Before you hit the “apply” button, make sure the application is worth your time.
As a career coach I often talk to job seekers who are frustrated over the lack of response from employers. This phenomenon is commonly referred to as the “Black Hole,” and leaves most job seekers discouraged with no updates on their application’s status and no feedback to help improve their future applications.
While you can’t control the recruiter’s actions, there are things you can do to combat the Black Hole and improve your application’s return-on-investment.
(1) Take more time
A recent eye-tracking study conducted by TheLadders found that the average job seeker only spends about a minute reviewing a job description before deciding if it’s worth an application. Let’s face it – applying to jobs can be a very tedious and time-consuming process, especially when each application is properly tailored. With that in mind, I encourage you to take a few extra minutes before you apply to carefully read the job description and assess the application’s potential ROI.
(2) Consider the location
Are you within commutable distance of this opportunity? Or if you’re in sales, do you have an established book of business in this area? If the position requires relocation, let employers know in your cover letter that there’s a good reason for the move. In other words, make it clear you didn’t make this decision on a whim and that you’re not an expensive flight risk.
(3) Focus on responsibilities & requirements
Read the responsibilities and requirements sections of the job description carefully – what skill sets, education level and years of experience do they require? While the employer probably doesn’t expect you to have every single qualification, they do expect you to meet all the core “must-have” requirements. Only apply to jobs where you possess these must-haves. Remember, job titles often carry different meanings depending on the organization and its industry, so the responsibilities and requirements are a better indication of the level of the role (and its budgeted salary).
(4) Identify the industry
Have you worked in the same or a very similar industry within the past 3-6 years? Not every position requires industry-specific experience; however, possessing this background is often more attractive to employers. If you don’t have relevant industry experience, be ready to highlight your transferable skills in your resume and cover letter. If you’re looking for a change, research your former colleagues to see where else their experience was accepted.
(5) Tailor your applications
Edit your resume and cover letter so that your job goals and qualifications are obvious. Incorporate key terms from your targeted job’s requirements into your resume to make it past the electronic gatekeeper. Test your application’s readability by handing it over to a friend with a copy of the job description. If your friend has trouble identifying your qualifications, then you know it’s not clear enough. If you need help, seek out a resume expert.
(6) Check your network
Map out your personal and professional network so you can easily research connections between your contacts. Before you apply to a job, check to see if you know anyone who currently works at the company and seek their endorsement. Studies have shown you are ten times more likely to land an interview when your application is accompanied by an employee referral.
Click on the following link to learn more about Illuminating the Black Hole.
Amanda Augustine is the Job Search Expert for TheLadders. She provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and “Like” her on Facebook for up-to-the-minute job-search advice.
Advance your career by tapping your resource pool.
It’s true, “April showers bring May flowers.” However, any good gardener knows it takes more than rain water to grow a successful garden, and the same can be said about your professional network. If you want to build strong relationships, you need to patiently nurture those individual connections to yield career success.
Recently, my CEO, Alex Douzet, announced TheLadders’ quarterly list of top recruiting professionals in the United States. Today, I want to show you three unusual ways you can use this list to nurture your network – and move your career in the right direction.
Share the Fruits of Your Search
When developing a new professional relationship, the worst thing you can do is immediately ask for favors. Always look for opportunities to pay it forward. Learn more about the person so you can find ways to provide value. As a job seeker, you are learning a ton more about the job search than the average professional. When you find something that could be useful to your contacts, don’t be afraid to share it! Consider who in your network could benefit from this list of recruiters and share it with them.
Plant the Seeds with Praise
Let’s be honest – everyone likes receiving compliments. Use this Top Recruiter List as an excuse to connect with employers whose hiring needs match your job goals and qualifications. Use Facebook and Twitter to congratulate target employers who made the list. A simple search for their names or company names on either of these platforms should do the trick. If you’ve worked with one of these recruiters in the past and want to reestablish the relationship, use this list as an excuse to reach out and offer your congratulations.
