When To Schedule Your Next Interview

When To Schedule Your Next Interview | No BS Job Search Advice Radio

EP 872 Jeff Altman, The Big Game Hunter explains when to schedule an interview for and when not to schedule an interview for.

Summary

Today, we're going to talk about the best and worst times of the day to interview. The premise I'm working with is these are for traditional 9 to 5 jobs; yes, I know, some jobs are 8 to 4; some are 10 27. Whatever it is it is a day job, rather than for someone who works off hours.

Premise number one is that you want to get in the door as soon as possible. Some people have the belief that you want to be the last person interviewed. Sometimes that works and sometimes it doesn't. The idea behind it is to let them see other people and let them get clear about what they dislike and what they really need by interviewing other people. Then, you'll speak with them at the end to get the job. It doesn't always work that way. Sometimes the first person in the door is the one that's hired because they are strong and set the bar for which other people have to compete.

To me, instead of playing the game of, "can I get in the door last," you want to get in as soon as possible. Now, if they call you up at 12 o'clock and asking you be here at 2 PM, that probably isn't going to work for you and your schedule. However, let's look at what is a reasonable amount of time.

What parts of the week are best and worst?

To me, Friday afternoon is usually a bad one. Another one to me is Monday morning. Invariably, on Friday afternoon, people are trying to get out early, particularly during the summer months. On Monday mornings, they usually have things to catch up on plus the usual office gossip.

"Hi, how was your weekend."

"Fine, thank you. How was your weekend?"

"It was good. What did you do on your weekend?" You get the idea.

Ideally, you would like to start Monday after lunch and, if you Karen, Tuesday is often the best day of the week for interviewing. There is a subtlety to it.

Why do I think Tuesday is a great day for interviewing? Because then they have a few days to contact one another and then get back to you after the interview about next steps. Friday, Thursday, sometimes replies go over the weekend and any positive feelings they may feel about you become dissipated with time.

Thus, to me, Tuesday and, secondly, Wednesday are ideal. I try not to recommend first thing in the morning because sometimes people walk into catastrophes and need to respond and while they are interviewing you, their mind becomes distracted about what they have to handle afterwards.

I try not to do things at the end of the day, if possible because people are trying to get off and go to other things. However, sometimes it's necessary because I do believe you try to meet with them as soon as possible.

So, to repeat the best day is Tuesday and, secondly Wednesday. You ideally would like to interview mid to late morning. You don't want to be interviewed on Friday afternoons or Monday mornings, if possible. But sometimes you have to do with them

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: The Helium Balloon in the Car Brainteaser

EP 871 This is a hedge fund brainteaser that will stump quite a few of you.

Summary

The brainteaser for today is a fun one; it goes like this: "you are in a stopped car with a helium balloon floating in the passenger compartment. All the windows are closed. The car accelerates forward. With respect to the passenger compartment, does the blue move forward, backward, or stay stationary?"

The key to this is that air moves too. Got that?

The obvious answer is that the bullet would have a tendency to move backward in the passenger compartment , as would all the compact discs on the dashboard.

In fact, the blue moves forward in the passenger compartment because inertial forces air molecules back, creating low pressure up front into which the blue moves.

So, because the air starts moving backward, it creates a momentum that causes a low pressure up front , which moves to belong forward.

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.

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.

Here’s An Underutilized Interview Tool for Job Hunters | No BS Job Search Advice

EP 869 Jeff Altman, The Big Game Hunter discusses a resource that more job hunters should be using.

Summary

I want to talk with you today about an underutilized tool in interviewing, few people use it as well as they could. It really isn't that difficult to pull this out , but there's a bias that most job hunters have... Let me explain.

Most people go into interviews prepared to talk about what they've done, how they went about doing it, maybe you know your metrics (how much were you helped your firm save or make as a result of your efforts). Maybe fall into that category. Unfortunately, the one thing that people don't really access, that they are not really prepared to reveal is the personality. You see, there are personality attributes that really make you extraordinary and will really help you stand out from your competition in interviews.

You see, if all you do is recite facts and figures, what you did, how you went about doing it technology utilized, all that sort of stuff, you are like everyone else.. Your job is to stand out in a positive way.

Understand that some firms will turn you down as a result of your personality. FINE. You wouldn't thrive there anyway. All you would do is become boring and a tool for that organization.. Is that how you want to spend the rest of your life? Being bored, boring, in effect, decapitated by organization? I don't think so. I think what you want to do is be extraordinary.. You want to be magnificent. You want to be the individual who stands out from others... And if you don't, that's okay. Just keep doing what you been doing.

