Month: October 2016

No BS Coaching Advice Ezine September 13 2016

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The September 13 2016 issue of No BS Coaching Advice Ezine

 

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.”

You Are a “Manager,” Not a “Manger”

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Jeff Altman, The Big Game Hunter encourages you to not be lazy and to spell and grammar check your résumé.

 

[spp-transcript]

I want to talk with you today about not making some of the common mistakes I see in resumes. Here is what I see time and again.

People don’t use the spellchecker with the result being that they describe themselves as “mangers” instead of “managers.” They are the “liason,” instead of the “liaison” for their firm or department. They “lead,” when they should have said “led.” And then there is my personal favorite one. They “asses,” instead of “assess.”

From a grammar perspective, people make a lot of mistakes as well. They use, “your,” instead of, “you’re.”

My point in all of this is not to be obnoxious but to point out that every time that you make a mistake in your resume, there are hairs on people’s next that bristle. You’re trying to make a good impression on someone. They start to asked themselves, “What’s going to happen when this person comes on board and you’re not trying to make a good impression. Where the screw ups going to occur?”

I want to encourage you to use Microsoft Word’s spellchecker and grammar checker. Spellchecker is perfect; grammar checker sometimes depends on the context.

When all is said and done, you want to make sure that the resume that you submit comes across perfectly. And that there are no grammar mistakes. Sometimes you have to make a visual examination of the resume because, in some of the examples that I gave, there were no spelling mistakes. Your usage mistakes as in the example that I gave of, “mangers,” versus “managers.”Manger would probably go through because it’s spelled correctly; managers the word that you intend to use.

So be conscious and you make a visual scan of your resume to make sure that no mistakes go through because certain words are spelled correctly but are being used incorrectly. Definitely, run the grammar checker. There are times that you may use a bullet point, for example, that isn’t the full sentence. Thus, you want to visually check the language to make sure that everything is accurate. This way you will make a great first impression by comparison to the lazy people who don’t do this.

I have to say lazy because what’s the big deal! You are running a spellchecker and a grammar checker. Is this so difficult to do?

[/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.”

Stagnant Career But Can’t Find a Job

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[svp]http://www.youtube.com/watch?v=XnJ8vu0XdVY[/svp]
“I hate stagnating in my job, but can’t find a better one. Should I take a career break? I grew rapidly in my company but got stuck in middle management (“Head of…”), mainly due to hard politics. The worst thing is that other companies don’t seem to hire at my level.

I made huge sacrifices to get here and burnt out, so I would only be satisfied with higher pay and/or level of responsibility.”

 

[spp-transcript]

I received a good question from someone that I thought was worthwhile to choose for a variety of reasons.

Let me just read it to you.

“I hate stagnating in my job, but can’t find a better one. Should I take a career break? I grew rapidly in my company but got stuck in middle management (“Head of…”), mainly due to hard politics. The worst thing is that other companies don’t seem to hire at my level.

I made huge sacrifices to get here and burnt out, so I would only be satisfied with higher pay and/or level of responsibility.”

I want to expand the question a little bit to address less experienced workers and then come back to deal with this specific scenario.

For the younger workers finding it difficult to find something, maybe you don’t like your job and are not getting job offers, often the issue is that your interview skills need to improve. Thus, I encourage people to learn and practice and become better a job hunting. After all, the skills needed to find a job are different than those needed to do a job.

However, this is a scenario where we are dealing with a middle management professional who feels stuck. There are two ways of addressing this.

The first is to get “unstuck.” Start defeating the politics and learn where you been typecast in the wrong way and adapt. You to find your problem is being with your current firm and you are stagnating because people see you in one way and value something else.

Thus, the idea is to find what they value and start playing to it. This doesn’t mean you have to change jobs but it also doesn’t mean that you have to quit, go home and watch TV all the time.

That should probably be your first choice.

The second may be similar to the advice that I gave to the young professional but I’m going to emphasize something a little bit different.

For the inexperienced one, I spoke about getting better at job hunting. For you, I want to encourage you to get better at networking, Often, for people who are stuck in middle management, they worked so hard for so long, keeping their heads down to do a great job that networks outside their current firm are next to nonexistent.

