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Employers are not just looking for competence

Employers Aren’t Only Looking for Competence | No BS Job Search Advice Radio

 

Jeff Altman, The Big Game Hunter points out a few of the things employers are looking for when they interview someone for a job.

Summary

I want to talk with you today about what employers assess for when they hire. they may seem like a funny subject,, because your 1st reaction is to probably say, "Well, they want to know if I can do the job.." To me, that's translates into skills competence and, yes, they try to evaluate for that. There are other factors the firm start to assess for when the interview..

I was turned on to that notion years ago when I start the notice this 1 newspaper article reoccur from time to time that claimed that 20% of all positions were filled by individuals that in no way, shape or form fit the requirement that the client was looking for. But someone like them, trusted them and was going to give them a shot. This made me stop and think. I start to talk with my clients about what they hire for. Yes, competence is one variable but there are others as well.

Self-confidence is the 2nd what I want to mention. A person who is self-confident inspires confidence that they are the solution to a need. After all, would you trust someone more that they can do a job for you. If they seem passionate, enthusiastic and self-confident or nervous, frightened and timid? Of course you will choose the self-confident person. That's the 2nd criteria.

Character is the next one. Is this person. "A character," do they have character or maybe both? Some organizations like to hire people who have both. Some organizations want to ensure that you have character. Are you an individual who can fit in (that involves a cultural fit) into their organization?

So you have competence,, self-confidence, character, cultural fit in the next one is charisma. Charisma is 1 of those funny variables. Charisma is the quality that individuals demonstrate that allows people to just surrender their power and authority to someone because they fall in love. I want to give you an idea of how that makes a difference.

Let's look at 3 recent presidents. We have Barack Obama,, we are former Pres. Bill Clinton and Ronald Reagan. 2 of them have fairly similar politics and the 3rd 1, Ronald Reagan, is very different. America loved all 3 of them. How does that work? Ultimately, there are qualities about each of them. They made America's stop, suspend some of their thinking and just falling in love. That's the quality of charisma.

Charismatic people always do better on interviews. They always do better on salary offers than non-charismatic people. How do you get charisma? That's good be for another time.

For today, I'm just going to say that competence is one quality the person has to have. Self-confidence. Character. Cultural fit.. Can you fit into this organization and group or not. Charisma. These are all qualities that translate into leadership.

Are you the kind of person that inspires confidence that you can be the solution to a need or you someone who makes them scratch their head and look further?

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.

Are you interested in executive job search coaching, leadership coaching or life 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

Stupid Career Mistakes: Not Asking for Help With Your Blind Spots


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

Our brilliant ideas can land like lead and sabotage us because we don’t see what we can’t see.

Summary

Today, I want to talk with you about a dumb mistake the way too many people make professionally and, I have to say, personally, as well. The mistake is lack of awareness that you have blind spots and doing nothing about them.

In the workplace, he can show up in the obvious where you have an idea that you think is brilliant and you don't seek any input about it. As a result (and this is 1 of my favorite phrases), you don't know what you don't know and things blow up on you. I had a brilliant example (and I know I'm guilty of this), I know I had a time years ago where I thought I had a great idea for selling consulting services and how to market it to firms in a way that I thought would be a "can't miss" opportunity . . . Except a lot of firms thought that they could miss out on this opportunity.

What I didn't realize what was wrong with the idea. What I could've done differently (this is what I would suggest for you) is seeking input. Talk to people who are more knowledgeable than you and get some advice from them about this brilliant idea of yours. After all, when you think about it, so many problems can be headed off, if only time were taken to seek input to evaluated that you don't say that others pick up on immediately.

That was my mistake. I didn't seek input from others and, as a result,, "my brilliant idea." Later that like lead in the marketplace of ideas or it could have been flat out wrong and that could have been the reason. I didn't understand that and, as a result, the impact was this "brilliant idea" failed.

From the standpoint of what you can do, always ask for advice. Always ask for input. You can say to someone, "I have this idea in this is why think it would work and why it would be effective. I'd like your advice. What do you see will be wrong with this? How can it fail? What could not go right with this idea that would cause it to land like lead and just sink to the bottom?"