Partner with a Peer Mentor
Mentors come in all shapes and sizes, each offering different types of support throughout your career. Before you reach out to a senior colleague, consider the benefits of utilizing a peer mentor. Approach a fellow job seeker who’s in the same line of work and join forces. By checking in with one another on a weekly basis and sharing information, you’re automatically doubling your job-search efforts and resources. Get the process started by sharing this recruiter list with your peer mentor.
Remember, networking isn’t simply about meeting people – it’s about building meaningful connections and exchanging information with those who prove valuable to your career goals.
Use this list as a reason to reconnect with professional contacts and recruiters who are valuable to your search. And remember, this list spans various industries, so share this information with fellow job seekers to strengthen your relationships and pay it forward.
Follow these tips to strengthen your network and help you take your career to the next level.
Like receiving recruiter lists? Let us know by “Liking” the RecruitBlog post on Facebook.
Amanda Augustine is the Job Search Expert for TheLadders. She provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and “Like” her on Facebook for up-to-the-minute job-search advice.
Carefully prepare your job-search strategy and you’ll be one step closer to success.
A recent survey conducted by TheLadders found that nearly 70% of its members considered their job search to be “top priority” right now. However, after carefully reviewing the survey responses, it became clear that not everyone is as prepared for the search as they need to be in today’s marketplace.
This got me thinking. For the last week or so, our office has seen a flurry of emails going back and forth about March Madness. Folks are standing around the water cooler (literally) discussing their picks for the NCAA basketball tournaments. In fact, I found dozens of articles online that explain different strategies for building a winning March Madness Bracket.
As I’ve mentioned in previous articles, I am not incredibly well-versed when it comes to sports. But for years I’ve watched friends, family and co-workers fastidiously assemble their picks for March Madness. The job search requires the same careful planning and attention to detail that many apply when building their brackets. This week I’d like to offer up my strategy for the job search by sharing my breakdown of the job-search process: (1) Prepare, (2) Search and (3) Close.
(1) Prepare
If you want to be successful in the job search, then preparation is key. As a job seeker, you are now in the business of selling a product: you. You need to put on your marketing hat and build a personal branding campaign that advertises your skills and speaks to your target employers’ needs. Begin by taking inventory of your strengths and interests to identify your job goals. Then craft a resume that supports your goals by showcasing your most relevant qualifications. After that, it’s time to review your online presence and make any necessary changes so that it aligns with your professional brand. Lastly, identify good references and develop your elevator pitch to prepare you for the next phase of your job search. While this may seem like a lot of legwork up front, I assure you, it will save you a great deal of time and frustration further down the line.
(2) Search
The second phase of the job search is all about pursuing job leads that align with your goals and match your skill set. I recommend “harnessing the power of three” when searching for opportunities. This means: (1) applying to (and properly following up with) online job listings, (2) networking with your social and professional contacts, and (3) engaging with recruiters. By incorporating all three methods into your search strategy, you will maximize the number of leads – published and unpublished – you can pursue. And when you combine these methods – such as leveraging your network to get an employee referral for your job application – you increase your chances of landing the right job, sooner.
(3) Close
Expect the Close phase of your job search to begin while you’re still pursuing leads. As you nurture different relationships and follow up on job applications, you’ll begin receiving interview requests. Interviewing is a three-step process. How you prepare and what you do afterwards is just as important as what happens when you’re sitting in the interview room pitching your skills. Before you begin negotiations, do your research to know your worth and identify your must-haves in a compensation package. Consider the first 90 days of any new job to be an extension of the interview process.
Everyone’s job-search experience will be different; however, if you approach your job search as a three-step process and set milestones for yourself along the way, it will be that much easier to hold yourself accountable and see your progress.
Amanda Augustine is the Job Search Expert for TheLadders. She provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and “Like” her on Facebook for up-to-the-minute job-search advice.