You need to build the network seeking question and build the validity of the statement that you made that “other companies don’t seem to hire at your level.”

Often they don’t have an opening right now but (1) they may create one for the right person, and (2) the opening may come later on as corporate “musical chairs” starts to occur and people move from one vacancy to another.

What I’m getting at is that you are obviously frustrated with your current job but also frustrated with job hunting so you’re looking for permission to give up.

I don’t buy that. For the person who’s worked hard their entire career and for the first time have run into a career obstacle, quitting should not be your choice. Taking a break should not be your choice.

Finding the path to the right situation should be your choice and practicing patience should become part of your repertoire, rather than giving up.

[/spp-transcript]

 

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 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.”

Waking Up From Default Mode

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[svp]http://www.youtube.com/watch?v=ydENsPXh32E[/svp]
Too much of our life is spent living on autopilot. Here, I share some of my own experience and invite you to wake up from your slumber and become conscious again.

 

[spp-transcript]

I’m in a talk about waking up from, “default mode.” Let me first describe what that is. Default mode is that part of your life that I think you recognize pretty quickly as a huge part of your life where you have stopped thinking. You are living on automatic or autopilot and have not taken the time to analyze, maybe for years, whether this really works for you.

Let me give you an example.

There was a time that I lived in Northeastern Pennsylvania and commuted to New York 90 miles away. Every morning, I would get up to be on a 6 AM bus that would deliver all of us to Port Authority a little bit after 8:00 AM. I would walk to my office; do my job. Turn around and commute two hours back to Pennsylvania. I walked in my home tired, as you imagine. I went from waking up at more normal hours to doing this. Yes, I made a choice to move there. Financially it was a great decision because we sold our home on Long Island at the top of the real estate market and bought a place therefore much much less and I was willing to pay that price.

No some would be driven to school by my wife or as part of a carpool. It was a half-hour  to school and 1/2 hour back. After a while you stop thinking about it; I would keep going to my office and do the same things day after day in the same way and I stop thinking about it. I would respond to phone calls and emails, call people back who left voicemail, I would write ads for positions I was advertising, prepare candidates for interviews, tweak resumes … All the same stuff, day in and day out but not really thinking about whether or not I like doing it.

As a job hunter, it can also show up in your search whether somebody tasks that you get involved with where you don’t even think about whether you doing them well. There is a head of steam that starts to build up and never stop they ask yourself whether you could be better than this or continue to fumble around and be hired by accident by a firm. I say by accident because you strong a few sentences together well enough in an interview and someone was going to give you a shot. Had you prepared better, had you actually thought about how to answer certain questions in advance, it could’ve been a great performance but that’s not can happen.

I want to wake you up to the fact that there is a lot in the day that you can deconstruct and break down and say, “what can I do differently?” You can with his firm. Do this better? Do I even want to do this?

I was talking to someone I coach unrelated to job search and he is a manager and wants to get better and move into an executive position with his firm. I start to listen to him and he just has too much to do. Why? Because he refuses to delegate. So now he is taken some first steps toward delegating to people and now there’s more that has to come off his plate and he has to start coaching people. There’s a lot that he can do to motivate people but is out there doing way too much. And it’s at the point where he knows he can’t do it the old way much longer.

So I want to wake you up to deconstructing your day and deconstructing her life. Is this really working for you? Do you like doing what you doing? Are you happy doing it? Does it give you a certain amount of pleasure or is this just habit that has been compounded over years we are one day you’re going to wake up and say to yourself, “Is this all there is?”

[/spp-transcript]

 

Jeff Altman, The Big Game Hunter has been coaching people to play their professional and personal games BIG for what seems like 100 years.

For more No BS Coaching Advice and encouragement, visit my website,

Ready to schedule your first coaching call?

Functional Resumes?

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Jeff Altman, The Big Game Hunter speaks about functional resumes.

