Better Tools For Job Seekers May Be At Hand
How to Find A Job (Fortune Magazine, 4/13) could have been a bit meatier but it is well written and includes some key stats – estimating for example that as many as eight people are available for every new job posted.
There were a few anecdotes we enjoyed in the article. One story was about an engineer who seriously studied the software of a firm with which he was about to interview. He managed to uncover three problems in the software code which he then pointed out in the interview. He got the job. We bet he didn’t interview with the original development team.
It’s a given, however, that scarce skills are not getting any easier to find even with all the layoffs – few folks are capable of analyzing software let alone uncovering flaws so it is no wonder that hundreds of unqualified folks are applying for each of your openings. Hopefully, many of them will figure out that submitting blindly is a waste of everyone’s time.
Perhaps if they had more tools to level the playing field as an alternative to simply caving to an employer’s recruiting process, otherwise known as the Black Hole Syndrome. Imagine if job seekers could:
- get really solid honest advice about the openings that exist based on an independent review of their profile including feedback on becoming more competitive.
- get help tracking ALL openings for which they are qualified – in real time.
- target firms based on a “candidate experience” ranking i.e. the company’s ability to inform and provide feedback.
- obtain “concierge-like” assistance applying to ALL positions for a miniscule fee to save time.
- use a resume helper app on their mobile phone to apply to and accurately match jobs in a target firm with a single key stroke.
- answer your application question, “How did you get here?” by putting in the name of an employee referral EVERY time
- know in advance who the hiring manager is likely to be and download a profile of that person’s interview style
We are aware of real and developing resources for each of the possibilities noted above and expect significant changes as these tools are fully deployed. In the mean time, here are CareerXroads’ top tips for gaming the system:
1. Privacy is Your Choice. It cannot be compromised for someone else’s convenience. Protect it!
If they ask for your SS# before you have an offer, make it up!
If recruiters can see inappropriate content on your Facebook page, shame on you!
But if they do see it and don’t hire you, threaten to sue their ass!
It is just wrong to ask for personal information before a company has made you an offer based on your skills, knowledge and experience. It is not illegal to ask in advance (not yet anyway) but it is dangerous – to you.
2. Go Mobile, Explore the Cloud. Fake it if you must (since nobody really knows what these terms mean)
Walk into your next interview with a Smartphone in your hand.
Type ‘#job’ and your two best skills on twitter’s advanced search page. Once you find a search string for a job that reflects your interest, type ‘#candidate [your skill and location preference] on your twitter page each morning.
3. Stand in the Light Where Recruiters Can See You. They seldom search in the dark holes.
Join the largest national association in your profession and every chapter in your city. Get access to every directory.
Ask yourself who would I call first if I were a recruiter looking for me. Make that person your friend and referral.
4. A Company’s Employee Value Proposition (EVP) is A Virtual Mirror. Look Into It!
Study it. Confirm it. Relate to it. Choose it or move on. Use it.
5. Transparency Doesn’t Mean Naked. Seek answers to the “Great Questions” that affect your decisions without embarrassment. Ask as if you already know the answer and choose the firms that can answer them.
Since only 17% of practicing engineers are women, could you share with me your distribution by level?
You seem like a firm that is committed to developing its people. How many of your employees in similar positions to this one were transferred or promoted last year? How many left?
6. Know The Answers to 5 in Advance.
“Hi. You and I went to the same school but graduated at different times. I’m interviewing for a position in your firm later this week and, before I meet with HR and the Hiring Manager, I would like to test out a couple questions I have about your firm on you and see what you think the answers might be.” (Later, ask if they will be your employee referral)
7. Bait and switch: Bring Your Network To Your Interview.
“I want to thank you for the opportunity to meet with you today. I learned a great deal about your position and am certain than I am a good match. I’m excited at the prospects for how my success in this job will make a difference for the company and I look forward to successfully competing for this opening.
While I’m convinced you will eventually see me as the top candidate (and I would be happy to return to continue the discussion), if for some reason you decide I’m not the best fit as you go forward, let me leave you with two colleagues’ resumes.
These are Professionals in my network that I’ve gotten to know. These are people I’m planning to continue networking with once I’m established me in a new position.
8. Patience. Timing is everything. Your Only Location Preference Is “Open”.
You cannot accept an offer that won’t be made. Only negotiate after the offer is in your hand.
9. You Cannot Shake Hands With A Computer. All Relationships Have Touch Points.
Get out and meet people. Create an online journal of those you meet or have met and touched in person and keep them apprised at least monthly with an upbeat two paragraph summary of the last 4 weeks and the possibilities you are still developing
10. There is only ONE answer to how you got here- Employee Referral.
Never, EVER again complete an application without one.
Can you add to our top 10? The more outrageous the better. Send your suggestion to mmc@careerx roads.com
Article courtesy of Career Xroads, the staffing strategy connection, bringing together corporate staffing professionals who “get it” to share best practices.
