Stupid Interview Mistakes: Giving Pat Answers to Questions


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This is another 1 of those stupid mistakes people make that results in no connection and no further interviews.

Summary

I want to talk with you about another 1 of those stupid interview mistakes that people make all the time. It's really very painful and, I don't care what level you are at professionally, doing this proves so costly.

You might be asked the question by the interviewer and your response will be to give what I call "the pat answer." The one that reveals absolutely nothing about yourself, the one that seems like it was taken out of the textbook on how to interview when you're in high school or college and basically translates into (using an example), "So, why do you want this job," and your answer translates into, "I want to learn. I want to work hard. I want to get ahead."

"Why do you want to make this career change?"
"I want to do exciting work."

You sound like a robot, even if you are not a robot or speaking robotically, it sounds like fiction because it really the pat answer.

You have to give them much the same information but do it in a way that is far more believable. The "believable" involves revealing your humanity.

I want to be clear that I am not talking about "over sharing." Using example from someone I coach not too long ago, you might just simply say in response to why you want to make this change, "I have been very successful for a long time and have been working 90 hours a week for years. The fact of the matter is that I have young kids at this point. Having kids isn't something I can just "work in." I am making a choice here very consciously to scale back. I don't mind the typical 60 hour week . . . You know what I did before and how much goes into that. I can't do it at this stage in life. I have no problem taking direction from someone. I have done it for years." I'm sure you can see where I'm going with this.

You reveal something personal about yourself that deals with the real issue or that they have. Unless you give them something to connect with, that makes sense, they think it is a bunch of BS and they don't trust you.

Risk opening up. The wrong firm will want to hire you if you don't open up. The rate firm will because they will understand what your needs are and they are not going to try to work you over.

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.”

Salary Negotiation Advice For Executives | Job Search Radio

Jeff Altman, The Big Game Hunter offers some basic negotiation advice for when you work with a recruiter.

Summary

I just want this speak with you and say that if you're working with a recruiter, I know this may be hard, but you just have to trust them to do the job. That job and I'm speaking of is to do the negotiation for you.

You get to the point where you have the offer or on the run up to the offer. There are 2 different approaches – – one from the contingency side, the other from the retained search side.

I think the retained search side finds it less difficult to do the negotiation. On the contingency side, there is a certain panic involved because there is that much more money that is involved in the way of a commission. Often, with a contingency recruiter, the relationship may not be as strong as it is with the retained recruiter. Again, knowing the relationship that your representation has with the client is going to be a big help to you.

Let's assume it is a contingency recruiter and you are on the run up phase and they ask, "So, how much are you looking for, again? I want to make sure I have the numbers right." By now, you should have an idea of how much you be looking for based upon what you know about the job, what you know in the way of comparables for people like you... I'm not talking about those broad salary ranges (just to pick arbitrary numbers) like $200,000-$275,000. Everywhere there's a $275,000, knowing here's the $200,000 and so they know your here's all the numbers in the middle. Recognize that that is a pretty broad range. You want to get more targeted.

When the recruiter starts to talk you down as often, they will try to do, that may be a signal that they already know what the hiring firm is going to propose. You can cut right through. "Have you spoken with the firm? What's the number they are talking about? Let's just go right to it." This way, you can start working for the case as to why they have to up the number and why they have to represent you to up the number.

When push comes to shove, you may already know that they offer $245,000, you will take it. They don't need to know that. You have to push for the biggest number because at this point, what they are trying to do is squeeze you into that pocket that your client has been trying to wedge you into and that may not necessarily serve your needs.

Again, given the idea that you're going to do this and is going to generate this amount of money. Save this amount of money. At the end of the day, the client may not necessarily shift AND you may go directly to the client. Initially, following the old Nixon proverb, trust but verify. You have to do a certain amount of trust because they represent you up until this point, you want them to represent you, across the finish line.

If you get to a point where the client hasn't budged asked them to schedule one more conversation for you. They will ask, "What's the intention?".

"I would just like to talk with them before I make my decision. It's a tough choice for me; it's important choice for me. I want to make sure I have all the information I need to make my decision."

Notice how noncommittal that is? You don't want to necessarily give the idea to the contingency recruiter that you will take the offer if the client doesn't budge. You want to get them to move a little bit And get them a little bit more flexible.

On the retained side, like I said, you can lay out the case more directly because they tend to be more forthright because they have less money at stake. Again, because of how you present it, you're always driving to the highest number. You don't have to be "nice." At this point, in the run up phase, they may have an idea of the number that is being proposed; they may not. Normally they will. Just go right to it.

