Month: October 2016

Finding a Job Without A College Degree (VIDEO)

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[svp]http://www.youtube.com/watch?v=hhB5uiSVmio[/svp]
Someone asked me a question about finding a job without a college degree. He has been on interviews and been rejected solely because of the lack of a degree. He asked what he should do. There is also information here for those of you who do have a degree but have been rejected because you don’t have an advanced degree.

no-degree

[spp-transcript]

Someone send me a question the translates into, “I have been looking for a job and don’t have a college degree. I keep getting shot down from one place or anothe because of that. What do I do? How do I find a job without a degree?“

I love this question because I’m going to invite you to look at this from 2 different perspectives. One is external, the other is internal.

I want to start with the internal one. That’s the one that says, “because you don’t have a college degree, you are less valuable than people who do have a college degree.” If you have 10 or 15 years of experience, don’t have a degree and they aren’t willing to consider you, they are morons!

By the way, that’s the external answer. I will give you a tactic for responding to them, but the internal side, when the drumbeat is so regular there is an internal side that needs to be addressed – – the belief that you have that you are someone who’s less valuable than someone with a college degree.

Firms that act like that are morons. And for you people who do have a college degree, I want you to get so smug because there was always the master’s degree. There are always the people with the PhD’s who have more education than you. Maybe someone has taken a class in this or a certification in that – – there was always something, some hoop to jump through that you, as someone who has a college degree have to jump through, just like this individual who doesn’t have a college degree because you are the barrier to his entry.

For all of you, I want to remind you that belief and attitude is an enormous variable. Some firms are going to say no. After all, if you have a bachelors in social work and they want someone with the masters of the quantitative discipline, they aren’t going to interview you, are they? 

That’s the reality to it. There is no amount of magical words or hypnosis that is going to change their mind. Their loss. If you want to change that, get the academic that they are looking for.

In the case of someone without a degree, find the easiest degree program that you can find that fits with your schedule, doing online and get it done with.

I don’t think that’s is important as this: “I’m just curious. What do you think that degree (I’m speaking for the person who doesn’t have a college degree, right now) has done for that individual 5 years after they have gotten out of school? 10 years after they got out of school? What do you think it’s done for them that my experience attacking this in my work life hasn’t done already?“

You want to make them think and don’t want to fall into the convention.  Understand, though, people are not going to want to think.  So that begs the question, “Do you really want to work for stupid people who can’t see out of the box that they are conditioned to operate in?“

Wouldn’t you rather work with smart insightful capable people who have great training and have gotten it online and it never set foot on the university campus?

and it feels so forceful, you tend to believe it. I’m wondering if there is something that happened earlier in your life that gave you the message that you were less valuable than others that needs to be addressed.

That’s a coaching question that needs to be addressed that I can’t do in a video because I need you in front of me or on the phone with me. That’s one thing that

They are taking courses at MIT. They are taking courses at Harvard. They don’t have a degree! They live in various places around the world. Are you saying that they are “less than” you? I don’t think so.

So, step number 1 is dealing with your own “stuff” around the belief that you are less than people with a degree, or the person with the more advanced degree who has taken the specialized program.

The 2nd thing is when submitting a resume where degree is a requirement… “I saw that there was a degree requirement for the position, but let me ask you a question: I have been doing this for 5 years (10 years, 15 years, 20 years, whatever it is), I left school at this stage earlier in life, for economic reasons… Stuff happens… I worked very hard in a very dedicated way for employers who will provide great references and attest to my significance in their organization… What do you think that that degree, I could’ve gotten 15 years ago would deliver for me today?”  You put that in the email that you send to them.

They may reply with a bureaucratic answer, particularly HR because they operate with pretty bureaucratic ways of doing things.

Find out who the hiring manager is and apply to them directly and avoid “the front door.” That’s why I always say, “Never ever apply for job doing applicant tracking system.” 

Take leadership. Take ownership. Take command.

