Mashable – Daily Muse: “5 Job Search Tactics / Stop…”
By Kurt Schmidt In News On March 30, 2014
Jenny Foss for the Daily Muse at Mashable hits the nail on the head with her post about 5 tactics that candidates shouldn’t do. Like a lot of these types of posts, there’s some redundancy but overall, what she says is correct.
Number 1: I spend a lot of time in Modern Job Search discussing how to use job boards or online job postings for research purposes but advise people to only apply AFTER reaching a hiring manager contact at the company. Like me, she mentions LinkedIn (everyone’s favorite resource for finding specific people), however she doesn’t get into all the options for reaching people – including calling them directly. It’s a short post so she can’t cover everything.
Number 2: The shotgun approach (trying to hit any target) versus taking your time, doing the research and aiming for things that make sense. What isn’t mentioned but is critically important is that blasting out resumes to every job, no matter how far fetched, is not only sloppy but also represents a transfer of work. What do I mean? Hiring managers and headhunters don’t have time to figure out why you might be a fit for a job and we don’t appreciate being asked to. It’s your job to tell us why you fit a specific job and how you can add value and help!
Number 3: Candidates who get invited to interviews or get offers have this question answered before they get there. Like all cliche’s, telling someone that you’re a “fast learner” doesn’t add value. Hiring managers who need help want to hear how candidates can solve problems and see proof. It is best to avoid empty phrases like “fast learner, natural leader,” or “team player.” Instead, find facts, numbers or specific experience items to tell the story for you. If you can’t speak to the needs of a job specifically, maybe it’s the wrong job!
Number 4: This is no different than Number 1 or Number 2, sending out resumes to people who have not requested them represents a transfer of effort that is palpable. People don’t like being asked to do the work for you. How their emails, letters or resumes make their recipients feel is something most candidates never consider. As a headhunter, I like it when I get a resume that speaks to the job I’m trying to fill. However, if I’m going to be honest, I resent being expected to read resumes that don’t put the information I need “front and center.” It takes time is my only resource.
Number 5: Overly persistent calling and following up – This is an easy one. Here’s the bottom line: If you are a match for a job I’m working on there is nothing that will stop me from finding you. This is probably same for every recruiter, internal or external, and hiring managers too. We all want to fill our jobs as fast as possible. If I haven’t called you back or replied to your email (yet) then instead of continuing to follow up, it’s much more productive to create more opportunities by finding new jobs to pursue.
As I said in the subtitle of this post “concept validation is a good thing.” I’ve written about many of these same things in much greater detail in Modern Job Search. This is a helpful article that covers some basics but doesn’t provide many alternatives. There’s a lot more that candidates can do get ahead. Want to find out more? Get my book today and find out what headhunters and hiring managers really want.
