Job Search Radio

How Do I Overcome My Fear of Interviewing? – Job Search Radio

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Fear of interviewing is a common problem for people. Arguing with the fear won’t work but there are different things you can do that will work. Here, I discuss a few things you can do to to overcome your fear.

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The question for today is how do I overcome my fear of interviewing?

I want to start by saying that arguing with your fear and telling it that it’s wrong, it’s crazy, it doesn’t work. You can’t argue with it.

Generally, what you’re going through his fear of the unknown, fear of what’s going to happen and being unprepared for it. As generally with this kind of fear is all about.

You just don’t know what’s can happen and you are afraid of what will happen… Or worse – afraid of the consequences of what will happen if you fail to perform.

The best way to overcome your fears by preparing to perform. What were doing is learning how to interview well.

How do you interview well? There are many different ways. The way I’m recommending is by joining my site, JobSearchCoachingHQ.com. It is a great vehicle for helping people learn how to interview because there are tons of questions that are asked that you can practice answering.

You see the question first, answer for yourself, listen to how I teach you how to do it, and then practice it again. And again. And again.Part of what I teach is the theater of interviewing.

So JobSearchCoachingHQ.com is great for basic questions, advanced questions, those annoying brainteasers and a host of other questions you might be asked.

You can also work with a friend, someone who is in your field, give them a series of questions, or tell them the kind of job you are interviewing for and destined to interview you. Have them critique how they see you. Have them give you feedback. Go over it again. And again. And again. Until you become more masterful.

I want to be clear. I said, “more masterful.” I didn’t say perfect. Perfection takes time and with an interview, the first time or two you go on a real interview, you may not be perfect at it.

After all, practice DOES make perfect and you are going to need practice. So, the best way, the very best way to overcome your fear is by practicing questions and answers with people’s when it comes to those magic moments you are well prepared.

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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.= http://www.JobSa

Connect with me on LinkedIn

The Change It Had To Come – Job Search Radio

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I learned something a long time ago– you can swim with the flow of the river or swim against it. If you decide to swim against it, the likelihood is that you will drown.

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I want to talk to you older workers for a second about something that I know you know on one level is happening but on other levels you deny how it’s going to affect you and it winds up costing you your career. That is the notion of change. Let me use my career as an example.

When I started recruiting in the 1970s, the hot technology was COBOL. Ultimately, what happens is that things changed “in different technologies became the “hot technology.” Those technologies changed and new things replace them. This is an about the hot technology and what is hot in the market; it is about the need to adapt.

I remember when COBOL was becoming passé and people were starting to use minicomputers, programming languages are completely irrelevant now. They were recruiters who were saying, “there are no COBOL jobs and I have these great COBOL people,” and they didn’t adapt.

If you look at your field, the one that you’re working in now, and the changes that you’ve seen over your proof career or long career, you’ll see that things have changed.

You can argue with them and say to yourself, “I don’t want to have to learn this stuff,” and concede the fact that your career will come to an end because there are people who will want to learn that stuff, who do want to become involved with those things that are new, and desirable. It’s not like you’re going to be the best and that new thing, but you need to get some experience with whatever that thing is that is the new thing in your field.

You need to keep attending conferences. You need to keep paying attention. Reading trade publications, understanding what the change is how to adapt with it, and making the change, as well.

For you, unless you do this, let’s skip ahead a few years. There will be some version of recession. When firms start evaluating who to cut, unless you have adapted, you are an expensive item to. That’s true especially knowing the old stuff.

You always have to learn “new.” You always have to adapt, or else, otherwise, I’m going to start calling you “Dino,” for the dinosaur – – a legacy in your division. An old timer. The person who they tell stories about or jokes about at the office as the person who missed the opportunity to be on the cutting edge. Who missed out and made the decision that cost them their career.

There are so many instances I have seen of people who made this mistake, who hang on for dear life. The truth is if you learn the new stuff,, even if they do cut you (after all, there’s no guarantee that they won’t), you can find another position or contract work during the down times because you know the new stuff and you have experience with the new stuff.

Stay up-to-date with your field. Make sure your current and, if there are so many things that make it hard, to the best! Just don’t get stuck in the mindset that says, “Something else.Ugh,” and started to whine about it. No one likes a whiner, no matter what the subject is. Don’t become the office complainer.

Adapt. Spearhead the change. Encourage other people to adapt as well. You will wind up being a survivor.

