The Most Important Reason to Network

Jeff Altman, The Big Game Hunter explains the most important reason you should be out networking.

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Today, I want to talk with you

about the most important reason you want to be doing networking.

There’s the most important reason why you should be doing networking, not just simply while you’re looking for job but after you are in a job, after you are settled in, why you should continue to network after you are onboard.

You won’t need much of a resume if you are doing great networking. Let me illustrate.

Often, when you’re sending out resumes, you have to tailor your resume to every single role and demonstrate a fit for the position because no one knows you. As a result, you have to “thread the needle” in order to get interviews.

Don’t believe me? How many resumes of people sending out for which they never get a response because in no way, shape or form to they fit the requirement.

What networking will allow you to do is to be slightly off target. It will allow you to overcome the objection someone will have where they say, “Gee, this person’s resume doesn’t look like it fits,” and allow someone who knows you to advocate for you and say, “Not the case. He does have this experience.” “She knows what she’s talking about on the subject. She is in a surround this.” “He knows this material called.”

In this way, you are able to overcome objections because you have an advocate for you. Having than advocate for you, not just simply from the referral perspective but from the vantage point of overcoming initial objections is a huge advantage for job hunters.

So I want to encourage you to build your network, support your network, work on building and enhancing a network after you join you next firm.

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Do you really think employers are trying to help you? You already know you can’t trust recruiters—they tell 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 is there to change 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

Why Don’t Companies Include Salary Information When You Apply – Job Search Radio

Someone who subscribes to JobSearchCoachingHQ.com asked this question and I thought I would share my answer with everyone. There are quite a few reasons why companies don’t share that information. On today’s show, I offer the major reasons they don’t.

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Why don’t companies list salary in job listings? I enjoy this question and when you stop and think about it. It all makes perfect sense.

Reason number one is, if they’re willing to pay more for someone then they are paying someone on staff, they tick people off, those folks start heading for the doors. That, to me, is the biggest reason why it happens.

Yes there is the negotiation reason. If you put a salary range of $100K to $120K on a job listing, then no one sees 100. They just seen 120 and if an offer is extended… well, people wonder why they didn’t get the 120; they just forgot about the $100K and all the other numbers up to the 120K. That’s because they just began fixated on the 120 number and they get angry and will turned down offers.

It also gives firms the opportunity to negotiate. After all, if you don’t know what the max number is, you don’t know when you are pushing up against it. If you don’t have the information about salary, knowledge is power. They know what they can afford to pay and if they can get you for $10,000 less they are real happy about that.

So I’ll simply if say that, as one last thing, that when you look at most ads, they’ll list a range of experiences. So let’s say it says 5 to 10 years of experience that pays 100 to 120. Most people just look at the 5 to 10 years and they’re going for the most money and they forget that a five-year person is only paid less than a 10 year person. So firms are trying to avoid a variety of headaches.

On the other hand, third-party recruiters often include salary. Why? Because they don’t want to waste time with people who are looking for more money than the client is willing to pay. They are more skillful in negating some of the arguments that come up when people say “it’s a salary of $100K – 120, I just want to make sure that you hear this 100 up to 120. So you could be making hundred; you could be making 105 depending on how they assessing you. The easiest possible scenarios it is if you do poorly. Then they offer you zero, but that’s the were going for. And I educating people in this way, most recruiters are able to negate some of the arguments that come up about why the person has been off at the highest amount of money.

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Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell 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 is there to change 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 Problem With Informational Interviews

[svp]http://www.youtube.com/watch?v=RJh8l7oyP1s[/svp]
In this video, I go into detail about what the problem is with doing an informational interview and how you can counter it.

[spp-transcript]

Do you really think employers are trying to help you? You already know you can’t trust recruiters—they tell 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 is there to change 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