You don't know what you don't know and you can see what you are unable to see. Getting extra eyes on the problem can go a long way toward intercepting. Again, that's a point about coaching that makes it so helpful to people. A coach winds up being able to see things that other people can't but you can do this with your wife, husband or partner, a colleague at work, anyone who you think is knowledgeable who can help you see things that you can't.

 

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.

Do I Need to Worry About My Contacts Being Hassled If I Connect With a Recruiter?

Getting Known on LinkedIn | Job Search Radio

Jeff Altman, The Big Game Hunter encourages you to become known on LinkedIn as a subject matter expert and explains how to do it.

Summary

I'm a big fan of the LinkedIn blogging platform. If you go to your LinkedIn profile and look at the search box across, not the very top, the one on your homepage, you'll notice a pen or pencil and if you click that, there is a place where you can write articles, post videos and podcasts... Articles, videos and audios that you want to share with people on LinkedIn.

When all is said and done, as I talked about this, a lot of you are saying to yourself, "I'm no good at this. Who is going to want to read my stuff?" There are people who are following you with whom you are connected who will want to read your stuff they want to get your ideas. Along with the idea of it being no good, frankly, it probably won't be at the beginning. As time progresses, you will get better. Like everything else you've done in your life and your career, the more you do it, the better you get.

You'll start reading other people's articles, watch their videos and listen to their podcasts and notice the ones that you like and don't like. You'll notice people who are influencers. LinkedIn is cherry pick them and you will see that they have tens of thousands of views and, sometimes, thousands of comments. Don't compare yourself to them.

What will happen is that they will people will start to follow you based upon what they say, who are not even connected with. They are going to be interested. The 1st time you write or publish, you may only get 10 or 20 people or 5 people reading what you wrote. The more you do it, the more people start noticing it and start reading it.

After you have written it, there is a place underneath the headline where you can share it on social media. Sharon on Facebook. Shared on Twitter. Sharon on Google+. On LinkedIn, there are 2 ways to share it. One way is to share it with your connections; another way is to share with the public. Start with your connections and, at the same time, share 2 groups that you remember. From there, come back and share it with the public. Share with the public several times over time because people log on to LinkedIn at different times and they may not see the 1st post because they were not light at that time. But they may see the 2nd 1 or the 4th 1. Don't do within 10 minutes of one another. Wait at least 6 hours before you re-share it.

At the end of the day, what you want to be doing is building a following of people who see you as a subject matter expert. At this point, my 1st level connections I think I have about 14,000. I have close to 16,000 were following me. That includes connections and other people who have chosen to follow me.

You can create the same momentum for yourself. My message about job search is a specific one. You are going to have one about something completely different. Get out there and get seen as a subject matter expert because, at the end of the day, opportunities are going to come to you because people see you as being an expert.

Jeff Altman, The Big Game Hunter is an executive job search and business life coach who worked as a recruiter for what seems like one hundred years.

If you are an executive who is interested in 1 on 1 coaching, email me at JeffAltman(at)TheBigGameHunter.us​.

For more about LinkedIn, order “Stacked: Double Your Job Interviews, Leverage Recruiters and Unlock LinkedIn.”

JobSearchCoachingHQ.com changes that with 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 as well as 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!​

A Really Cool Negotiating Tactic | Job Search Radio

EP 333 Jeff Altman, The Big Game Hunter offers up a fun and really easy to implement salary negotiation tactic.

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.”

Why Jobs Go Dark | No BS Job Search Advice Radio

EP 865 I discuss why you don’t hear anything from a company for long stretches of time after an interview.

Summary

This came as a suggestion from someone I was representing to talk about why you don't hear anything from firms for long stretches of time. Let me just share his experience.

I'm doing this recording in mid-September. I 1st represented him to a client of mine sometime in July. They responded by having them do a one-way video interview after an initial HR conversation. Then, nothing happened. A month and 1/2 or so goes by when nothing happens. Suddenly, they surface and go, "Hey! We would love to talk with you! Can we fly you out? Can we meet with you. We would love to have you talk with a few people one morning! How does your schedule look?" This happens much more often than you think.

I will also use the example of you doing an interview, to interviews, 3 interviews that there is nothing. No nothing.

What is going on? What is happening behind the scenes. Why are they not responding?

I 1st want to deal with the agency scenario where you have an agent representing you and they are the middleman between you and the company.