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On this show, I offer career advice, rather than pure job search advice is designed to help you have a long and prosperous career

Do you … Read more about this episode…

Should I Respond to an InMail About a Job I Am Not Interested In? – Job Search Radio

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If you are a LinkedIn member (you are a LinkedIn member), you probably get regular inMails from recruiters asking whether you might be interested in a job that they are trying to fill. Should you take the time to respond?

That’s the question for today; I hope this solves the dilemma for you.

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Should I respond to an InMail from a recruiter? The short answer is yes but let me explain why.

The recruiter reached out to propose a situation to you. You are not interested. That’s okay. But your goal is to create a relationship with people who might be able to help you. A polite response that says, “Thanks, but no thanks,” or, “Thanks but I’m not looking right now,” or, “Thanks but I don’t know anyone will be qualified right now. Stay in touch,” or, “thanks. I’m not interested”… Whatever it is, a quick note of response starts the opportunity for building a relationship.

Why do you want to build a relationship? So that this person feels like they want to reach out to you again. Before you start groaning, “Why would I want to talk to a recruiter,” because they have job opportunities that may help you in a certain time of your life and career. If you are arriving “cold,” they may not really know you well enough to recommend you to one of the better clients. That’s reason number one.

Reason number two is kindness. LinkedIn charges them if you do not respond to an inMail in 90 days. They deduct inMail’s from the recruiter’s account if you respond to it within 90 days of it being sent to you.

You should be on daily and, if not daily, every second day at a minimum. Check your inbox for messages, as well as doing a number of things on LinkedIn to market and promote yourself.

After all, if you just lurch from job search to job search when you are in desperate need of finding a new position, you are not doing the work of career planning or career management. You will just be getting out there and looking for a job each time you need one and it takes a long time to build things up in order to get results.

So, I am encouraging you, respond, answer, quick things. It doesn’t have to be a big long production. You will benefit by the relationship building and they have the second benefit of having the inMail credited back to them.

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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

How Do You Spot a Bad Recruiter? – Job Search Radio

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I am asking a lot of questions by the members of JobSearchCoachingHQ.com, my side with curated information that you can watch listen to or read to help you find work more quickly.

This is a question I was asked recently that I thought would be helpful to you. How do you spot a bad recruiter?

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The question for today is, “How do you spot a bad recruiter?” I think it’s a wonderful question, but, I’m not going to give you the answer that you expect.

Here’s what my thinking is. Most of you think that a bad recruiter is someone who doesn’t get a job for you. You think a bad recruiter is someone who doesn’t find you work. As a matter of fact, they may never arrange for an interview for you.

The problem with that is you are confused about what a recruiter is supposed to do. You make the mistake of thinking that recruiters work for you when, in fact, recruiters are paid by employers, not paid to find positions for someone.

I read an answer on Quora. I want to acknowledge it and poke holes in it. It starts off, “From the beginning when you get a first email message from a recruiter, skim to the bottom. Was it written to you. If you could change the name of the top and so the 200s of people… That’s the sign of a bad recruiter!”

No. That’s an indication that they are casting a wide net. They don’t know if you’re going to be interested. As a matter of fact, most people will never respond. It’s not that they send out bulk email (because in some way, shape or form, you pay contact with them in the past). They have a database that lets them know that one time, when you are in touch with them in the past, you did similar work to what was being sought by the client.

They are presenting an opportunity. You have to accept that opportunity. That’s fine.

“They use buzzwords and pick up lines. Bad recruiters have conversations where they use buzzwords and weak pickup lines.”

I have no idea what this person means by, “weak pickup lines.” They are obviously being sarcastic. However, buzzwords may reflect technology and functionality within a particular profession that a client may require. You have to find out whether the person has those skills pretty quickly in order to see if you are wasting your time and theirs.

“They don’t understand its structure of an interview. They ask questions out of left field that seem like they are out of order.”

No. Something may have popped into their mind that they forgot to cover. I’m a human being. I do make mistakes. I do forget they ask certain things. If you think, bad recruiter, having filled more than 1200 positions plus consulting assignments, having gone 1500+ YouTube videos on job search, having done three podcasts and a whole host of things because I have something that didn’t seem like was in the right sequence for you, how do you feel if someone criticize you for that in your work?

I’m imperfect being. So are you. Give me a break. Don’t expect perfection.

“Hard sell.” That might be the side of a bad recruiter. I’m going to conceive that point. Some people sell hard. If the reason that they are selling hard is because you changed your story will beg, well, excuse me!

There is an inconsistency that you have not communicated, you’ve changed your mind, we’ve gone to bat (as you must realize, contingency recruiters are only paid it if you are hired and remain in the employ of the client for certain period of time).

