you said the wrong thing and that there is no way shape or form that they can go to that amount.

Don't get me wrong. Sometimes they can't. Sometimes it is just a negotiating tactic and you can't tell the difference.

When they wince and make a sound like a groan, consider responding by saying something to the effect of, "Is that a problem?" Put it back on them to explain. When they start explaining that it is too high for them, you may respond by saying, "The research I've been doing is that firms of your size are generally paying this amount of money for the kind of work. that I do.. It certainly possible that you might want to reconsider your numbers but let's get acquainted in the meantime." After all,'s the subject of salary is usually coming up very early before they get to know you and your value.

"Let's get acquainted with one another and let's see if you find that I have that kind of value. If I do, I'm sure you'll find a way to come up with the right compensation and, if you can't,, you've learned something about the job market and what the value of someone with my background is."

Again, very matter-of-fact. It's not responsive, "But I NEED that amount of money. I MUST get that amount of money. " It's all about being matter-of-fact and very simply, is respone to the wince, stating factually what your value is. That comes from research.

I also want to mention that there are times where they are extending an offer to you and you are watching them, or if you're receiving the offer over the phone, you can do the wince as well.

Over the phone, you might simply respond in a manner that suggested they did something wrong, which makes them wonder what is going on. If you do it in person, you can do your version of the wince.

The wince is a great tactic for them and it's very easy to just swat it away.

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.”

The Difference Maker


Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2017/03/02/the-difference-maker

Ep 671 Jeff Altman, The Big Game Hunter discusses a big  difference maker when companies make a decision about one person over another.

Summary

I want to give you 1 of the most important tips I can offer about interviewing. This tip is going to be helpful to you during your salary negotiations as well. Let me give you an illustration.

You're in a situation where there are 2 people who you don't know all that well; maybe you spoken with them for about 5 minutes in total and you have to choose which one to talk to. Which one do you walk over to continue the conversation with. Which one do you walk over to and start a conversation with given that you've only given that you've only spoken to each of them for 5 minutes?

The answer is the one that you like more.

Likability is 1 of those things the politicians know about. Often, voters vote for the politician they like the most, rather than the one that they think will do the job best. When my classic examples is, if you look at a number of recent American presidents (list some of them aren't all that recent), you have Ronald Reagan (a lot of people adored him), Bill Clinton (same thing), Barack Obama. This isn't about politics. This is just about likability.

For the longest time, Pres. Obama – – people didn't like his policies, but they really liked him. Bill Clinton had a lot of challenges during his time in office, but they liked him. Ronald Reagan – – same thing.

The whole thing boiled down to people were willing to forgive their mistakes if they like them. That is a lesson to take in interviewing. When the firm has a choice between a number of very capable people (most people go there to meet with her to be very capable of doing the job), what is a choose one over the other? Part of that is branding; that is the belief that the firm will have that this person is superior individual.

Another factor, a huge factor is likability. Fit. Stuff along those lines. I'm not a big fan of "fit." I am a big fan of understanding likability.

You need to understand how you are when you are at your most likable. If this is not part of your vocabulary, if this is not part of the thought process, you are making both the strategic and tactical mistake. Let me explain.

At the end of the day, firms interview a bunch of people. They see people who have skills. They are competent.. If you needed purely to objective criteria to allow yourself to be evaluated, well, it is a coin toss.

What is going to differentiate you as a candidate is going to be your personality and letting that out. You may say to me that my personality is that I am a "dead fish." I'm so I'm someone who has no personality. I am all business. It should matter to them. But it does matter. What you're doing is cutting off your arm at the wrist and allowing yourself to be evaluated purely for objective reasons. You are going to lose more than you are going to win.

It is going to interfere with your advancement. Whatever firm you join. How is that? There's gonna be times when the going to have to make a choice at the time of promotion. As talented as you may be, the person will be competing with is also going to be talented and is just going to be more likable.

Don't sell yourself short. Start working on your personality from a business standpoint because it will help you from a loop for a long time to come.

 

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.

Hedge Fund Brainteasers: If You Had to Eliminate a State, Which One Would It Be?

EP 857 There is one way to answering this seemingly insane question.  I offer 3 choices.

Summary

This 1 I learned from John Kador who has written a book called, "Acing The Brainteaser Interview." Apparently, this is one that is asked of Microsoft. The question goes, "If you have to eliminate 1 of the 50 states, which one would you select?" Then, they ask you to get specific reasons why you chose the specific state that you did.

I want to start by saying that there is no right answer. There are lots of different ways that you can approach this. The idea is to come up with a logical explanation that doesn't make you sound like you want to be an assassin or mass murderer. For those of you in the South who hate Northerners or are insulting to people from a particular state for whatever the reason is, don't start talking about how you would REALLY ENJOY watching (I'll pick New York as an example). New York just disappear from the map. Or California in watching all those people die in an earthquake. Not real smart.

Think in terms of the style of how you answer will give you 3 ways that you can. Again, credits to the book here.

John suggests building up suspense by providing some logic 1st. Obviously, this is Microsoft to skip the state of Washington. If you are interviewing for a job in New Jersey, don't answer, "New Jersey isn't really valuable." Don't start over the state that you are in and eliminate that. You will annoy some people.

Instead, he suggests discussing the logic behind the choice and think out loud. Don't start with the name of the state but build some suspense by walking the interviewer through the logic and see where you end up. Humor, some tongue-in-cheek remarks, all work well.

He suggests, "I don't want to be responsible for eliminating actual people. I would eliminate the political entity of the state by ceding it to Canada. Maybe a state that shares a border with them like North Dakota or Vermont. What I still be able to visit?" That becomes answer number 1 , which involves ceding the state to Canada. You can do the same thing with Mexico. "Would anyone miss New Mexico? With the Mexicans be happy to have New Mexico as a part of Mexico?" See where that one works.

Another approach is calling for the elimination of estate by combining it with 1 of its neighbors. Maybe Connecticut could annex Rhode Island. North and South Dakota could be combined to form the state of Dakota.

Lastly, "I would eliminate the state of Wyoming." You talk about how Wyoming is the least populous state in the country and all this people to be relocated to a theme park on the Las Vegas strip. That takes the tongue-in-cheek approach.

Obviously, the 1st 2 are little bit easier to work with and you may not be comfortable doing "The Wyoming Dance." Understand again that there is no wrong answer. You may sit opposite someone who presents is completely humorless and the idea is to just walk them through the logical choice. That will help you win the answer to that question.

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.

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