Again, before someone misinterprets this, I see resumes all the time where I am looking for someone to fill a position as a financial analyst and you are a store manager at a retail chain, and you are just not qualified. I’m talking about the specific of the degree scenario.

 

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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 Fall For Employers Conning You – Job Search Radio

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As much as third-party recruiters are criticized for lying to job hunters, employers run a “hustle,” too. As a former employer mine used to do when he gave me accolades regularly, but was the type of person who would steal a dime from you.

On this show, I point out the two extremes of  how employers try to “con” you and encourage you not to fall for it.

liar-liar-pants-on-fire-your-pants-are-actually-on-fire-400x303

[spp-transcript]

I want to talk with you today about some of the ways employers try to con you doing your job search.

I used to work for a guy who always used to talk about how much he loved everyone – – love, love, love, love, love, love – – “I love you Jeff. You’re wonderful. I love you so-and-so. You are terrific!” He would steal a dime from you if given an opportunity.

Employers do this and interviewing as well. They say things like, “Oh, man! Your background looks great!” Or “I don’t know. You’re missing some things we are really looking for.” In both extremes, what they are doing is playing games.

It’s the game of trying to “finessed you” into doing what they really want you to do. For example, in the positive spin, people let their guard down. They open themselves up even more and reveal things to the employer they probably shouldn’t reveal because, after all, “it’s looking good, right?” In the other example, they beat you up and try talking you about what you’re missing and what your deficiencies are so they can drive you down on money.

I had a friend who was involved with a negotiation recently. He was brought in by someone he knew professionally, known one another for a number of years, brought into a firm after interviewing on multiple occasions over the course of the six-month period of time, then they come in with a lowball offer. The lowball came in out of the blue; all along, they tell you how much they love him and his background and may offer him a lot less blood than what he told them he was earning and what his value is to them.

So we decided to circle back into another negotiation with them and I had warned him that there was going to be a possibility of this happening to and I kept encouraging them to try to generate different situations for himself because I wasn’t so sure about this one was going to come and successfully. I thought it might but you can’t let your guard down; you always have to be selling. Otherwise, unless you are, “the con” wins. There are lots of different ways these comments work.

So I always want you to out there and making sure of your real value – – value in the marketplace and value to the organization. If they try to sweet-talk you (“oh you’re wonderful”), keep being out there selling yourself; you keep marketing yourself. You keep trying to generate opportunities because you can’t be certain that they are being forthright/honest. Conversely, if the beating you up (“will you take a lot less?), You can respond by saying, “I have a drop-dead price just like you do. If you think I’m worth that much less, this may not be the right thing for me and I probably am not the right person for you. If you really think that’s my value, let’s just shake hands, parties friends and move on.” It’s better to do that rather than putting yourself through the agony of pleading with them. Just shut them up and bring this thing to a happy ending for each of you where you shake hands and go off on something else.

Now, if you have nothing going on and you been on five interviews with this firm, and this is your best hope, you play out this hand. However, most of the time, falling for the con in either way whether it’s the “I love you con” or “You’re a piece of dog-whatever,” isn’t worth anything to you.

[/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

Where Fear Lives

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[svp]http://www.youtube.com/watch?v=0OCA50mXn_k[/svp]
Too often, people keep yielding ground to their fears until their universe becomes tiny. What we do you to give into fear?

[spp-transcript]

What’s scaring you? What’s keeping you from having the life that you want?

How did you find yourself in your current circumstances where you know you could be doing things differently, know you could be more effective and know you could have a happier career/relationship/life … Whatever it is. What’s keeping you playing smaller. Let’s see where your fear is?

Fear often shows up in very subtle ways. I was in class last night and we were talking about fear. I kept feeling this knot in my body as I was consciously thinking about being afraid.

I could see how, at times, it is kept me from being effective. At times, it has kept me from being successful and encouraged me to play safe, like staying in the comfort zone.

The comfort zone is OK but, frankly, in my mind, I want to be expanding mine.  Don’t you? Don’t you want to start moving up against your fear and moving outward so you not as confined in a small place as you might currently be?