As a result, your change, on communicated, is a surprise. When we are surprised, often, we are looking at a substantial portion of our income going away. I know that doesn’t mean anything to you, but you have to expect that there will be a human reaction to that.

“The questions that they ask are dumb.” An employer often requires us to ask and take questions to ensure that a person is qualified.

“We don’t follow up do they do all the talking? Are they listening to what you are saying? Do they do the things they say they will when they well?” Do you?

I will simply say, recruiters are imperfect beings. We are sometimes held up by our clients who change their mind and have their circumstances change.

At the end of the day, we don’t work for you. We work for an employer who is paying us just like you work for an employer who is paying you. When push has to come to shove, you can do whatever you wish, however, what you interpret as being a bad recruiter often isn’t.

I will give you one thing. One of the best indicators of a good recruiter is longevity. They have had success in their field. Worked for their organization (organizations in general) for lengthy periods of time.

I’m not saying this to blow my own horn, but I have survived many recessions and thrived for more than 40 years. That should send a message to you. Will it be perfect for everyone? Absolutely not. A lot of people will judge me as a bad recruiter because I haven’t help them.

Okay. Your background doesn’t fit what my clients want to hire. Do you think I’m going to get on the phone and call thousand companies for FREE (because you’re not paying me anything) to find a job for you? NO!!! I paid by organizations to find talent for them, not to find you a job.

So, remember, who does a recruiter work for? That’s the basis of the question. The answer is an employer. They make the judgment by hiring the firm the recruiter works for, doing it time and again, hiring that individual recruiter time and again to fill positions

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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.= http://www.JobSa

Connect with me on LinkedIn

Should I Email a Recruiter Who Missed an Interview With Me? – Job Search Radio

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recruiterWell, should you or is there another way?

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The question for today is should I email a recruiter if they missed the call with me? Let me turn the question around. If you missed the call with them, do you think they would’ve called you?

Hell yeah!

They would’ve called you and they would’ve put you on the defensive.

You can’t do that. A corporate recruiter, clearly, can do that. They can ask, “Where were you?” They can reject you altogether.

With both a corporate recruiter and an agency recruiter, you have to take it on the chin a little bit and say something to the effect of, “Jenny, my name is___. We were scheduled to speak at 2:30 PM.”

To me, I would give them 10 minutes and call them. I wouldn’t delay major lengths of time.

Why? Number one is, if it is only a few minutes, they might still be able to do the interview and be incredibly apologetic. They may feel inhibited if they get an email from you.

Your job is to get the interview and deliver on it. It’s not to be in power or in command or put the other person on the defensive unnecessarily.

At the end of the day what you want to be accomplishing is really very simple. You want the in person interview.

If this were to happen to you in person (you are sitting in the reception area of their office and kept waiting for a while), I would go to the receptionist and say, “I have 2:30 appointment with so-and-so. Are they running late? Is that what’s going on?”

I do that doctors offices when I walk in. I have an 11 o’clock appointment, walked in and asked if they were running late.

“No, she should be with you in just a minute.” They were. I felt good.

The some doctors where I note to call them before leaving for their offices to ask if they’re running late because I know I can be sick and waiting for long periods of time in the reception area. I don’t have time for that. I would call and say, “I have an 11 o’clock. It’s 10:15 AM. Are they running late?”

“Yes, they are running about an hour late.”

“Okay, I’ll be there at 11:45 AM. Just get me in by noon. After all, they were ready Be waiting for an hour on my schedule.”

“Oh, no. We can’t do that.” They’re not my doctor anymore. They have no respect for my time.

With you, as the job hunter, you want the interview. You want them to feel like they owe you something, but not a lot. You want to feel a certain degree of obligation.

Calling about 10 minutes after the interview was scheduled to start (if you prefer, 15 minutes), still gives you a chance to have the interview and then, from there, move on to the next step.

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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 … Read more about this episode…

Do What Rookie Recruiters Do – Job Search Radio

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You can respond to work the recruiter by the superficial questions they ask and the lack of understanding of your answers.

On this podcast, I encourage you to act like a rookie recruiter, learn and grow.

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Years ago, I used to train beginning recruiters–

You know, little puppies who never did the job before eager wanted to do the right thing. Always asking me, “what do I do now? What do I do now?” Like a big sheepdog… loveable . . . You would like them and they want to do the right thing . . . They would get on the phone and sound horrible! They we get off the phone very depressed.