As the average American is prepping for Presidents’ day and hopefully a long restful weekend, we at TheLadders are reminded of the famous story about George Washington, that ill-fated cherry tree, and the importance of honesty. When looking for that next career move, it’s imperative to put your best foot forward, but after asking our recruiters, “what is the worst lie you’ve heard during an interview?” it became apparent that all too often, job seekers wind up putting their foot in their mouth instead.
After reviewing the recruiters’ stories, which they happily shared, we found that during the interview/onboarding process, there are 4 main types of lies:
1. Resume & past accomplishments
“Had a candidate that stated on his resume that he was a graduate of the United States Military Academy (my alma mater). Our company, a government contractor, verified his history. Apparently our company didn't think to verify that he actually graduated from West Point. To mislead someone about that would be really brazen. Brazen he was. Terminated. He probably would have been better off saying he graduated from the Canadian or French, or Botswana Military Academy.”
2. Criminal background
“I asked the candidate point blank, ‘is there anything negative that may come up in a background, credit and DMV check?’. He said, "nope, nothing, for sure." Turns out he forgot about the 2 felony DUI's he had in the last year, and a court appointment scheduled for the following week!”
3. Current drug use
“Just heard my boss telling this one this morning. A candidate failed the drug test, coming up positive for - of all things - crack cocaine. When confronted on his start date, he claimed his step son must have put some in the coffee creamer or something. Really?”
4. Unreal and elaborate
“Had a candidate interview as her twin sister (using her ID and all. It wasn't caught until the background check when she used her own SSN. She stuck with the lie until her past residences didn't match up. Her reason for lying was that she didn't have a high school diploma but her sister did. The offer was rescinded.”
The common theme is that every lie reported by recruiters was easily identified. With today’s technology enabling near-instant background and drug tests, not to mention simple common sense (one jobseeker claimed to have an IQ of 290 when the highest IQ ever recorded is only in the 250 range), it pays to follow George Washington’s advice. The truth will set you free.
To see all the crazy tales, visit the Recruit Blog.
Thomas Murphy is the director of client relations & sales, employer marketing, at TheLadders. Tom works with his team to understand how employers use technology to help them find the best candidates. When not talking shop about HR, he is trying to get back in shape so he does not embarrass himself at the team triathlon next year.
Use your resources in unusual ways to nurture your network.
Valentine’s Day is quickly approaching, a holiday that celebrates love and affection with the exchange of candy and gifts. While the novelty of the day can provoke romance, everyone knows that a successful romantic relationship requires ongoing attention and nurturing. The same is true with your professional relationships.
It’s common knowledge that networking is an integral part of the job-search process. In fact, studies have shown that you’re ten times more likely to land a job when your application includes an employee referral. However, to get that referral, you first have to master the art of networking.
As my colleague Marc mentioned in his Monday newsletter, TheLadders published its quarterly list of top recruiting professionals in the United States.
I want to show you three unconventional ways you can use this list to show your network some love – and move your job search in the right direction.
1. Give the Gift of Information
When developing a new professional relationship, the worst thing you can do is immediately ask for favors or a job. Always look for opportunities to pay it forward. Learn more about the person so you can find ways to provide value. As a job seeker, you are learning a ton more about the job search than your average professional. When you find something that could be useful to your contacts, don’t be afraid to share it! Consider who in your network could benefit from this list of recruiters and share it with them.
2. Shower Them with Compliments
Let’s be honest – everyone likes receiving compliments. Use this Top Recruiter List as an excuse to connect with employers whose hiring needs match your job goals and qualifications. Use Facebook and Twitter to congratulate target employers who made the list. A simple search for their names or company names on either of these platforms should do the trick. If you’ve worked with one of these recruiters in the past and want to reestablish the relationship, use this list as an excuse to reach out and offer your congratulations.
3. Embrace a Peer Mentor
Mentors come in all shapes and sizes, each offering different types of support throughout your career. As a job seeker, consider identifying a peer mentor. Approach a fellow job seeker who’s in the same line of work and join forces. By checking in with one another on a weekly basis and sharing information, you’re automatically doubling your job-search efforts and resources. Concerned about the competition? It’s unlikely that both of you will have identical goals and be perfect for the exact same job. Get the ball rolling by sharing this recruiter list with your peer mentor.