There was a story I heard many years ago in my early involvement with the mankind project that involves lions hunting gazelle. The story starts off with the fact that Giselle are much faster than lions have created a system to hunt them. Even old lions are involved in the hunt.

As the story goes, old lions hide in the place where they cannot be seen and the young lions chase the gazelle in the direction of the old lions. Just at the point that the gazelle are right up on top of the old lions, they stand up and roar powerfully. The gazelle are terrified and turn around and run right back into the teeth of the young lions who kill them and eat them. If the gazelle and run in the direction of the roar, they would easily outrun the old lions and lived. Instead their fear because there death.

Where are you turning around and running away from your fear and into the teeth of mediocrity, being ordinary and settling for less in your life?

Often the best way to get through this is with coaching. I’d love to coaching but if you prefer, there are wonderful people out there who, I’m sure, can help you as well.

If you’re interested in my coaching you, Reach out to me by email at TheBigGameHunter@gmail.com

[/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? 

Originally recorded as a Facebook Livestream

What Is Your Management Style?

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Jeff Altman, The Big Game Hunter. explains how to answer this deceptively difficult question “What is your management style?”

[spp-transcript]

I’m back today with another one of those tough interview questions that’s designed to make you sweat bullets–today is question is, “Oooooooooooh! Today’s question is, “What is your management style?”

In the US, this has a very simple answer to it. Sometimes people get nervous, though, because it’s an interview, it’s important, it’s their career and they have to get it right. They can’t mess up. They get serious and thus don’t show their personality.

Here’s the correct answer. Let’s work with the premise that you have an idea of the management style of the organization that you’re interviewing with. If you don’t, this generic answer that I’m going to give you will be very effective because, in the US, this is generally what firms look for. The first thing you say is that you are results-oriented. You’re good at solving problems. You can take on the task and figure out what needs to be done. Results-oriented indicates that you are used to getting bottom-line results. You’re very good at getting results from the team. You’re good at getting results from the organization, giving service to people, so that in this way they are able to get what they expect of you.

Finally, in the US, they like to see that you have a participative style. It’s like, “I have an open door policy in my organization.” Talk about a participative management style but also talk about limitations. Every good manager sets limits to the degree to which they are willing to have an open door style.

Recognize that each of these is going to involve the story. For example, results-oriented requires that you tell a story about how you got bottom-line results. If you say that your task oriented, talk about problems that you solve. For participative style you talk about how having an open door policy at your organization allows you to head off problems, help solve them or teach people to solve their own problems so that, in this way, your group got results.

[/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.”

When NOT to Submit Your Resume – Job Search Radio

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Too often, people do dumb unthinking things in their job search. They call Monday morning at 7:30 AM expecting to reach someone and ask, “So what’s going on?” Probably not much different than Friday afternoon when you last called.

On this podcast, I discuss a mistake they job hunters make – – submitting their resume at the wrong time. I hope you aren’t making this mistake, but if you are STOP IT!

[spp-transcript]

 

Him and

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

Smart Job Search

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job-search

Most people begin their job search by saying to themselves, “I’ve had it. I think it’s time to make a change.” They know what they don’t want but haven’t taken the time to figure out what will satisfy them or what will please them.

Organizing a job search is not about flipping resumes to job ads like a cook in a fast food restaurant, nor is it only about what you want to do. It also involves careful thought and understanding about how your experience “fits” the job market.

In addition, you must know who you are and what motivates you as well as what criteria are important enough to be uncompromising about and on which ones you’re willing to be flexible.

© The Big Game Hunter, Inc. Asheville, NC 2016

Continued

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.”

Networking Advice from “The Godfather”

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Jeff Altman, The Big Game Hunter channels the voice of Marlon Brando in, “The Godfather” to make a point about a mistake people make when they network.

[spp-transcript]

I met have a little fun today and offer job search tip in the process. The phone is going to be around the idea of job search lessons from “The Godfather.”