“I did a terrible job on this one.”

I would pack them on the head. “This is your time to make some mistakes. I’m going to give you a list of firms to call and I want you to practice saying what I tell you to say and with time you are going to get better. You’re going to have to make your mistakes and get used to the fact that at the beginning you just don’t know what you are doing.”

“When you interview job applicants, I’m going to give you some basic questions but, at the end of the day, you don’t really know what you doing yet. You will only collect basic information and, from there, I will send you back for more.”

They would follow my instructions and, from there, they would get more confident and get further down the interview Road. If they were doing business development, they would get better at it because they were learning along the way. From those experiences, they would develop more confidence and more expertise.

You know where I’m going with this one, folks?

I’m talking to you. There are times you just got to make your mistakes. I want you to call firms and talk with them about opportunities. Don’t start with the “A” organizations That you really want to work for. Start with the “C’s,” the ones you don’t really care about that much.

Just get on the phone, call them and talk to the hiring manager. Making mistakes and get better. It’s not going to take you all that long, just like a dozen with these people.

With the rookie recruiters, they usually don’t even know the feeling that they’re working in. Thus, in IT, they had to learn the basics of technology in order to discuss it intelligently. They have to learn the tech terminology. You wouldn’t have to do that, would you?

Of course not! You would have to learn the sales stuff just like they had to learn. It doesn’t take long and you start to get better as you start to have successes.

That’s really my advice for you– start getting on the phone. Start calling people. Introduce yourself, tell them what you are trying to accomplish and start to promote yourself. Start getting information about you out there. Reach out to people, ask for advice. Make your mistakes (yes I want to practice before you call, like I would with the rookie recruiters. I expect you’ll become fearful like most people do at the beginning but then, after the call you all grown and say to yourself, “That was awful. That was terrible.”

Then, I will ask you to ask yourself, “What could I have done better? Where was the mistake? How did it break down? What can I do differently next time?”

This is a learning process.

You see, you’ve been trained out of this industrial mindset to be perfect. You’re not. You won’t be. But, I want you to start getting better.

The only way you can get better is by practice, repetition, making your mistakes and not really worried about the consequences of it. Do you think this hiring managers going to say, “Hey! I spoke to this one. He’s an idiot!” Do you think

He’s going to say that to you? Do you think she’s going to insult you over the phone? Do you think she’s going to yell at you, “What is wrong with you?”

Of course not. So what are you afraid of? Just start talking to people, like working recruiters for 20 years old and no less than the door and just are making your mistakes.

You are not going to make many in the basic mistake you’re going to make is going to come from the fear. The way you overcome fear is through practice and repetition.

So practice, then repeat. Practice. Repeat. Get better things and then, lo and behold, you will have great conversations with people

Should you expect it to be your first call? Probably not. Do you think you will get better by the fifth or sixth call? Probably. Are you going to be perfect? No. With time and practice you will be getting better..

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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 … Read more about this episode…

Why Do Recruiters Ask About The Interviews I’ve Been On?–Job Search Radio

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Serious mature businessman on call in front of laptop at desk in a bright office

There are many possible reasons that recruiters do this. Some are innocuous . . . and then there are the others.

On this podcast, Jeff Altman, The Big Game Hunter explains the various reasons for asking.

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I want to answer the question is someone sent to me. Why is it that recruiters ask me about the places I’ve interviewed? They may ask me about the numbers of places. The firm’s I’ve met with– stuff along those lines.

There are many reasons why recruiters do this. Some of them are completely innocuous and then there are the others.

Starting with the innocuous wants, they want to figure out how active you are in a search and how far along you are. Have you been on 15 interviews and been turned down. Been on 15 interviews anger close to a job offer. If you’re close to a job offer, the likelihood is that their client is a be able to move fast enough to compete. So they’re trying to do that kind of reconnaissance right out of the box.

They also want to find out if you interviewed with the client. You may ask yourself, “Why don’t they just will tell me who they are representing?”

The answer is that sometimes people are thieves just like recruiters are sometimes seen that way as well. We’ll get to that of the second.

Here’s the scenario that comes up (I know it’s happened to me way too often). Let’s say that I tell them that my client is Blah Blah company (obviously if there’s a company by that name I made it up on the spot; this has nothing to do with any firm by that are similar name). I have had many instances where I’ve told people the name of the company and their next phone call is to that company, perhaps even to someone that they know there, they get the interview without me but use my information to find out about the job and who doesn’t get paid? Me.

