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How Can I Tell a Recruiter “No” When They Ask for References? (VIDEO)


Here answer the question from someone who is asked for references by recruiter during the 1st interview and doesn’t want to provide them.

Summary

I was asked the question I thought was great, "A recruiter has asked me for references at the time of the 1st interview. I don't really want to give it to them. How can I say no to a recruiter if they asked me for references during an interview?"

I want to start off by differentiating and start by answering the question about a contingency recruiters. That's definitely a place to say no. They may tell you that they want to check references on behalf of their clients. That's a great line. But what they are really doing is trying to use your contacts to recruit other people. I know this because I listen to sales trainers for years talk about this is a great gambit to get talent and you don't want to be complicit.

The easiest way to respond is to smile and say, "In due time but not right now."

If you respond by saying, "We need to have it because the client wants us to check references at the time that we submit a cabinet," (I want to be clear, not talking about retained search firm's or C suite professionals) I am answering in this way for the Average Jane or Joe who is approached by a recruiter and is being told that the client wants it.

"Great! I'll be happy to provide my references to the client."

"They want us to check the references."

"Not at this time."

"Then we can submit you."

"OK."

Leave it at that. You know why? It's because if they can get you in the door they'll get you in the door.

And they can't. What they're trying to do is parlay one contact into 2 or 3 were they call them up and trying to recruit them, extensively under the guise of checking a reference.

So, they might say, "We need a former manager, it was start by contacting your manager in doing a reference check and then flip it in an effort to get recruiting business from them.

Or they may try to talk to a peer reviewers and then say, "Say! This is a position I am trying to recruit for. Is this something that might interest you? There are a lot of little gambits that go on with third-party recruiters.

I know there are a lot of people who might respond by saying, "Would you do that with a company?"

"NO!" Unfortunately, too many third-party recruiters or sleazy. We know this already. The idea is to push them off because you don't know if you can trust them yet (wink wink. Probably you can trust many of them anyway. There are exceptions, but most of them you probably can't.) And it's kind of like being on a 1st date with someone.

"Can I get a reference from your former husband or wife, please. I would like to get a reference from them. Maybe someone else you went out with previously because I want to know what you are liked by talking to them."

No, not on a 1st date, especially with an absolute stranger. Obviously, you would never do that in a dating situation! Here, I want you to do this very casually and with a big smile on your face, say, "In due time , we'll get that."

"But the client wants it!"

"If you can't present me with out that, obviously you don't think I am a fit. So let's leave it at that and just move on."

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 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.

Do you have a question you would like me to answer? Pay $25 via PayPal to TheBigGameHunter@gmail.com  

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

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

How to Work Contingency Recruiters | No BS Job Search Advice Radio


FROM THE ARCHIVES (2011) NOTE: if I mentioned any jobs later in the show were filled the years ago. PLUS I no longer do recruiting. I’m an executive job search and business life coach.

 

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 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.

Do you have a question you would like me to answer? Pay $25 via PayPal to TheBigGameHunter@gmail.com  

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

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

What to Do When The Recruiter Calls | Job Search Radio


With all the effort recruiters make to find someone using LinkedIn, Facebook, social media, the web and other tools, you can expect to receive calls at your office from recruiters reaching out to you and trying to engage with you.

Frank Risalvato and I talk about what to do when the recruiter calls.

 

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 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.

Do you have a question you would like me to answer? Pay $25 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.”

Why Do Recruiters Ask How The Interview Went? (VIDEO)


Here I answer a question from someone who wants to know why recruiters ask how the interview went after someone meets 1 of their clients.

Summary

This question is, "Why do recruiters ask how the interview went?"

We like to debrief the candidate about how their experience was. , There are a number of reasons why this happens, ranging from the innocuous (recruiters really want to know how it went.) to more manipulative reasons. There are other terms for it, but they're not coming to mind right now.

1. We want to know if you've learned something about the job that might be useful to us we have interviewing. After all, sometimes employers don't communicate changes to a job description. They just contact number of recruiters and although they may be talking to the recruiters with some regularity, they may forget to tell the recruiter that they change their thinking about some aspect of the job.

That's one thing, "So how do they explain the position to you," might be 1 of the follow-up questions.

The sequence of questions might go, "How did the interview go?"

"Uh-huh."

