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Secret #1: Hiring Managers and Hiring Companies Are Trying to Eliminate You From Consideration
on June 2, 2010
"Job search" and those who are "in-transition" are near and dear to my heart as a result of the ministry I have been involved in since the [...] bust in 2001. My colleagues and I have assisted over 500 C-level executives, managers and professionals across many industry domains in defining and finding their life's next chapter.
As a "Top 500 Reviewer" for Amazon, I have also noticed a geometric increase in "Job-search" and career coaching books; some of the better ones I have reviewed (see my Amazon list of books for those "in-transition" and make sure you vote on those reviews you like). While most of these books echo the proven path to job search success - take time out, take stock, make a plan, develop your marketing tools, network, etc. - they usually have their unique character adding a unique twist and valuable advice not found elsewhere.
Georgian (Atlanta), West Pointer, successful recruiter, and now author, Skip Freeman, has given us a book, "Headhunter Hiring Secrets: The Rules of the Hiring Game Have Changed Forever!", that is no exception. He, too, has provided unique and valuable tips, or "secrets" not found elsewhere. Freeman begins his book with the statement that the rules of hiring have changed forever and throughout the book, makes the case that the hiring process is flawed. Those in search mode MUST become aware of how to play today's hiring "game" or suffer the consequences.
No longer is the hiring process one of inclusion but one of exclusion. "During each and every step of the hiring process, hiring managers and hiring companies are not trying to identify job applicants they can include in their `hiring pool,' but rather, they are trying to determine as quickly as possible how many applicants can be excluded from the `pool.'" Freeman likens it to athletic tryouts in which the coach wants to quickly get down to a number that is manageable.
"Headhunter Secrets" provides a feast of secrets that only someone like Freeman with his first-hand, in-the-trench experience, and powers of observation would bubble-up. His "TopTen New Rules" and their implications are presented first and then he delivers up his secrets as he takes us through the traditional four phases of effective job search:
1. Preliminary Planning and Preparation
2. Developing a marketing plan.
4. Closing the Deal
Throughout the book, Freeman provides ample examples of resume formats, direct mail letters, phone call scripts, use of LinkedIN, networking business cards, interview questions and formats, and much more.
His "secrets", not found elsewhere include:
* Misogi - how to prepare for the day ahead
* Proving you are not a "me-to" product
* Organizing for an effective search (see a new on-line organizer to help those in-transition unrelated to Freeman by going to [...] )
* Extensive use of role play to reveal secrets in interviewing, cold calling, and much more
* How to sell yourself - a numbers and skills game. 50 targeted connects per day = 6 face-to-face interviews = one offer.
* "Leading the Witness"
* The Seven Touch points in communicating.
* Shadows on the wall...saying those things that will be used to eliminate you..
* Different types of face-to-face interviews.
* And there is much more.
One key point that Freeman makes over and over again is that 50+% of those who interview have no idea how to do it effectively. "They may have been added to the agenda at the last minute, may have other things on their mind...so they do all the talking or ask irrelevant questions. They do not know how to interview you. They cannot provide good feedback to the team on why you should be hired. It is easier for them to provide a reason why you should not be hired so they look "smart" and appear to have effectively interviewed you." Freeman's "leading the witness" secret shows the reader how to turn this into a win rather than becoming what is usually a loss.
"Headhunter Hiring Secrets" will help all "in-transition" to understand the dynamics of today's job market enabling them to compete knowledgeably and effectively.