Remember, networking isn’t simply about meeting people – it requires you to build meaningful connections and exchange information with those who prove valuable to your search. Use this list as a reason to reconnect with professional contacts and recruiters who are valuable to your search. And remember, this list spans all industries in the U.S., so share this information with fellow job seekers to strengthen your relationships and pay it forward.
Like receiving recruiter lists? Let us know by “Liking” the RecruitBlog post on Facebook.
Amanda Augustine is the Job Search Expert for TheLadders, the online job-matching service for career-driven professionals. She is a Certified Professional Career Coach (CPCC) and Certified Professional Resume Writer (CPRW) who provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and "Like” her on Facebook for up-to-the-minute job-search advice.
Missed the event? Tips to approach your job search with a mobile-first lens.
As many of you know, I normally provide job-search advice through my weekly column on The Career Chronicles, and on Twitter and Facebook. So it’s always a great privilege when I get the chance meet professionals and answer their questions in person.
Thank you to everyone who braved the crowds and made it into Job Central last week. For those who were unable to get in or may have missed one of the presentations, please visit www.theladders.com/jobcentral to gain access to the presentation materials.
I’ve also included a few key takeaways from my presentations – hyperlinked with relevant articles – to help you find that right job, sooner:
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As a job seeker, you are in the business of marketing a product: yourself. Clarify your job goals, and then build a personal branding campaign around them. Craft a resume that not only impresses the hiring manager, but is sure to make it past the electronic gatekeeper.
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Clean up your online presence and utilize social media to build an online brand that supports your job goals by highlighting your relevant work experience, skill sets, accomplishments and professional memberships.
With all the advances in technology, the recruiting process has become more mobile. Always approach your search with a mobile-first lens to find the most leads and stay ahead of the competition. I wish each and every one of you the best of luck with your search and look forward to providing you with more job-search tips each week!
Amanda Augustine is the Job Search Expert for TheLadders, the online job-matching service for career-driven professionals. She is a Certified Professional Career Coach (CPCC) and Certified Professional Resume Writer (CPRW) who provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and "Like” her on Facebook for up-to-the-minute job-search advice.
Just because you start working with a recruiter doesn’t mean you’re exempt from your regular job searching responsibilities.
That dogged and persistent approach needs to be maintained once you partner with someone connected to a company. Often, that effort needs to be increased with the recruiter in order to get that next great job.
Chad Oakley is president and chief operating officer of Charles Aris, Inc., one of the largest recruiting firms in the nation, and he says that when searching for a job, timing is everything.
“The biggest reason why job seekers get the cold shoulder from a recruiter is timing,” he said.
Even if you do everything right as a candidate and you’re working with an excellent recruiter, the company will still have a preconceived idea of the right person for the job – and it might be somebody with a slightly different background.
“They are only looking for an exact match,” Oakley said. “For half the people I connect with, I have to send out an e-mail that says ‘thank you so much (but) there’s nothing that matches the criteria.’ ”
With odds stacked this high against them, candidates better not do anything to ruin their chances even further, Oakley said.
He offers four tips to job seekers who are working with recruiters that could help them avoid the most common pitfalls in the complicated recruiter-candidate relationship:
1. Have a well-organized resume.
When you’re in a recruiting position, you don’t have a lot of time to figure it out. The resume is basically the storefront sign that gets them into the store, but the storekeeper has to convince them to make a purchase.
2. Make yourself very accommodating.
Being aloof doesn’t win you any points with a recruiter. It’s better to be eager and responsive. Remember: recruiters work with more than one candidate at a time and they want to do right by all of them.
