Unless you’re one of the tiny minority who lands that perfect job by blasting your resume to an advertised opening, you are going to have to talk to people. And the real key to success is in talking to people at the companies where you want to work. Abandon any worries that you’ll come off as too aggressive or needy.
Job Search Truth:
YOU HAVE TO PESTER PEOPLE TO GET HIRED.
You are most likely going to have to make contact several times with an organization to be hired. Have a plan to get into their minds all the while you are being considered. This rarely happens with a single application or with one contact. Let’s say you pick up the phone and make contact only to hear, “We’re not hiring.” “You’re not right for us.” “Not in this lifetime.” Okay, then move on. BUT if you hear, “We’re not hiring at the moment,” or “We have nothing now,” then you have an opportunity to plan a way to make contact with them over time. Don’t ever let a hiring decision-maker forget about you.
Bug or fly away?
Hiring can take weeks, not atypically months. My client Greg knew what he wanted and had identified target companies. Greg was wise in that these organizations were those that he felt could potentially hire him before they posted an opening. He focused on his beating out those other 100 to 1,000+ candidates who would apply once the position was posted. And he accepted as reality, he would have to most likely approach these companies more than once.
Greg could circulate the best resume in the world to these places. Some of them may even perceive him to be a real catch. But if Greg never reaches out (remember, we’re talking no advertised or official opening at this point), they’re not going to bite. Greg’s a numbers guy. He’s quite reserved and by his own admission, borders on introverted. But Greg’s also smart. He knew that in his job of job search, he was in a sales role. He could phone, email, reach out in person but to the point, he had to reach out more than once. And he had to reach out to the right people.
I find it fascinating that job seekers so frequently think their resume and application will do it. Frankly, that’s overestimating one’s attractiveness over the competition. There are some really impressive highly-qualified candidates out there. And if you wait for the post-advertised scenario, it’s honestly quite vicious. Scanning software is cold and imperfect. The right fits are often missed. In my conversations with those who hire and surveys I’ve read and helped conduct, hiring decision-makers love hiring someone who is referred by an employee or finds another way to get their attention. That is a dream compared to sifting through hundreds if not thousands of resumes and applications. And from your perspective as a candidate, how do you stand out in that pile that’s so high?
Job Search Truth:
NEVER ALLOW SELF-DIRECTED FADE FROM HIRING RADAR
Hiring process 101
What happens when a job is created and posted anyway? Here’s the Reader’s Digest version.
- A manager decides that she needs help. Someone’s leaving. Growth has resulted in mounting workload. Change in process with new technology has created a disconnect with tools and staff’s skill sets.
- The manager goes for as long as possible, but then decides she needs someone ASAP. She goes through the motions of trying to train internally. She may hire a temp. Anything to ease the pain without making a permanent hire. It’s not working. Training takes too long. The motivation for internal folks is not there.
- So, she means to initiate the hiring process. But that mounting workload means she’s overworked too. A month goes by. She’s swamped and frustrated.
- Enter HR. They have Jane analyze the work to be done. Jane writes a job description and posts an opening. Then it’s a few weeks to collect and review applications and resumes. More time for telephone screening interviews. Then in-person interviews. Reference and background checks. An offer. Negotiations. Often renegotiations.
As my granddaughter says, “OMG seriously?!”No wonder hiring folks would love to not have to go through this. The workload is not being handled adequately. The manager is tired and frustrated. HR has to dive into a laborious process that is taxing and by no means perfect for finding the right fit. Yuck.
Job Search Truth:
YOU NEED TO PLACE YOURSELF INTO THIS SCENARIO AT THE HEART OF WHERE THE WORK IS
Think about how it might be if you got to that manager when she was moaning over the situation. If you can get her attention and let her know you could perform what needs to be done, with virtually no risk to the company, hmmm. Maybe she’ll hire you part time or as a temp. But it’s a foot in the door. Once HR gets involved, there will be requirements written in that you don’t possess. There’ll be purple squirrels who have what they ask for and the qualifications to perform three other jobs in the organization as well.
Here’s what I find most interesting. My clients and you, my readers, are intelligent. You get the gist of what I’m saying. You know that once a position is advertised, the odds go down to about 4-6% of getting an interview from applying only. Or even applying and following up with a phone call. And yet, many smart folks spend hours at their computers, blasting out to these posted jobs. Perhaps it’s because like Greg when he first came to me, many do not know how to place themselves into the situation at the heart of where the work is. This is what’s often referred to as the hidden job market.
In future posts, I’ll walk you through some of the ways I’ve found to work for many—turning them from outsiders to insiders with companies of their choice. For now, please take my word for it. Get in before it goes to the masses. Talk to however many people it takes. And get in at the right place. It will make all the difference.
Photo: theps.net
