This is a simulcast of No B. S. Job Search Advice Radio; this video is about interviewing over breakfast, lunch, dinner, drinks, or coffee
Interviews
JobSearchaGram; In-Person Interviews
A short video about in person interviews.
Visit www.TheBigGameHunter.us; there’s a lot more there
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A Final Interview Reminder
Ever have an interview where you were told you had no competition? Well, you do. Jeff Altman, The Big Game Hunter reminds you of that fact and guess you ready for your
final interview.
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Jeff Altman, The Big Game Hunter has been a coach and recruiter for what seems like one hundred years.
Follow him at The Big Game Hunter, Inc. on LinkedIn for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.
Visit www.TheBigGameHunter.us. There’s a lot more advice there.
Pay what you want for my books about job search
Subscribe to TheBigGameHunterTV on YouTube for advice about job hunting and hiring. Like videos, share and comment.
Trying to hire someone? Email me at JeffAltman@TheBigGameHunter.us
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Want to ask me questions via phone, Skype or Facetime? Have your job search questions answered.
End Interviews the Right Way
In this video, Jeff Altman, The Big Game Hunter encourages you to end interviews in anyway that does not lead people on.
Jeff Altman, The Big Game Hunter has been a recruiter for more than 40 years.
Follow him at The Big Game Hunter, Inc. on LinkedIn for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.
Visit www.TheBigGameHunter.us. There’s a lot more advice there.
Pay what you want for my books about job search
Trying to hire someone? Email me at JeffAltman@TheBigGameHunter.us
Tough Interview Questions: Hedge Fund Job Interview Questions
Jeff Altman, The Big Game Hunter answers the questions, “How would you fight a bear,” and, “How would you kill a giraffe?”
Jeff Altman, The Big Game Hunter has been a recruiter for more than 40 years.
Follow me at The Big Game Hunter, Inc. on LinkedIn http://linkd.in/1momsP9 for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.
Receive a complimentary subscription to No B.S. Job Search Advice Ezine at http://www.TheBigGameHunter.us. Read many of the previous articles, watch other video, use the easy to use Careerbuilder links, post your resume to 50+ sites and more.
Email me if your firm is trying to hire someone.
Pay what you want for my books about job search
Trying to hire someone? Email me at JeffAltman@TheBigGameHunter.us
Do you need more in-depth coaching? Join my Coaching program.
Want to ask me a question via email, chat or phone ? Reach me via PrestoExperts or Clarity.fm
No B. S. Hiring Advice: A Smart Question to Ask When Hiring Leaders
Some of you may know that I have been involved with an international men’s organization for more than 20 years. In our work, we spend time encouraging men to live lives of integrity, accountability, generosity and missions of service.
While spending some quiet time on the last weekend I attended, a thought came to mind about something I have been doing for years and how it can be applied to evaluating people who are being hired for leadership positions.
So I spent some quiet time and thought about about it and decided that there are missing questions that are not asked on most interviews.
Although this article is directed toward hiring leadership and management staff, the truth of the matter is it should be asked of everyone you interview.
The question is:
“Who do you mentor?”
After listening to their answer and watching their behavior for how congruent it is with their answer, follow it up with this question:
“What are you teaching them?”
You can continue this line of inquiry by asking them, “Who mentored you,” followed by, “what did they teach you?”
I believe you will learn a lot about the character of the men and women you interview from this series of questions. After all, the role of the mentor is to provide wisdom and knowledge to a less experienced person in a trusted relationship.
A leader who has no mentees is doing little to pass on the nuances of their experience and knowledge except that which can be observed.
A person who does this readily and speaks of the texture of their relationship with a mentee (plus has the ability to do the job, of course) can be the leader you need to build an organization with little turnover and strong staff.
© The Big Game Hunter, Inc. Asheville, NC 2011, 2015
Obtain More In-Depth Intelligence on Potential Hires
Give Job Applicants Case Studies to Dissect to Learn How They Think
Most interviews that firms conduct consists of little more than a series of predictable questions.
They start with the old standard, “Tell me about yourself,” continue on with administering some version of “Can you pull a rabbit out of the hat by telling us the answer to this tricky question” and conclude with, “Do you have any questions for us?”
A person is hired and there is a skill that has not been measured yet– the ability to reason through a situation.