3. Be fully transparent.
Transparency is a key element to the partnership and one that often goes ignored – to the detriment of both the candidate and the recruiter – as the job seeker does their best to “spin” the truth to look better in the eyes of a potential employer. If you’ve recently experienced a layoff, tell them. Recruiters are really savvy in that type of thing because that’s all they do. If they find out about it later, that’s an instant credibility killer.” Other areas where candidates can get in trouble for stretching the truth often include salary.
4. Good old-fashioned doing what you say you’re going to do.
It might sound obvious, but job seekers will often forget to follow up with everything they’ve promised the recruiter. Such incompetence is unacceptable because it shows what kind of employee you’d be. If you say you’ll have something by 5 p.m., make sure you have it by 5 p.m.
In your job search, a recruiter might be the strongest ally you have. Following these tips could pay huge dividends as the two of you work together for that common goal in 2013.
Andrew Klappholz is a general assignment reporter for TheLadders.
After you’ve determined the right job goals for your search and developed a resume to support them, it’s time to begin your job-search campaign. Below are tips on how to advertise your brand on and offline, as well as pursue opportunities through multiple channels.
PERSONAL BRANDING
In Jobvite's 2012 Social Recruiting Survey of 800+ HR professionals and recruiters in the US, it was found that 92 percent of employers and recruiters use social media sites such as Facebook, Twitter and LinkedIn for recruiting. The survey reported that 73 percent of companies found a new hire through social media (the largest percentage – 89 percent – came through LinkedIn). This means the job seeker never even submitted an application – the employer or recruiter found them because of their online presence. In addition, 86 percent of recruiters admitted to reviewing candidates’ social network profiles – whether or not the candidates gave them that information.
Bottom line? If you’re not utilizing these channels to brand yourself and pursue opportunities, you’re missing out on a number of job leads that may not be published anywhere else. Building a strong online brand that supports your job goals, aligns with your resume and highlights your accomplishments and areas of expertise is imperative in today’s job market.
In addition, building an online presence and utilizing social media helps boomers overcome the stereotype that they lack technical savvy. Workforce Engine Director of Talent Acquisition Jennifer Scott advises job seekers to demonstrate technical savvy wherever possible. You don’t have to be on Facebook, she says, but you do have to embrace technology. If you’re unfamiliar with these sites, check out the following links for free tutorials on LinkedIn, Facebook and Twitter. At the very least, set up a fully fleshed-out profile on LinkedIn. When it comes to adding information, follow the same rules that apply to your resume. Include your professional title, summary and more recent work experience. Add specialties that align with your job goals and are often found in the job descriptions you’re pursuing. Exclude graduation or certification dates going back more than 15 years. Include a head-shot where you look professional and approachable. Your profile is 40 percent more likely to get clicked on if you have a photo. Leave the photo off, though, until you have one that fits these criteria. No photo is better than a bad one.
Elizabeth Mixson is a certified career coach and career advisor for TheLadders, where she has counseled hundreds of senior-level job seekers. Mixson stresses the importance of staying relevant in your field, whether it’s through gaining new certifications or closely following industry developments via various publications. To really drive things home, she suggests participating in online discussion boards and other social media channels to brand yourself as a thought leader in your field, and make you look tech savvy and engaged with your professional community.
PURSUIT OF JOB LEADS
In last week’s post, I spoke about harnessing the power of 3. It explains that to maximize the number of leads – published and unpublished – available to pursue, it’s imperative to incorporate multiple search methods into your strategy. These include: (1) applying (and properly following up) to online job listings, (2) networking with your social and professional contacts and, (3) engaging with recruiters.
Job Applications
When it comes to job listings, look for opportunities whose must-have requirements include your key skill sets and expertise. You can run an advanced search on many sites, including TheLadders, to search for certifications or other qualifications you possess within the job description (try searching by acronyms or abbreviations, as well as the full name of the certification or degree, to see which yields the best results). You can also target job boards that post opportunities from age-friendly companies. These include: Jobs 4.0, Jobs Over 50, Workforce50, BoomerCareer.com, Senior Job Bank, Retired Brains and National Older Worker Career Center.