 

[spp-transcript]

let’s talk about functional resumes. I am not a fan of functional resumes. It is the problem with functional resumes – – they suggest that you’re hiding something. They suggest that the relevant experience that’s causing you to apply for this role is old. They’re suggesting that you are hiding large gaps in your employment history. Thus, even if you have the relevant experience, I’m not going to call you. At best, I’m going to send you an email that says, “Please send me a chronological resume.”

Why is that? Time is precious and you are obviously trying to hide something. You are obviously trying to hide gaps or that the information was old. Why else would you send a functional resume? Because you did this work last week? Of course, not. The fact remains that people use functional resumes regardless.

The only time a functional resume makes sense is if you are changing careers and your resume leads off with training that you have had that is relevant to your new role. Then, I can see functional resumes working.

Beyond that, all you doing is obscuring certain information that we need to know anyway and, if you think employers are any different, you’re kidding yourself. They aren’t. If anything, they won’t even stop and ask. They’re just going to hit the delete key.

I was involved with the CFO search not too long ago and received a lot of functional resumes for the search. I respond back with an email to those that demonstrate vaguely relevant experience and ask for chronological resume. Every single time, the relevant experience has been years old and the relevant to my client because what you been doing most recently is most pertinent to what matters to them. If you been away from the CFO function for a number of years because you can running a business and now it’s going out of business and now you have to go back to a CFO role, they aren’t interested in interviewing you or bring you on board.

Let me simply say “Ditch the functional resume!” You are not kidding anyone. All that you’re doing is wasting your time and other people’s time. Just don’t bother.

[/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.”

Applying for Two Different Types of Jobs at the Same Company – Job Search Radio

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Does applying to two different kinds of jobs at one company lower your chances of getting either one?

[spp-transcript]

Does applying to two different jobs at one company significantly lower your chances of getting each one? I am interested in two different areas (and then they outline both of them). Would it be a bad idea to apply to both of them at the same company? How does the process usually work with processing applications?

Without outlining the specific jobs, I’m going to answer the specific questions.

As to whether reduces your chances by applying to more than one position, well, it depends. I interviewed someone for the show not long ago who was a corporate HR recruiter. He commented that his firm’s applicant tracking system was set up to recognize individuals who were, “frequent appliers.” In his firm which was a medical facility in the mid-Atlantic states, his firm would get applications from people for multiple positions that they weren’t qualified for. The system is set up to block them from applying because they are little more than a spammer to them.

“Yes,” you can think, “they may hit on one of them.” These people are not paying attention and don’t really care about the impact on the person reading the resume; they just want to work for the company. What firms look for our someone who can fill individual job. You can see the disconnect there.

Thus, multiple submissions can have an adverse impact unless you’re going to individual hiring managers. So, if you are applying through the applicant tracking system, you’re starting to lower your value to them. After all, even if there are two different recruiters handling the two different jobs, the system is going to recognize that you’ve applied through two different types of position. Even if they look at the resume, there recognize that it’s the same person applying for two different jobs, realize that you probably don’t fit either of these roles and reject your resumes.

Or they may look at them and think to themselves, “Spammer!” Or they may just simply say, “Huh,” and delete your resumes.

So, it can have an adverse impact, it can have a neutral impact, it can have a negative impact, at worst.

Let’s review the scenarios:

“Huh?” (rejected).

“Let’s consider him for this one, but delete the resumes for the other.”

“Spammer!”

There is no situation where they are going to say to themselves, “Fabulous! We received the resume for two different jobs!”

And the probability is that two different recruiters are coordinating two different jobs so there is going to be internal friction so they will have to figure out who is going to be the primary interviewer and who will be the secondary. Remember, corporate recruiters are now being evaluated based upon outcomes, too. Thus, it’s not simply you getting hired (which I know is all you really care about); for them, they have metrics they have to live up to and you will probably be wasting their time they could be better served elsewhere.

Continuing, how does the process work with applications? Would I be talking to the same recruiter? I’ve addressed that already.

The fact that you are submitting your resume to two different positions, involving two separate groups, demonstrates that you’re an amateur to them. As such, you are sending a signal to the employer that you don’t really have a career yet and are trying to sort things out. After all, in their thinking, you can be interested and qualified in one area, not the other. The fact that you’re  leaving it to the winds, to the ether to sort it out for you, sends messages to employers.