“I wouldn’t do that!” How do I know that? It’s always been seen that way in the four instances that cost me over hundred thousand dollars where I know it happened to me and I’m sure there are other instances that occurred to. I only caught four. That hundred thousand dollars was 25 years ago. I’m sure it happened more than that.

So, I’m not forthright about it; I’d rather hear it from you as to where your interviewing so that I can determine whether or not you’ve already met with my client and not put myself at risk.

They also want to see if you have received any job offers yet, what you liked and disliked about the firms that you’ve met with so far. This way they can learn from your experiences how you evaluate and assess jobs.

The last thing I’m going to bring up today is that they want to get leads of firms that are hiring. This is an example of recruiters taking that information that you provide in the interview with them and trying to convert it for their benefit.

Like job hunters who steal that information and act on it, recruiters do the same thing. If you want to avoid that, say, “I interviewed with a financial firm,” or a manufacturing firm or a consulting firm. Describe it by industry and I was talking with them about such and such type of position. It seemed interesting but they chose someone else. I got there a little late to the party and the rest someone further along and we really didn’t get far.

If they asked, “What firm was that?”

Answer, “I would prefer not really mentioning it. No disrespect is intended but I’ve had instances where recruiters have immediately contacted the firm that I mentioned and its costly opportunities.”

If they start to debate you about it, simply say “Look, I’m not going to identify who the firm is. It certainly doesn’t benefit me and I can tell you who the hiring manager as either.”

So those are the basic reasons why recruiters do it. Most of them are completely innocuous and then there is those last one.

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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 … Read more about this episode…

Think Gigs!– Job Search Radio

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word-cloud-with-gig-economy-related-tags-408639913             Listen to Think Gigs

 

From Uber and Lyft to FreeLancer and Upwork, the gig economy has taken off. For you as a worker, you may be coming to groups with those changes. On the first episode in Job Search Radio’s new format, Jeff Altman, The Big Game Hunter discusses the importance of facing gig work head on.

 

In returning from vacation, I decided to change the format of the show from one where I was finding people to interview to one where I share my advice and advice more freely than I was allowed to previously.

Every day, Monday through Friday, 5 to 6 minutes, 10 tops, you’ll be getting job search advice for me to help you find work more quickly.

This is the first show as I return and is not just simply design to help you earn additional income, but to head off any sort of difficulties you might have during the next recession. That’s because I believe the economic framework in the United States is changed… Let me make my case to you.

Think gigs.

And if you like today show, give it five stars in iTunes; given a great review; it’s can help other people discover the show.

If you have been paying attention, you’ve missed something that has been changing structurally in the US economy. That’s the change to part-time work that has become so prevalent.

If you take a look at the recovery (this isn’t a criticism of government policy or anyone politically), this is just an observation about how business has learned to cope with (1) the opportunities caused by changes in technology and (2) they’ll see the value in hiring full-time workers anymore.

What’s been happening more and more frequently is that companies are hiring part-time workers. That’s in the government statistics. Some of the gets buried in the notion of the U-6 report where the statistic talks about people who would like to work full time but are actually working part-time.

I question that a little bit now; part-time can be broken up into two categories. One is part-time workers; the second is the new gig economy. Free agents. Freelancers. People who are working whatever hours they need to in order to do a particular task.

Some might fall under the category of virtual assistants; some might be web designers who are working on an individual project. Writers, editors, a whole host of people. Recruiters. Coaches. People who are doing particular functions for specific people.

They are not working 40 hour work weeks. Some are working less; some are working more. Some may work 40 hours. They are self-employed individuals were part of this new gig economy.

What I expect is going to be happening with the next downturn is that this is going to be ingrained in the culture and ingrained in our society that much more.

If you think about it, if your business right now, you’re the headquarters building, you have buildings around the world where you are employing people. You are paying for benefits; you’re paying for that building; you’re paying for air conditioning and heat, for phone lines and computer systems… A variety of different additional things.

You are doing this even though you might need these people for a limited number of hours per week, a month or a year.

More and more firms, both small and large firms, and start to look at contractors, gig workers, people who are hired to perform a particular task. These people do it, are paid and move on.

You may complain, “Oh, it’s these people in India again, or in China or wherever.” But, you know, let me use myself as an example.

As I work on launching JobSearchCoachingHQ.com, I started looking at having some videos and the cost of having videos edited in the US was more than 10 times the cost of outsourcing it abroad. What would you do? You are buying close the made elsewhere. Don’t criticize me; you are doing the same thing except to do it with your clothes, your food and many other things.