"And what sort of things that they ask you about?" There, a recruiters trying to find out the questions you might've been asked.

"How do they explain the position to you?" If the role, sometimes the job description is missing some significant pieces to it that indicate is tantalizing or maybe defective about the job. "Why would anyone want to do this?"

There are a lot of reasons why recruiters would ask that question, including the basic but now one that says, "I want to know if I have a chance of earning a fee with you."

I also want to know whether I should call the client because if you say, "Oh! It was terrible. They just beat me to a pulp." Why would I want to put my head in the noose and putting myself in the position of calling my client and going, "Hi! How to go?" Then I would discover it was bad and get link to your bad performance. The recruiter would remember that I was the person who referred you and then be harder to get more interviews.

The reasons why are primarily to gain information but is also to find out whether or not you might do a placement, whether you are the one who might be hired and whether the recruiter might earn a commission.

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.

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

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.”

How Do I Reach Out to a Recruiter Who Reached Out to Me A Year Ago? (VIDEO)


A recruiter reached out to me a year ago about a position but I wasn’t interested. Now, I decided to look for a job. How do I reach out to them? Is there any etiquette about doing that?

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

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.

START A 7 DAY FREE TRIAL

Connect with me on LinkedIn

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

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.

Will a Recruiter Give Up on Someone If They Are Turned Down Too Often (VIDEO)


The answer to this question shouldn’t surprise you. But if it does, this is a message that you need to learn.

Summary

Will a recruiter give up on a job applicant or a candidate If they are turned down for jobs too often?

HELL YEAH!

If you're asking the question, my assumption is you are working with contingency recruiters who aren't going to be paid unless you are hired for a position they refer you to With the result being they have already invested/wasted a lot of time trying to help you get interviews at clients of theirs and you are turning up empty. How many companies do you think they have in their hip pocket that will want to talk with you given the skills that you have?

There are a finite number of firms that want to hire someone with a particular background. I don't care if you are a kid freshly out of school, you are someone with 2 years of experience or have 22 or 42 years of experience. There are only a finite number of firms in your market area that are going to care. Your lack of performance is on you, not on them. After all, they have gotten you interviews and you are not delivering the goods.

Either you have lied to them about your capabilities OR you just don't know how to interview. . Ultimately, these are skills issues that you can improve upon. But you asked whether recruiter would give up on someone . . . Of course they would. You are a waste of time. You are costing them money. Every time they send you out and you fail to deliver, you are costing them a fee.

If you are staff person at this agency (And the statistical probability suggests that the person you are dealing with is a staff person), They are receiving a percentage of that fee that the agency gets. They are hustling. They are working for you and you are failing.

Get better. Stop wasting time and worrying if a recruiter will give up and start worrying about delivering a better performance under interviews.

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter is a leadership and career coach who worked as a recruiter for what seems like one hundred years.

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

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.”

How Do I Recognize a Good Recruiter or Headhunting Firm? (VIDEO)


My answer to this question is crystal clear.

 

Summary

Today’s question,

“How Do I Recognize a Good Recruiter or Headhunting Firm? “

I’m going to give you the answer that you don’t want to hear… But it is the truth.

The answer is you can’t.

You can pickup a clue or 2 along the way but I think the issue is the disconnect between what you define as a good recruiter and what a client might define as a good recruiter.

To you, a good recruiter is someone who can find you a job.  To a corporation, a good recruiter is someone who can fill a position, who has good discernment, who has the ability to understand a person’s experience and ability. Who can understand with their particular corporate culture was like, save them time and deliver great potential new hires to them.  The recruiter can’t guarantee that the firm will actually hire someone from them, but they can’t deliver good quality potential hires that make the decision difficult for an employer.

Let me go back to you, for example.

You want to hire someone who is a good recruiter or as a good headhunting firm.  As a result, they have to have jobs that fit you.  That basically translates into seeing what jobs that they have to fill in job hunters have a pretty loose idea of what fits their background. Judging by what I received in my inbox each day which tends to be hundred to 150 pieces of email that are little more than spam.

You send a resume to someone, you don’t hear back. And you say to yourself, “Hey! This is a bad recruiter. They didn’t call me!”  However, you send a resume that did nothing to demonstrate that you are qualified for the role that they are trying to fill. So, to you, a good recruiter is always going to be the one who finds you a job.