When the company name is listed, research the opportunity using the company’s About Us section, and resources such as Glassdoor and Vault to make sure the corporate culture is in alignment with your values and preferred working environment. If you can’t see yourself working there, chances are it won’t be the right fit for you or the company – the application is probably not worth your time. When applying for the job, I recommend a T-format cover letter to clearly highlight your qualifications. Remember that being overqualified for a job can be just as bad a fit as someone who has too little experience. Consider how many relevant years of experience they require for the role before you take the time to submit the application. If an application requires you to fill out a college graduation date, be as vague as possible (i.e., “graduated in the ‘80s”). Leaving the question blank may prevent you from submitting the application.
Networking
Referrals are an incredibly valuable tool in the recruiting world, as the hiring time is traditionally shorter; the cultural fit tends to be better, turnover is lower. Employee referral programs (ERPs) are beneficial to the job seeker as well. An employee referral can help you bypass a gatekeeper– often you get to skip over the initial screening. Your connection to the company can not only advocate on your behalf, but he or she can also provide you with insight into the company culture and hiring process to (a) make sure it’s a good fit for you and, (b) better prepare you for interviews.
Ben Puffer works in human resources & development for First Community Federal Credit Union. He believes that utilizing a network contact within your target company is one of the best ways to find a new job. The current job market is flooded with qualified candidates submitting applications, he says. Job seekers improve their chances of landing an interview when they enter the applicant pool through an employee referral.
The data supports Puffer’s recommendation. Both the Jobvite Social Recruiting Survey 2012 and the 2012 CareerXroads Source of Hire Survey note that those who came in as a referral had a 1 in 7 or 1 in 10 chance of landing the role, whereas only 1 in 100 candidates who applied through the regular channels got the job. If your network needs some rebuilding, now’s the time to get started. Consider your professional network and personal contacts. When examining your professional contacts, don’t forget about the employees you’ve mentored or managed over the years. Reconnect with them on LinkedIn and look at their most recent work history. Perhaps there’s an opportunity to work as a consultant with one of these companies.
Recruiters
For those at the VP or C-Level, consider reaching out to recruiters that specialize in executive-level interim placement. These firms put candidates of this level into companies that require senior-level expertise for a short-term or temporary solution. Employers like this because they can test a candidate out to see if they’re the right fit before committing to a full-time, permanent role. There are a number of benefits to you as well. For one, you will once again be employed on your resume. Second, you’ll have an opportunity to meet new people and grow your network while working there. And third, there is the possibility of transitioning from a temporary role to a more permanent position at the company.
Also use resources such as TheLadders Follow Recruiter feature and sites like SearchFirm.com and Recruiter Directory to identify recruiters that specialize in your industry or line of work. AARP also has a National Employer Team that helps connect mature job seekers with employers who value their experience. Once you’ve identified specific recruiters to contact, email or message the person through LinkedIn using these sample messages.
Click on the following links for more information on personal branding and using social media during your search.
Read part one of In the Job Search & Over 50. Tomorrow’s installment will focus on interviewing and following up.
Amanda Augustine is the Job Search Expert for TheLadders. She provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and “Like” her on Facebook for up-to-the-minute job-search advice.
Question:
I'm not having much luck with the on-line application process. What else can I do to get my resume reviewed by employers?
- Eunice J., Babylon, NY
Answer:
A while ago when I wrote the post about searching for a job while employed, I mentioned that you should use multiple methods in searching for opportunities. This means: (1) applying to (and properly following up on) online job listings, (2) networking with your social and professional contacts, and (3) engaging with recruiters. By incorporating all three methods into your search strategy, you will maximize the number of leads – published and unpublished – you can pursue.
Here are a few tips to help you take full advantage of each job sourcing method:
Online Applications
CareerXroad’s 2012 Source of Hire Survey showed that among the 200+ companies who were surveyed, 20.1 percent of their external new hires credited job boards with finding the job posting. What does that mean? If you’ve given up on job postings and applications, you’re missing out on a lot of opportunities! I recommend applying to around five well-fitted opportunities each week. There are a few things you can do to improve your return on investment with each application.