Case study interviewing was developed by management consulting firms to do exactly that– see how someone can reason their way through a problem and demonstrate if they know how to follow the steps to determine what the problem is, frame the approach to solving it and show measured reason in developing an effective solution.
They reveal a number of attributes about a job applicant:
- How well they identify, structure and think through problems.
- Their ability to listen, gather information and present conclusions.
- How they identify relevant information and ignore “the noise”
- Their ability to “think on your feet”.
- How well do they react to the unfamiliar
- How they ask for additional details?
- How well they organize their thoughts?
- How graceful they are under pressure?
You can apply this methodology in almost job to see how someone dissects a problem and can develop a solution to it.
I think this is a lot more effective an interviewing approach than asking why a manhole cover is round and other stupid interview questions.
© 2010, 2015 all rights reserved.
What Are You Asking Them?
I often joke with job hunters about how companies interview.
I will tell them about how firms look for people who demonstrate qualities of personal leadership and that a company isn’t going to ask them, “So (with serious expression on face), are you a leader?”
“Yes, I’m a leader.”
“Good, that’s the answer we were looking for.”
But the questioning to assess leadership style often isn’t much different and can open a firm to bias charges through the use of subjective criteria in assessment.
For example, asking people about their leadership style or greatest management challenge will really tell you nothing about a person and their capabilities, let alone how they think. References are often pointless because they have been cherry picked by the candidate.
Often missing in the assessment process is the search for honesty, self-reflection, vision and candor.
So what can you do?
Well, depending upon the role, Jack and Suzy Welsh ask a question like:
“What’s the best example of you anticipating a market change that others did not see?”
or
“When did your curiosity lead you to probe deeply and uncover a competitive trend or marketplace dynamic that others didn’t see (or didn’t want to see)?
On leadership, you can ask them about hiring successes and failures they’ve had . . .what they got right and what they missed (a test of honesty).
You can ask them about the hires who achieved great things under their leadership and have gone on to triumph.
For certain roles, you can ask about the greatest violation of integrity they have found and how they handled it. What did you do when you found yourself in the midst of a firestorm or criticism.
When exploring their capacity for growth, consider asking them about whether they have willingly ever gone through a personal or professional transformation.
As for honesty, a fun area to explore is whether they have ever been blindsided in life. What happened and why did it happen?
The Welsh’s offer a series of important suggestion–Listen carefully to the answers. Listen to what is said and not said and to the silences and pauses. Doing this essential because interview veterans will reveal what you need after you ask questions like this if you listen to their answers carefully.
© 2008, 2015 all rights reserved.
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.
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.
Hangout with Jeff Altman, The Big Game Hunter–Evaluating the Hiring Manager
Jeff Altman, The Big Game Hunter discusses areas to investigate and questions you can ask on your interview with your future manager to see if they will be someone good to work for.
Jeff Altman, The Big Game Hunter has been a recruiter for more than 40 years.
Follow him at the Big Game Hunter, Inc. on LinkedIn for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.
Visit my website, http://www.TheBigGameHunter.us to sign up for a complimentary subscription to No B.S. Job Search Advice Ezine, pay what you want for my books and guides to job hunting and watch hundreds of other videos about job hunting and hiring.
Subscribe to TheBigGameHunterTV on YouTube for advice about job hunting and hiring. Like videos, share and comment.
Listen to Job Search Radio, No B. S. Job Search Advice Radio and No B. S. Hiring Advice Radio in iTunes and other podcast directories and apps.
Want to ask me a question via email, chat, phone or video? Reach me via PrestoExperts
No B. S. Hiring Advice: Making The Screening Process More Effective
It’s obvious how overworked, under-resourced and overwhelmed most HR organizations and hiring managers are. HR and talent acquisition professionals have way too many resumes to screen, hiring managers have no time, too many meetings and wish their next hire magically appeared before them . . . but it doesn’t work that way.
On this show, Jeff Altman, The Big Game Hunter discusses some ways you can be far more effective, organized and get better results without taking any more time.
Jeff Altman, The Big Game Hunter has been a recruiter for more than 40 years.
Follow him at The Big Game Hunter, Inc. on LinkedIn for more articles, videos and podcasts than what are offered here and jobs he is recruiting for.
Visit www.TheBigGameHunter.us. There’s a lot more advice there.
Email me if your firm is trying to hire someone.
Pay what you want for my books about job search
Trying to hire someone? Email me at JeffAltman@TheBigGameHunter.us