Even if the two jobs reflect an old paradigm and a new one, they say are themselves, “Ah! She’s trying to make a career change. She’s not good be happy doing this old work if we hire her for that.” You see, it’s not just as simple as whether it is going to one recruiter or two. It is the impact and that message that the recruiter or recruiters is left to interpret. Left to their own devices, recruiters pause, leave the window open and go on to something else. In their subconscious, they try to process the conflicting messages that you are sending by applying for two very different jobs.

Usually, when they pause, they hesitate for lengthy periods of time. When that happens, they come back and re-review the resume and don’t act on it then. Eventually, they reject the resume.

Can it turn out differently? Absolutely! How will it probably turn out? Not so good for you. You are far better off zeroing in on one thing you want that you are qualified for and going for that.

[/spp-transcript]

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 going to,

Editing the Résumé That Is Too Long

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Jeff Altman , The Big Game Hunter explains how to edit an overly long résumé.

 

[spp-transcript]

Today, let’s talk about pruning their resume that is ridiculously long. I know in some fields and some academic settings, it seems essential to have a 10 page resume. In industry, that isn’t the case. You want to get your resume to two or 2 1/2 pages in length. Why? Because no one really cares about what you did of the Stone Ages except to see if you had a career progression.

Here’s what you need to do.

  1. Look at the most recent 10 years. That is the area to emphasize. Anything before that you can summarize by saying, “Prior experience was as a (fill in the blank) and (list two or three firms) between “list the dates). So what you’re doing is indicating what you did prior to 10 years ago with a quick summary.
  2. What if your resume is three or four pages and that’s just the past 10 years? Let me ask you a friend question. Will anyone care what you did nine years ago? Yes, you did it but will this relate to the kind of position that you are going for now? Is there any experience for any skill needed from 10 years ago that is pivotal for what you are going for today? Probably not. If there is, you have to include it and risk going to along resume. However, I must in all candor say that, in most fields, it’s completely irrelevant to  the kind of position you’re going for today and your ego is getting in the way.

You have to go in with a critical eye and ask yourself, “This is the kind of job them going for. What’s the background of people that they are looking for? Are the keywords going to pop up for what I did 10 years ago and not call me anyway or is this relevant to what I’m doing now?” If it’s irrelevant, get rid of it or minimize. You can do much shorter descriptions of your work or from anything in your past then what you demonstrate today.

When most firms evaluate someone to determine whether they will interview them are looking at just the past few years. The filler is the old stuff and, if you look at their behavior, they are not reading a resume. They are reading screenshots on a computer screen. It is rare when they print out a resume to read it. How many page downs do you think they do? Not a lot.

The most important work is the past few years. As you get past that it becomes progressively less relevant to them. Take a hatchet to it. Cut it down. You have to do it. Not doing it will only hurt you in the end.

[/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.”

Is This a Generic Message or Is the Manager Interested? – Job Search Radio

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When a recruiter says, “the hiring manager sent your resume to me and asked that I reach out,” is that a generic message or was the manager really interested?

That’s the question I answer on this show can the short answer is, “It depends.” That’s a subject for today’s show; I’ll explain.

[spp-transcript]

When a recruiter says, “The hiring manager sent me your profile and asked that I reach out,” is that a generic message or is the manager really interested?

As usual, it’s a “depends message.” It depends on whether this is an agency or a corporate recruiter.

If it’s a corporate recruiter, it is likely that that is true. The hiring manager was doing some reconnaissance because they’re not seeing resumes that that. Where they are not getting referrals that fit the position you’re trying to fill, so they did some digging, and on the resume themselves, forwarded to HR and said, “Call this person.”

If it is an agency recruiter, the likelihood is that it is a load of crap. What’s happening is that the agency recruiter is trying to flatter you, distract you and not say things to you like, “I heard some nice things about your work and want to have a chance to talk with you,” and instead, try this load of crap to try to persuade you to talk with them.