There are instances where the agent knows what is going on and isn't ready to share it with you. Why? It's because the firm is ready to communicate their decision or they want to manage you to the point where they want to get you another interview with different firm and then dropped the bomb that you're no longer under consideration... Or million 100 things like the client is saying, "We're not sure. There are 2 of people we want to see 1st." Delay delay delay. They don't want to let you know that the client is instantly enamored with you and isn't instantly ready to pull the trigger. They are 1 of 3 recruiters who is representing you, so they want to keep you on the hook. Those a typical agency scenarios.

Now, let's assume there is no buffer between you and the company. You've interview directly, they double the scheduling. You've done all the interviewing. Let's use the example of this person. What's going on behind the scenes?

Well, sometimes, as was the case here, a new C level executive joined, wanted to survey the landscape and then make a decision and they are not communicating with me. Actually, it's an unfair situation because that's another agency scenario. Did not communicating with me and I'm saying that I'm not hearing anything. That will be compacted to a communication situation.

Liken the situation that I was just outlining where on the recruiter than not communicating, so they may be going on a high level of their organization where they decide to reevaluate the requirement. I'm doing this in September every had one person be frozen on their interviews. He was flown out for meetings. He was clearly the number 1 person that they seen. They're coming up on October budgets. They are stalling a little bit in order to make sure that they have funding next year for the project that they want to hire him for. Position frozen. That took 3 weeks to do. Not terrible in terms of length like what this person went through, but 3 weeks is still long time to go without knowing what is going on.

Sometimes circumstances have changed for them; they are trying to manage their budget; there trying to see what is going on.

2. They are stalling for time. There stalling because they've already committed to seeing for the people and they are not prepared to commit to you. After all, Moses may walk in the door. Mohammed may arrive! The Buddha may walk in! Then the perfect individual to do this job (and would you want to hire the Buddha). Seriously. The Buddha walks in. You want to hire the Buddha right? That sometimes occurs. There stalling for time, or sometimes there stalling for time because you didn't really knock it out of the park. Their shopping for a better alternative. That's the most common scenario really as to what's really going on behind the scenes.

Sometimes, hiring manager has a lot of things to do. They really thought about what took place in your meeting with them for some time and they are bucking their own internal HR organization that is basically going, "Court you ready?. Don't you want to hire them? " After all, HR wants to close these jobs out as much as you want to join. The hiring managers just too busy to make a decision, let alone think about it.

Sometimes there are stalls that go on for that reason , OR they are trying to talk themselves into hiring you because they're just not sure. And they have to get over the hump in their waiting for magic words to be uttered to them that makes them go, "Okay. I'll do it."

Those are some of the reasons why jobs go dark. It doesn't make it any easier for you. But, understanding that, will make it easier for you to feel more comfortable.

1 of the tactics in response sometimes is to drop them a quick note and say, "A lot of time has gone by and I'm not trying to be difficult or push you, I just want to let you know my continued interest. Is there any way that we could talk further so I can help you resolve whatever doubts or questions you might have about me." This way, they will respond by going, "no, no! That's okay!" Or they will say, "Yeah. That's a good idea." Reaching out to them in that way can often be a good tactic.

To be clear, I'm not talking about a day later. I'm talking about a week, 2 weeks later and you are not hearing anything. You can drop them and noting give them a sense that you're open to talking with them again and what's your schedule like to schedule something for the 2 of you to speak. I'm sure you get some version of response.

And if you're working for a recruiter, contact them is the intermediary. They had these interest of closing you on the job and collecting the fee from the client. I'm sure they will advocate for you. If they're not willing to advocate for you, there is a message in that as well.

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.”

Finding a Purposeful Career by Finding the Intersection | Job Search Radio


Whether someone is an adult or a recent graduate, I think it is safe to say people don’t like the idea of doing tedious boring work that fails to serve their soul.

My guest, Rev. Dr. Brian Ammons of Warren Wilson College and I discuss how to find that special place that helps identify your gifts, passions and the world at large.

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.”

Why Jobs Go Dark | No BS Job Search Advice Radio


Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2017/09/14/why-jobs-go-dark-no-bs-job-search-advice-radio

EP 865 I discuss why you don’t hear anything from a company for long stretches of time after an interview.

Summary

This came as a suggestion from someone I was representing to talk about why you don't hear anything from firms for long stretches of time. Let me just share his experience.