"What's the number that they are talking about?"

You can respond by saying, "That's not going to be enough for me. I'm going to need them to make that 2nd number a such and such," and work from there. Start working through them and then again, go directly to the firm for one conversation. The ideal is if you walk in, but often that is not appropriate.
Skype, FaceTime, a phone call... However, works for you and them, set up one less conversation and then go for the close.

However, in situations where there is a retained search firm involved, be prepared to say yes or no on the spot. You don't want to let it dangle one because often offers are rescinded.

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.”

Being smart with stories on interviews

Being Smart With Stories | No BS Job Search Advice Radio

EP 863 I speak about using stories effectively when interviewing . . . and it isn’t what you think.

Summary

Today's podcast talks with you about stories. Most of you already know that there will be a lot of questions that you will be asked where you can talk about what you've done and how you went about doing it through stories. In doing so, use a way of talking about the situation you stepped into, the resources that you have available to you, the actions that you took the outcomes that you received in the course of doing this work. You got that.

What often happens is the story because the land particularly well. Whatever the reason is it doesn't work. When you're preparing for your interviews (you do prepare for interviews, right) I always talk with people that tough interview question is that people are asked pretty predictably on interviews. Whether it is, "Tell me about yourself," or, "Where do you see yourself 5 years from now," "What are your career aspirations," "Tell me about a time when you ...." There are a lot of questions that are asked pretty predictably on interviews. If you been on a few interviews you can already see that you're being asked the same questions over and over again.

1. Prepare by rehearsing answers to this.
2. Prepare with stories.
3. Have multiple stories available to illustrate your point.

Why multiple stories?

You see 2 people or 3 people and tell the same story. It lands flat with one person and the others nod. What have you done to counteract the impact of that 1st story? Good or bad? With good, you want to reinforce it. With bad, you want to correct it.

The next person, you need you may ask you similar question, you want to offer up a different story to them and not just parrot back the 1st answer.
1, the 1st story landed flat
here's the big thing:
2. By selling more than one story, you demonstrate that you have more than one experience with contending with this problem and thus more experience.

I don't care for the most junior person is good be hired an organization or in the C suite. Telling multiple stories to answer question is an effective way of demonstrating your experience and capabilities plus tactically offers a counterbalance against the impact of the story landed flat on someone's ears. All

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.

Making Your Job Search More Confidential


Everyone is concerned about privacy on Facebook but forgets about privacy and confidentiality when job hunting. Jeff Altman, The Big Game Hunter suggests how to make your resume more confidential and how to set your Linkedin settings for better privacy when job hunting.

Summary

Let's talk today about confidentiality in the job search. Most people don't want their boss to find out that they are looking for work yet they do a lot of things that will expose themselves to their boss finding out that they are looking for work.

Let's start with talking about your resume in a way where is actually visible on the web. You don't think employers are looking for resumes and job boards in order to see which of their employees is looking for work? They do. Many firms look for resumes of their staff on job boards in an effort to find out who is looking, who was leaving and not to be caught short by resignation. When you stop and think of it, it is pretty smart on their part is? , What you've done is plant the seed of doubt in your mind that you are someone that they can trust.

As a result, if you post your resume on 1 of the major job boards, pay for a confidentiality future. It is not expensive and NOT USING IT can become very expensive for you.

I'm not making you money from this or any other recommendation on making today. I'll simply say that you should pay for the confidentiality feature; what it will do is encrypt your name in some long and ridiculous looking email address. It is worth it to you.

The 2nd thing is that you're smart to use LinkedIn in your job search, but are goofy for not changing some of your privacy settings. We also the think of Facebook and privacy because there been any number of situations where Facebook has changed its rules and made privacy an issue. We don't think about LinkedIn.

There are places where LinkedIn is broadcasting to connections of yours some of your actions. Do you really want that boss of yours with a colleague of yours to know that you're looking for job by see you all the recruiters that you are connecting with are seeing all the firms that you are now following on LinkedIn. The way to deal with your privacy settings is to go to your page on LinkedIn and look in the upper right for your name. Click on it and you'll see your settings there. Go to the privacy settings page and limit who can see your postings.

Turn off your activity broadcasts, select who can see your activity feed and select what others can see when they view your profile. Select who can see your connections. Like I said, you want your boss to see that you are connecting with a bunch of recruiters?

These are a few places that with privacy changes you can become a little bit more secretive about your behavior and confidential in your search using LinkedIn.

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.”

 

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