If you can take a minute or 2 before you walk into the interview, accessing who you are in all your glory, putting a big smile on your face, sincerely (I'm not talking about some pasted on smile that has no meaning or sincerity), one where you are really feeling great, that I can assure you that you are going to stand out from others and firms will like you that much more.

You see, the one thing the firm's look for beyond skills competence is the ability to inspire confidence that they are the solution to the problem being sought. You can't inspire confidence unless you are confident. You can't be confident unless you feel confident. You can't turn that on and off like a spigot..

Again, go out there. Connect with that part of yourself that is great. So what to them and, if they don't like it, it is their loss. You will find an organization that will.

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.

I’m Interviewing For a Job and Saw That It Has Been Re-Posted!


Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2017/05/11/im-interviewing-for-a-job-and-saw-that-it-has-been-re-posted

EP 742 Does that mean I don’t have a chance of getting the job?

NOTE: The offer mentioned at the beginning of the show is no longer in effect

Summary

The question for today is, "I'm interviewing for a job and just let it has been re-posted by the company. Does that mean I don't have a chance for getting the job?" Have they been rejected? Do they have no chance?

The answer is, "No!" When he walked through the mechanics of how firms conduct themselves. There are always exceptions to this, but this is the rule in almost all cases.

Some firms have their job postings on a setting called auto re-post. That is, a site (I will use The Ladders as an example) , where if you have not taken the position down, it will be re-posted and refresh to the top of the list after a certain number of days. Many sites offer that feature to employers and they take it gladly because, if the job is still open, they don't have to waste time re-posting it. That's option number 1.

Option number 2 is that you have been rejected and you did a crappy job on your interview and they are not interested. However, the likelihood is that (3) they are going to keep running that had until such time as they have an offer extended and accepted in the person has started. Most firms conduct themselves that way because they have been burned many times by people who say yes to their job offers and don't start, they have been burned by job hunters who lead them on...

As much as people complain about employers, there are a lot of job hunters to create the conditions that everyone lives under.

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

Do You Want Superior Focus on Job Interviews | No BS Job Search Advice Radio

EP 868 Jeff Altman, The Big Game Hunter discusses a technique for improving your focus on your next job interview.

Summary

I want to talk with you better technique for preparing for your interviews that will help you perform so much better, it won't take you a long time to do, it could be 2 or 3 minutes, it could be 10 minutes but it is a very simple technique that has been done for thousands of years.

What's that technique?

Spend a few minutes in meditation.

I know. I know. You think meditation is real. "Whew."  I must tell you, when all is said and done. If you spend a few minutes on your breath, for example, or about a single thought, what you will wind up doing is relax your mind, relax your body and get yourself incredibly focused. If you drift off on 1 of those topics, just returned to it.  Don't beat yourself up.  Don't criticize yourself for doing it wrong.  Just returned to the breath, for example.

You will find that by doing this, your focus and concentration is going to grow.  Your ability to perform well on interviews and your career in general is going to improve as well.  What can go 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,” “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.

The Surprise Third Interview | No BS Job Search Advice Radio

EP 867 What do you do when you have been led to believe or told that there would be two interviews and a decision and suddenly there is a third 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.

Stupid Interview Mistakes: Not Treating It As Though There Is a Two Way Street

EP 866 This is one of the dumbest mistakes people make when they interview– not treating the interview like a two-way street.

Summary

The mistake I want to call attention to is stupid. It is not treating the interview like it is a two-way street. I understand that for a lot of you when you are young, there is the tendency to think of your potential hiring manager, your potential boss, as though they are some demi-deity looking down their nose at you, making it seem like they are superior to you. That could be furthest from the truth.

What the trying to do is evaluate and assess you. Most of them are not feeling as though they are high and powerful and all that sort of nonsense. Think of it from the standpoint that you have rights of the interview, too. You want to know what their expectations of you are, what the job is good be like, what it's like working there and need to arrive with some questions. After you answer something that they ask you about, you might just simply ask, "How does that fit into the role?" In this way, you can learn more about the job as you answer their questions.

For example, they ask you something, you answer and continue by saying, "How is that involved with the job that you are hiring me for?" They will tell you about it and it makes perfect sense. If it doesn't, you have learned something about them and that is useful to you.

Everything needs to be about you learning information about them as much as they learning about you. You need to understand what you will be stepping into in the way of a role, its responsibilities and have successful be measured. I want to come back to that one – – how success will be measured.

It's funny how often I talk to people who think success in the job is about one thing when it is about something completely different. Don't sell yourself short. Don't put yourself in the position where they are the powerful ones and you feel like a loser. Where they are up high and powerful and you feel weak and passive.

No one likes week people during dating; we want to talk to people who relate to at that doesn't involve superior-subordinate situations. The same thing is true on an 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.

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

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.  

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