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Do your research. I know it can be hard, but fight the urge to apply to any job you qualify for before you’ve learned more. Granted, this doesn’t apply to confidential postings, but for jobs where you know the company’s name, do the research. Review the employment section of the company’s site, use resources such as Vault and Glassdoor, and talk to connections who’ve worked at the company to get a better understanding of its corporate culture. It’s great if you have the right skills and experience to do the job, but chances are you won’t make it through the interview process if you don’t fit in with the team. And frankly, you probably wouldn’t enjoy working there in the long run. Whenever possible, review the latest news articles using Google News and financial reports to get a better understanding of the health of the organization.
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Apply to the right jobs. Job descriptions often contain a laundry list of nice-to-have items the hiring manager wishes the ideal candidate would possess; however, they rarely expect a candidate to have all of those. Your job is to zero in on the must-have core requirements for the role. If you possess these must-haves, apply away. (And don’t forget to properly follow up.) I recommend using a T-format cover letter to spell out your qualifications, and make sure the key terms from the job description are woven into your resume. Your resume gets 6 seconds to make an impression with a recruiter – make it as easy as possible for them to quickly see why you’re a good fit for the role.
Networking
Whether you love it or loathe it, networking is an important part of any job seeker’s strategy in today’s job market. It will help you learn about job leads that may not be published anywhere else. Another benefit is the possibility of getting an employee referral from one of your connections for a position. This type of referral can be very powerful – it can help you bypass the gatekeeper and gain valuable insight for the interview process.
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Map out your network and grow it. In a recent post I discussed the two types of network connections that are considered most valuable during your search – professional connections you’ve made during your career, and the social butterflies amongst your group of friends who can connect you to other acquaintances in your current or desired line of work. Before you tap into this network, develop a strong professional online presence that aligns with your resume, supports your career goals and showcases your expertise. Make sure you’re connected to all of your contacts online so you can easily view their work experience and other connections.
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Get involved and show off your expertise. If you feel your current network is not very strong, then it’s especially important to get out there – physically and virtually – and develop new relationships with those in your field. This could be in the form of joining online groups and getting involved in discussions; joining and participating in Meetup groups related to your profession; reconnecting with alumni from your school; or attending professional trade shows, conferences or membership meetings focused specifically on your targeted industry or line of work. Don’t discount recruiting events, job fairs and other events dedicated to job seekers in your field. Not only will you meet recruiters, but you can also develop valuable connections with other job seekers, doubling your search efforts.
Recruiters
Job seekers are often skeptical about working with recruiters, either because they’ve been burned in the past or can’t stand the lack of response. I agree – it’s not an ideal situation for a job seeker. You can’t expect the recruiter to treat you like the customer because in their world, you’re not. However, they can be a valuable source of job leads and company insight when you’re the right fit for their sourcing needs. There are two primary ways you can capitalize on recruiter engagement:
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Build a strong professional online presence so recruiters find you. If you’re following the tips I mentioned for networking, you should be set from this perspective. When your resume is uploaded to sites such as TheLadders and you have a polished profile on sites like LinkedIn, recruiters will find you as they search for potential candidates. Also, recruiters typically monitor online groups relevant to their recruiting needs in search of candidates. Your activity within professional groups and through online discussions will help you build your personal brand and establish yourself as an expert in your field.
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Develop a recruiter outreach strategy and put it to practice. This requires you to research which recruiting firms source for positions in your industry or line of work, to identify which recruiters at those firms can be contacted, and to send tailored messages to those people. I recommend using sites such as Oya and TheLadders’ Follow Recruiter feature to find the right recruiters, and then visiting their individual websites or LinkedIn profiles to locate contact information and reach out to them. Check out these sample messages to get an idea of how you can communicate with the recruiters. This is a numbers game, so make it a goal to reach out to three to five new recruiters each week, and follow up every couple weeks – you never know when they’ll have the right opportunity for you and will respond.