One of the best ones comes early in the movie when someone comes to the Godfather to ask for help… Marlon Brando adopts a look that is wonderful and teaches one of the best lessons of networking.

“You never even invite me to your house for a cup of coffee and now you ask me for a favor.”

What is he telling him? You only contact me when you need me; the rest of the time, I’m nothing to you. That’s how many job hunters go about networking. They go out there and repeatedly ask, “Can you help me? Can you help me? Can you help me?” The person that there networking with, that there reaching out to respond by thinking, “You never even invite me to your house for a cup of coffee and now you ask me for a favor. Like I’m supposed to do something for you something”

In other words, you are being selfish. You’re showing no consideration. No respect for the other person.

I don’t know how it is for you but I received calls from people every few years when they’re looking for job. If I call them and ask for help with the search I’m involved with, their responses not to return my phone call. Why should I help them?

“Your earn a fee.”

I can earn plenty of fees and I do. The question is, “How should I conduct myself?”

You want to work toward creating and building a relationship of trust where people want to help you. Just waiting until someone calls you up or you call someone, you can expect the same response that the Godfather gives, “You never even invite me to your house for a cup of coffee and now you ask me for a favor.”

Again, don’t be selfish. Don’t be a mooch. Treat your relationships well and they will be very happy to help you. That will take time but hopefully you can learn this lesson and don’t have to repeat it year in and year out, lurching from one desire the network with the person to another and, instead, making it a part of your life

[/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.”

What Are Direct Ways to Get a Job? – Job Search Radio

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What are some of the direct ways to actually get a job without the mambo jumbo stuff?

[spp-transcript]

The question for today is what are direct ways to get a job without the mumbo-jumbo stuff. That’s the way the question was phrased to me and I decided make the headline for this show an abbreviated version. So I will highlight two ways and invite you to add others to the list in the comments area.

The two ways I’m going to recommend are (number one) contact friends; maybe friend can hire you. Friends, obviously, who are in positions of authority, have the ability to hire people into jobs.

The second way, and this is the indirect why which isn’t necessarily going to instantly result in you getting a job, is by being referred by a friend or former colleague who is able to say positive things about you to hiring manager. This requires, of course, that you have friends (number one), that they are working, that there working at firms that are hiring, and that they have a relationship with the hiring manager. Even if they don’t have a relationship with the hiring manager, they can refer you and to the employee referral program. As a matter of fact, LinkedIn has a system in place where if a firm is advertising a job on their platform and the firm has engaged this service, the employee can recommend you if you’re connected to them.

So what you are able to do is contact your friend through LinkedIn, say “I saw your firm is hiring someone. If your firm has an employee referral program, why don’t you recommend me or submit me to the job on LinkedIn.” They are able to do that. Now the mechanics of that, I don’t know, but you can research that if you want to.

The idea becomes because you are referral, you are running with a certain amount of a halo around you as being someone qualified for the job. If you are qualified for the job! If you are a doorman at a building or lawnskeeper applying for software engineering job, obviousl you are not qualified and have no shot. But, assuming that you meet the basic qualifications of the role, your friend is able to recommend you, your former colleague is able to recommend you and the result winds up being, because you arrive with social proof of the fact that your qualified, your advantaged over the absolute stranger. So where possible, it is always better to be referred by someone who is known to the hiring manager, not HR, but the hiring manager so that they can recommend you versus coming in out of the cold. Coming in as just an ad response are filling in an application on applicant tracking system.

[/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

Stupid Interview Mistakes: Monologuing – No BS Job Search Advice Radio

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Jeff Altman, The Big Game Hunter discusses the top job interview mistake that too many people make and how to avoid it.

[spp-transcript]

Today I want to talk with you about one of those tragic and completely avoidable job interview mistakes that too many people engage in. I was reminded of it when I asked the question of the job hunter and they went off on this three minute monologue that, maybe, for 10 or 15 seconds had something to do with my question and then they went way off into left field.