I think there are clues to a successful recruiter or a good recruiter through longevity with one agency. For example, if you see someone who has been with the firm for 10 or 15 years, you know they are filling jobs. You know that firm has an environment for them that allows them to be able to perform at a high level for their corporate clients. That’s one indicator that guarantees that there is a possibility they could be effective for you, but there are no guarantees.

How can you recognize a good headhunting firm?

Longevity is normally a variable. As the firm did in operation for, I don’t know, pick a number of years? However, there are people who start off firms who may be out on their own now. They had been with the firm for 10 or 15 years and recently started a search firm that is only been open for 3 months. Does that make them less capable? I don’t think so.

I don’t think size of firm matters. After all, you can contact Robert Half, 1 of the largest recruiting firms in the world or Manpower, again, 1 of the largest recruiting firms in the world, you got the wrong person, what happens is that they miss out on opportunities for you. They aren’t sending you out on things because he got the wrong person at the right firm. To be clear, I am not endorsing either of those firms in case you misconstrue that I was using their names as an endorsement. I was just using them as an example of huge firms in the recruiting sector.

There are boutique firms that do a far better job than the larger firms, but they are specialized or “narrow focused.” They may be a part of a network of recruiting firms like n NPA Worldwide that allows firms to have good market penetration so that even though this person might be a solopreneur, they have access to 500+ other recruiting firms around the world and can submit your resume to affiliates in other places. Again, it doesn’t guarantee anything.

At the end of the day, I think the issue comes down to the question and how the question really implies, “Who can get me a job?” Remember, there are no guarantees. After all, all they can do is get you in the door. They can’t get you the job because your performance on the interviews may stink, your expectations may be atrocious, the resume is even worse, yada, yada, yada.

The fact is 70% of all positions are filled as a result of networking. 70% of those 70% are filled. As a result of introductions to people that you didn’t know at the beginning of your job search. You need to go out there and network and not just simply outsource your efforts to recruiting firms. Don’t just simply apply to job boards because, between job boards and recruiting firms, they only fill 30% of all jobs.

Don’t be a fool. Get out there and start meeting new people. Start talking to others. Don’t outsource just to recruiters.

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

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

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

What Does It Mean When The Recruiter Isn’t Returning My Calls or Emails? (VIDEO)


If I’m a job applicant and the recruiter I’m working with stops returning my calls and emails, what does that usually mean?

fingers-crossed

Summary

The question for today is:

If I’m a job applicant in the recruiter. I am working with stops returning my calls and emails, what does that usually mean?  

Well, let me pose a different scenario.  If you are going out with someone and they stop returning your calls, texts and emails, what would that mean?

You know what it means. Who are you kidding?  You just don’t like it.

Here is what often happens.  Job hunters have this mistaken notion that recruiters work for them.  They don’t.  They work for employers who pay them.  You aren’t paying them anything, right? You have to get this notion out of your head that you are working with them.  You aren’t working with them. They are trying to fill the positions.  Your background either fits or it doesn’t.  When they have something that makes sense, they will be in contact.  

You can drop them a message every once in a while (that doesn’t mean daily) to say, “I just wanted to let you know that I’m still available. If something comes up.”  

Often, what job hunters do because they are “working with the recruiter” is nag and pester the recruiter. 

Understand you are getting a message in the behavior in much the same way as in a dating scenario, if someone you were going out with stop returning your calls, you will get a message from that that they didn’t want to talk with you, right?  

So, you know what it means.  You just have to adjust.

Some people will say you have to work with a lot of recruiters.  I have no idea where you are, geographically, or where you are in your career.  For most people who do not have unique skills or are not at a leadership level, yes, you do have to connect with multiple recruiters.  Recruiters are not pounding on doors to persuade employers to speak with you.  That isn’t how the business works.

They are hired by employers and give them requirements for positions that they need to have filled and, if they find the right person, they will be paid for that.  They are not getting on the phone to make 100 phone calls to companies just for you using a call was that they have prearranged so that whenever someone walks in the door they call 100 people every single day.

No. They are filling jobs. They are not “placing people.”