That’s the trend I really see getting ingrained. Now, how does this affect you?

I want you to start thinking about things that you can do on the side or things that are part of your knowledge base that you can break apart that would create income for you in case the next recession, in case the next economic downturn or catastrophe affects you. Start now.

You can do research on sites like freelancer.com or upwork.com (that’s a successful company to elance.com and odesk.com) in any number of other sites where there is information and experiences with gig workers.

Thank you from the standpoint of what special skills you have that, if you were marketing yourself and your knowledge, how you would sell yourself on a contract basis.

So, for example, if you are an accountant, you might the tax returns. If you are an engineer, you might do design work for different people. If you are a programmer, you might write specifications or design documents.

What is it that you do that can be broken apart into component parts and marketed?

Go to the sites and just do it from the standpoint of research. Take some time to proactively think but don’t delay starting because gigs are going to be much more the norm in the future.

When I look at myself, my own background, and the work recruiters are doing, I am seeing more and more firms hiring contract recruiters, I am seeing sites that are paying for hourly work from recruiters. For example, there is one site I’ve seen where a recruiter sets the price (I have seen as low as $25 per hour in the US) for recruiting work. They are not paid a fee at the backend; they are hired to source, find and refer.

It’s happening everywhere, folks. You need to be ready for it. If you are an administrative assistant, obviously, you can do virtual assistant work.

Start thinking ahead. Start laying the foundation for doing work for others on a part-time basis NOW. That way, if the economy craters, if the recession hits, if you lose your job, you have the financial wherewithal to last until you find your next job. That may take longer than you think.

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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.= http://www.JobSearchCoachingHQ.com

Connect with me on LinkedIn

Job Search Radio – Announcing New Show Format

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On this show, Jeff announces his return from a summer break and a new format for the show that he believes will be even better.

 

[spp-transcript]

I’ve been broadcasting Job Search Radio for about three years and, frankly I need to take a break this summer. I’ve been working hard professionally plus doing coach training plus coaching tons of people around job hunting, helping others with their businesses in different areas of their life.

I’ve taken a lot of people coaching them at JobSearchCoachingHQ.com, helping them find work. We’ve had some great successes and I just it takes time off. I felt stretched very thin.

During the summer, he came to me that I wanted to do more but easier… More, yet easy. One of the challenges I’ve been facing with the show was finding good guests. The marketplace for talent that could really teach you was getting smaller and smaller. So went to one of the best people I could reach out to to offer you advice – – me.

So, in thinking about it, I decide to change the show format to get me away from the issue of scheduling people to appear on the show and rescheduling talent and rescheduling talent to talk to you and just to show my own.

I’m going to be giving you short intervals of advice that will help you find work more easily.

For those of you been with me for a while, you may recall that I was doing a “Job Search Insider” tip in the middle of the show that would last about a minute. I would take longer than and take a few minutes to give you advice about how to job more effectively.

Three – five minutes of information generally that’s designed to give you actionable information to help you find work more quickly. It will give you a taste of my own knowledge, instead of my guest’s knowledge and encourage you to join me at JobSearchCoachingHQ.com so I can help you one-on-one with great information.

At the site, all of my books and guides the job hunting are available to you. In addition to that, curated videos that I’ve created, the best of my information is available to you at JobSearchCoachingHQ.com

My books and guides, videos, articles and podcasts – – great material to help you find work.

We are officially relaunching on Tuesday, September 5, 2016 with the first show in the new format. I hope you continue to subscribe and, if you’re a new listener, hearing me for the first time, I hope you subscribe. You’ll find it very useful and very actionable.

[/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 Radio – School’s Out for The Summer

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I am going to take the summer off. The plan is to return on the Monday after Labor Day.
Before doing so, I thought I would provide you with an outline of some of the shows I have done this year and how they can help you with your job search.
Six months of shows and what you can find in them. Listen to them while I relax . . . well, not exactly relax . . . Listen to them while I help the members in JobSearchCoachingHQ.com and help them find work faster.

 

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

You may think you’re good at job hunting but, the fact is, you are not as good as you think you are.

JobSearchCoachingHQ.com has advice for job hunters that will streamline your search, help you avoid making costly mistakes and land your next job faster.

In addition, you can ask me questions about your search and get answers to your questions from someone who has more than 10,000 hours of experience helping people find work . . . times 9!

More than 90,000 hours of experience helping job hunters find work.

The site costs less than a hard cover book per month  (even less if you sign up for multiple months).

Join JobSearchCoachingHQ.com!