I listened for a while, letting them talk on, when he finally came up for air, you know, that pause in the conversation when they finally let someone else speak, I said, “By the way, do you remember my original question?” He thought for a while and eventually answered, “No. I don’t.” We can laugh about it now but how many of you have done that?

What ultimately happens is that you start to think you know the question before the interviewer has asked it because you have been on so many interviews. The problem with you getting a job be be that you don’t interview anywhere near as well as you think you do. This can be one of the big reasons.

You start anticipating the questions and start answering what you think is being asked, go often these long-winded explanations, instead of keeping your answers to 45 seconds, maybe one minute (By the way, if you think that is a short amount of time, try time yourself talking for 45 seconds and see how long that is). You will develop an appreciation for the fact that 45 seconds is a long time.

Your goal is to answer the question. If it is a phone interview, I want you to have your resume out in front of you and write the question down in front of you so that is a reminder that will help you stay on point. When you hear the question, you can even circle a few things on your resume term I do have some talking points you want to make sure to cover.

Answer the question, no more and no less. Don’t go off on long-winded tangents. 45 seconds. Maybe a minute tops. Keep your answer to the point. Otherwise what starts to happen is something that is happened to me – – the interviewer starts to mentally channel surf (thinking about what they would rather be doing; what else they can be doing other than sitting and listening to you; what the next appointment is; who the next call is with). They are no longer listening to you. This could be the very reason why you are failing on your interviews.

You stop listening because you thought you knew what the question was and go off on tangents.

[/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.”

No! No! No! It’s the Recruiter Who Lied!

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[svp]http://www.youtube.com/watch?v=fqRG3OJRApE[/svp]
Too often, people fall for stuff that recruiters say to them and blame employers. In this video, I illustrate one of those classic examples of recruiter BS.

[spp-transcript]

People sometimes believe that they have relationships with recruiters. They have known them for a while. They trust them. The person seems honest. Let me point something out to you.

I was coaching someone recently who told me about a job he was submitted to buy a recruiter. He likes the guy and thinks he’s competent; the job hunter is not quick to give out praise to people.

The job hunter is looking for director role and goes on an interview for a position reporting to a manager. That tells you right away it is not a director role. He is interviewed by a staff person who reports to the manager; he queries a him about something that he knows little about and is wrong in his opinion, gets into an argument with the job hunter who, later, sent him a link to a Wikipedia article proving that he (the job hunter) was right.

“I was told this was a senior role by the recruiter. It’s reporting to a manager. Why did they change things?”

Let me let you in on a secret. They didn’t change anything; you were lied to by the recruiter.

If a firm changes a position from a director level to one reporting to a manager, this is not something they conveniently forget to tell the search firms about. Certainly, they will speak to the recruiter and tell them “You have this director coming in. We revise the position to one reporting to a manager (a senior architect, for example). Make sure the person will be okay with that.”

I’ve never seen a situation where firm didn’t tell me that when they revise the position so I can go back to the job hunter and not waste everyone’s time.

I had to stop in his tracks and tell him, “It’s not the firm. It’s the recruiter who lie to you!”

Recruiters take advantage of the relationship because they hoped that, if you go in the door, like the money, the job, or the company, maybe you will accept the job offer and they’ll earn a big fee. They believe that they have nothing to lose and everything to gain.

I have to challenge you about working with recruiters. There are a lot of very very good ones. After all I’ve done search from many many years and do more coaching now but still think of myself as a search professional. In the work that I’ve done I’ve always been forthright with job hunters I know a lot of people who are the same way.

Then there are the others. You don’t really know the difference when they tell you it’s a senior position. It’s a senior what? Senior manager? Senior director? Senior VP? What kind of senior are you talking about? In this case it became senior architect.

So get explicit with them because there is a seduction going on where search firms are individual recruiters play on the relationship to have you do things you really shouldn’t be doing because they are a colossal waste of your time.

[/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