I'm doing this recording in mid-September. I 1st represented him to a client of mine sometime in July. They responded by having them do a one-way video interview after an initial HR conversation. Then, nothing happened. A month and 1/2 or so goes by when nothing happens. Suddenly, they surface and go, "Hey! We would love to talk with you! Can we fly you out? Can we meet with you. We would love to have you talk with a few people one morning! How does your schedule look?" This happens much more often than you think.

I will also use the example of you doing an interview, to interviews, 3 interviews that there is nothing. No nothing.

What is going on? What is happening behind the scenes. Why are they not responding?

I 1st want to deal with the agency scenario where you have an agent representing you and they are the middleman between you and the company.

There are instances where the agent knows what is going on and isn't ready to share it with you. Why? It's because the firm is ready to communicate their decision or they want to manage you to the point where they want to get you another interview with different firm and then dropped the bomb that you're no longer under consideration... Or million 100 things like the client is saying, "We're not sure. There are 2 of people we want to see 1st." Delay delay delay. They don't want to let you know that the client is instantly enamored with you and isn't instantly ready to pull the trigger. They are 1 of 3 recruiters who is representing you, so they want to keep you on the hook. Those a typical agency scenarios.

Now, let's assume there is no buffer between you and the company. You've interview directly, they double the scheduling. You've done all the interviewing. Let's use the example of this person. What's going on behind the scenes?

Well, sometimes, as was the case here, a new C level executive joined, wanted to survey the landscape and then make a decision and they are not communicating with me. Actually, it's an unfair situation because that's another agency scenario. Did not communicating with me and I'm saying that I'm not hearing anything. That will be compacted to a communication situation.

Liken the situation that I was just outlining where on the recruiter than not communicating, so they may be going on a high level of their organization where they decide to reevaluate the requirement. I'm doing this in September every had one person be frozen on their interviews. He was flown out for meetings. He was clearly the number 1 person that they seen. They're coming up on October budgets. They are stalling a little bit in order to make sure that they have funding next year for the project that they want to hire him for. Position frozen. That took 3 weeks to do. Not terrible in terms of length like what this person went through, but 3 weeks is still long time to go without knowing what is going on.

Sometimes circumstances have changed for them; they are trying to manage their budget; there trying to see what is going on.

2. They are stalling for time. There stalling because they've already committed to seeing for the people and they are not prepared to commit to you. After all, Moses may walk in the door. Mohammed may arrive! The Buddha may walk in! Then the perfect individual to do this job (and would you want to hire the Buddha). Seriously. The Buddha walks in. You want to hire the Buddha right? That sometimes occurs. There stalling for time, or sometimes there stalling for time because you didn't really knock it out of the park. Their shopping for a better alternative. That's the most common scenario really as to what's really going on behind the scenes.

Sometimes, hiring manager has a lot of things to do. They really thought about what took place in your meeting with them for some time and they are bucking their own internal HR organization that is basically going, "Court you ready?. Don't you want to hire them? " After all, HR wants to close these jobs out as much as you want to join. The hiring managers just too busy to make a decision, let alone think about it.

Sometimes there are stalls that go on for that reason , OR they are trying to talk themselves into hiring you because they're just not sure. And they have to get over the hump in their waiting for magic words to be uttered to them that makes them go, "Okay. I'll do it."

Those are some of the reasons why jobs go dark. It doesn't make it any easier for you. But, understanding that, will make it easier for you to feel more comfortable.

1 of the tactics in response sometimes is to drop them a quick note and say, "A lot of time has gone by and I'm not trying to be difficult or push you, I just want to let you know my continued interest. Is there any way that we could talk further so I can help you resolve whatever doubts or questions you might have about me." This way, they will respond by going, "no, no! That's okay!" Or they will say, "Yeah. That's a good idea." Reaching out to them in that way can often be a good tactic.

To be clear, I'm not talking about a day later. I'm talking about a week, 2 weeks later and you are not hearing anything. You can drop them and noting give them a sense that you're open to talking with them again and what's your schedule like to schedule something for the 2 of you to speak. I'm sure you get some version of response.

And if you're working for a recruiter, contact them is the intermediary. They had these interest of closing you on the job and collecting the fee from the client. I'm sure they will advocate for you. If they're not willing to advocate for you, there is a message in that as well.

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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