Let’s assume that you are a relatively inexperienced person, you do need to be contacting multiple people and, more importantly, you do need to be contacting people who graduated from the school that you went to and learn how they got there current job and whether there might be something of their employer that might fit you. You are trying to work with multiple recruiters and responding to ads.  Networking to people that you don’t already know and doing informational interviews, networking, going to networking groups, telling everyone that you know repeatedly that you are looking for work…

It’s not enough to just simply tell them one time, you have to say it multiple times and the people are reminded that you are looking for job.  After all, when someone has a cold, do referred your doctor to them?  Probably not.  People need constant reminders to refer you to things that they care about.

Back your original question.  It probably means that they don’t have anything for you right now and leave them alone.

 

Do you really think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

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

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 Three Jokes of Recruiting |No BS Job Search Advice Radio

Jeff Altman, The Big Game Hunter uses the three jokes of recruiting in order to teach an important lesson about job hunting.

honeypot2

 

spp-transcript]

I want to talk with you about the 3 jokes of the recruiting business.

The 1st joke is, “How can you tell a job applicant is lying to you?”  The answer is, “Their lips are moving.

What’s the 2nd joke?

How can you tell a client is lying to you?

Their lips are moving.”

The 3rd joke is, “How can you tell he recruiter was lying to you?”  You guessed it – – their lips are moving.

 

When you basically translate it, what is being said is that everyone is posturing for advantage and the best outcome.  Everyone is exaggerating to some degree.

For you as a job hunter. You have to remember that the company may be talking with you about this great opportunity for you to advance when in most cases, what they really want to do is is hire the 4th drone in the 3rd cubicle on the 5th floor of a particular building.  You are not particularly important to them.

You may be important to that particular manager, but that manager, when times get tough, may not be they are any longer than you are.

In terms of the recruiter, the recruiter is posturing to engender trust in you. That’s because if you are unsure you may trust their words and allow yourself to take a job.

Now, if we were talking about an investment advisor and they were saying, “Trust me. Give me $50,000. Yeah. That’s the ticket yeah, trust me with the money.” You would be very hesitant. With the recruiter, you need to take your time before giving away your trust.

Finally, I understand that you are trying to get the best of the deal possible and you are trying to position yourself well. Everyone is kind of like 8-year-olds who are visiting their friends’ parents. Invariably, the 8-year-old is on good behavior over there, right? Well, everyone is on good behavior as part of the search process.

Your goal is to get the best information that you can in order to make a good decision for yourself. It’s not to be a good boy. It’s not to be a good girl. It’s to get the best information possible so that you can make a great choice, so that your career advances and you can get to where you want.

 

[/spp-transcript]

 

Do you think employers are trying to help you?

You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

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

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.”

Marketing Yourself Like a Headhunter | No BS Job Search Advice Radio

Jeff Altman, The Big Game Hunter speaks with you about marketing yourself just like headhunters market themselves.

marketing-yourself

Summary

Let’s talk today about what headhunters do in their work.

Answer.  They are doing business development work to identify potential clients that want to hire.

How are they doing that?

There are a variety of different ways but the primary way is called:.  They are networking.  You’re trying to find people who will give them a name, phone number and/or email address of someone to reach out to who is hiring.

More often than not they are doing what is called telemarketing.  They are on the phone, presenting themselves as human beings who have skills and capabilities that can help an organization fill positions.

Telemarketing works.  It is still the most effective way that salespeople sell.  They may get leads in a variety of different ways but being on the phone, causes them to do the sale.

You need to be doing the same thing.

How do you get those leads?  There are a variety of different ways.  You know about LinkedIn. Have you considered data.com? Spoke.com?  How about zoominfo.com?

These are all sites that provide you with names and the position of potential hiring managers.  In this way, if you are going to submit your resume to affirm, you can use a backdoor way to reach out to someone and present yourself as a human being, different than just a resume submitted to an applicant tracking system.  Different than just a resume that submitted or referred by someone.

They can hear you on the phone, even if you are just leaving a voicemail.  It’s an opportunity to present a case for yourself.

Again, I just want to encourage you.  Get on the phone.  Don’t just simply rely on applicant tracking systems, emails or even introductions.  Reach out to people so that they know something about you.  They get a sense of your enthusiasm, passion and excitement for what you do, just from the tone of your voice.

[/spp-transcript]

 

Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell you as much as they think you need to know to take the job they after representing so they collect their payday.

The skills needed to find a job are different yet complement the skills needed to do a job.

Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.

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

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

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