Over the past two years, my team of career coaches and I have worked with hundreds of job seekers. One thing we’ve learned is that different job search methods work for different people. Some job seekers will get a great deal of response from their online applications, while others gain much more traction through working with recruiters. And then there will be others who find their personal or professional contacts to be the best source of leads.
The key is to incorporate each method into your search and see where you gain the most traction. Give each method a good try for at least three months before you give up on it. For many of you, this will require you to go outside of your comfort zone. As you get a better idea of what works for you and suits your personality, you can move more of your job sourcing activities to that method. I don’t recommend giving up any one method entirely – you might miss out on opportunities that way. But you should spend the bulk of your time on the activities that yield the best results for you. Also, remember that these strategies can work in tandem. It’s important not only to apply to a job listing, but also to utilize your network for insight and employee referrals.
Check out the following links to learn more about job applications, networking and engaging with recruiters.
Amanda Augustine is the Job Search Expert for TheLadders. She provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and “Like” her on Facebook for up-to-the-minute job-search advice.
Question:
When submitting a resume and applying for a job, why does it take so long before you hear any status or update? - Bev L.
Answer:
Bev, quick question – for the recruiters who typically take a long time to get back, is it to tell you bad news? In that case, you’re actually lucky they’re responding at all!
Typically, recruiters will be responsive when they want to move forward with your candidacy. However, if you’re not the right fit for the job to which you applied, or they don’t have an open job posting right now for which you’re perfect, you probably won’t hear from them.
Fair or not, in the recruiting world, you are not the customer. The company filling the role – the person who pays their paychecks – is. And, as a result, that’s the person for whom they will be responsive. So, for one, don’t take it personally – it has nothing to do with you, in particular. That’s just how it works.
Now, if you’re already interviewing with the company, a few things could be going on:
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Situation 1: You met with two people at the company and they love you, but the last person who has to sign off on the hire is on vacation, which can drag out the process ad nauseum. Unfortunately, this is common, especially during this time of year.
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Situation 2: The pool of candidates has been whittled down to you and one other candidate, and the team is still debating which of you the better profile for the job is. This, too, is common, especially if the position is newly created or the existing team has recently changed players.
In both of these situations, the recruiter is really at the mercy of the hiring manager and his/her team. The best thing you can do is to ask for their decision-making timeline at the end of your interview so you know when to follow up again.
To avoid some of these “black-hole” situations with job applications, here are three things you can do:
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Make sure you meet all of the must-have requirements in the job description. This isn’t horse shoes – you can’t “kind of” meet “almost” all the requirements – that’s a waste of your time…and the recruiter’s. Nothing effective will come from it.
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Tailor your resume and cover letter so that your qualifications are obvious. Recruiters are incredibly busy and only quickly scan resumes (six seconds!) before putting you in the “nope” vs. “deserves-a-closer-look” pile. If you’re unsure if your resume and cover letter clearly illustrates how you meet the requirements, hand them over to a friend with a copy of the job description. It actually helps if the person is not in your line of work. If your qualifications aren’t easy for this person to identify, then you know it’s not clear enough. Take the specific key terms you see in the job description and incorporate them verbatim in the resume and cover letter, wherever possible. This will help you make it past any initial resume screenings done by recruiting software or the most entry-level HR coordinator with no knowledge of your type of work.
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Before you apply, check to see if you know anyone who currently works at the company. Contact them and try to get their endorsement. You might be able to put the person’s name in the online application. And, sometimes, this will expedite your application ahead of others. Many companies prize their employee referrals, as it’s assumed the employee would only refer someone who is a good cultural fit (very important!).
Amanda Augustine is the Job Search Expert for TheLadders. She provides job search and career guidance for professionals looking to make their next career move. Have a question for Amanda? Submit your question here for a chance to have it answered in her weekly column, and be sure to follow @JobSearchAmanda on Twitter and “Like” her on Facebook for up-to-the-minute job-search advice.