Agency recruiters are doing their own work; they are digging, they are finding people, they are doing what they can to find individuals to fill jobs. Using lines like this are designed to flatter you and cause you to think more of them and their relationship with the hiring manager and the probable reality is.

Corporate recruiter? Believe it. Agency recruiter? No.

/spp-transcript]

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

Job Search Lessons from the Presidential Election of 2016

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[svp]http://www.youtube.com/watch?v=C3-ASGxxvbg[/svp]
I believe there are lessons that can be learned from the first presidential debate between Donald Trump and Sec. Clinton that you can apply to your job search. Both made mistakes that you can learn from.

[spp-transcript]

Today, I want to point out another one of those lessons that’s coming from this year’s presidential election. The lesson I want to point out comes from the debate that took place this week with Donald Trump and Sec. Clinton and entering “the deathmatch.” One on one. “Manno a Femmo.” I want to offer a less biased opinion of what I saw and what the media seems to be providing.

Universally they seem to say Trump was awful. When I saw was that in the first 30 or 40 minutes of the debate he matched up well. They obviously disagreed on items and you would expect that. I thought he was accurate and some of his statements on the impact of trade policy and matched up well with her there.

There was a point after the 30 or 40 minute mark where the tide clearly turned. At this juncture, Sec. Clinton’s preparation served her very well. For you as a job hunter, I believe there are lessons that you can learn from both candidates. Critiquing both of them I think there are things that you can take away.

He was not as well prepared as he could have been. Yes, we all read these stories about how he wasn’t going to be doing debate prep and a variety of other things. It’s kind of like going to an interview without preparation and deciding to “wing it.” Presidential debates on job interviews and were seeing the two people in making decisions about them.

Trump didn’t do well he did well in the first part of the interview but in the next hour of time, I thought he did poorly and revealed his lack of preparation. The words didn’t come out well. Even his snarky comments where he whispers into the microphone to disagree with her, he hadn’t done them with an audience before and appeared to be snarky.

I think Clinton made mistakes, too, and the biggest one was that she was smug. She appeared to bask in her own magnificence and missed opportunities to connect with the audience. Yes, she had punches to the ribs and kidneys throughout. Here is one example. Talking about how Trump and his businesses didn’t pay bills to small businesses like her father’s. Her father’s business never did business with Trump. she used it to illustrate that a lot of small business owners who were stiffed by Trump.

She would have a smile on her face that was arrogant, smug and not likable.

To me, that was a missed opportunity. Yes, the intelligence is there but part of what you try to do as a job hunter is connect with the audience, the interviewer, the panel. You can’t sit back and be so cocky that you turn people of.

So, I want to point out that there are lessons we can take from their mistakes that you can apply to job hunting. I’ve done shws about dumb interviewing mistakes that candidates make involving lack of preparation and being so full of yourself that  \\you are sitting there with a big smile on your face, enjoying yourself, instead of focusing on the audience.

[/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 http://bit.ly/thebiggamehunter

The Best Way to Discuss Metrics in Your Resume

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Jeff Altman, The Big Game Hunter explains how to discuss your performance metrics in your resume for greatest effect.

[spp-transcript]

I want to talk with you about framing metrics in your resume in ways that are very powerful.

What to know how powerful it is? Google has written about this formula. Let’s talk about the power of these metrics.

What you do is write about what you’ve done by comparison to the average individual in your organization and how you went about doing it.

For example, in the quote that comes from Google, “Wrote editorials for the New York Times.” That’s one way of saying it but it isn’t particularly effective.

“Had 50 OpEds published by comparison to six by most op-ed writers, as a result of providing deep insight into the following area for three years.”

What they are doing is showing what they did in comparison to the average and then how they went about doing it.

So, if you’re administrative assistant,, you might talk about call averages or support effectiveness, or supporting X number of people or output that you have by comparison to others. If you are a programmer, he might speak in terms of code. If you’re an architect… You get the idea.

The idea is to compare yourself to the average and how you went about doing it. It’s a powerful metrics and method even Google recognizes and looks at when they are evaluating people.

[/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.”