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Advice for active job seekers
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Advice for active job seekers
Discuss your job search, the interviewing process, creating the right resume, how the HR profession's changes require new job-search approaches and related topics.
As a career coach I advise clients to be an "active" vs "passive" job seeker. It's their responsibility to show and state interest in a job, & not to passively wait by the phone for an employer to
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Advice for active job seekers
posted at 11/3/2006 3:20 AM EDT
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Posts: 9
First: 11/3/2006 Last: 7/19/2007 |
As a career coach I advise clients to be an "active" vs "passive" job seeker. It's their responsibility to show and state interest in a job, & not to passively wait by the phone for an employer to call.
What are your recommendations for the job seeker? What is the best way to differentiate themselves from so much competition? Barring typos, a great resume and having done everything else right including good references, or becoming a nuisance, what do you suggest? |
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Advice for active job seekers
posted at 11/3/2006 3:50 AM EDT
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Posts: 147
First: 9/29/2006 Last: 2/11/2007 |
Well I agree that a fine line exists between being proactive and being a pest. Generally I try and call before I submit a resume. If I have the contact information or through research can determine the contact information this is a few minutes well worth the time and effort.
However, if I am not submitting and instead am a passive candidate then things are different. Being a passive candidate does not mean waiting for the phone to ring. In my definition it means ensuring you have established a professional reputation and are involved. That could be through professional writing, professional association involvement, local and civic group involvement. All of those things contribute to being an effective passive candidate. yet there remains one more. How many are irritated when the headhunter calls? I talk to everyone who calls me. I do not necessarily give them business although I have the complete authority to do so. If I have a referral for them (candidate, company needing help etc.) I will give them that information. I also let them use my name in those. What I am doing is establishing a relationship that may one day pay out for me with an unsolicited call regarding a potential opportunity. Hope that answers your question. |
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Advice for active job seekers
posted at 11/3/2006 5:31 AM EDT
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Posts: 38
First: 9/29/2006 Last: 3/10/2008 |
Dear bltwa (career coach):
6 to 8 % of all jobs are found through search firms; 6 to 8% through ads. Both are passive techniques because the job hunter has to wait for someone to call. On the other hand, networking and direct contact are pro-active techniques for getting meetings. A Five OClock Club survey of professionals, managers and executives clearly shows that job hunters get more meetings for the time spent through direct contact than through any other single technique. Networking means using someone elses name to get a meeting. Direct Contact means aggressively pursuing people whom you may have known in the past or people you have never met. These might include association members, or people identified on the Internet, through newspaper or magazine articles, or from library research. Surveyed job hunters spent 61% of their time networking, yet networking accounted for only 28% of their meetings. On the other hand, surveyed job hunters spent 11% of their time on direct contact, which resulted in 35% of their meetings. Networking is very time consuming. You have to find people who are willing to let you use their names. With direct contact, there is no middle-man. A job hunter should allocate 6 to 8 percent of his time to ads and the same on search firms, and spend the rest on networking and direct contact. Another pro-active technique: following up AFTER the job interview. Sending a thank-you note has little impact. Instead, influence the hiring team by writing a mini-proposal. Address key issues brought up in the meeting. Handle their objections. Done properly, this is the surest way of turning more job interviews into offers. Ill send you a PDF on Turning Job Interviews Into Offers. Any reader who would also like this handout can send an email to kate@fiveoclockclub.com, with the words, Getting Offers in the subject line. Happy coaching. Kate Wendleton The Five OClock Club A national career coaching and outplacement organization www.fiveoclockclub.com |
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Advice for active job seekers
posted at 11/3/2006 10:35 AM EDT
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Posts: 9
First: 11/3/2006 Last: 7/19/2007 |
Thanks Kate and oldhr for your responses.
My question is directed specifically to HR professionals/Generalists/Interviewers, etc. There may be a misunderstanding of what was meant by passive vs active. Let me try again... For example, how many times should a job seeker leave a voice mail message following up on a position before becoming a nuisance? What questions would an HR professional expect to hear/would like to hear if taking a call from a candidate? If no return call is made, should they call back? How many times? One of the biggest frustrations job seekers state is that employer's don't get back with them. They are left hanging not knowing if they should continue to pursue the job (that they want) or leave it be. Getting the lead for a position via networking and other ways is one thing, but it's a very different thing when the job seekers try to follow up on the lead because it falls in the lap of someone else. What's the best strategy they can use to "connect" with the hiring manager and to ask questions (being an active job seeker) when calls aren't returned and they are left hanging? Career Coach |
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Advice for active job seekers
posted at 11/3/2006 11:21 AM EDT
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Posts: 147
First: 9/29/2006 Last: 2/11/2007 |
An easy answer is "it depends."
For example, If I already have a relationship with the person I might call a bit more. If based upon previous conversation it was understood I was a very strong candidate I might call more. Reversing roles for a moment I don't have a problem when a candidate calls me and leaves a message. I don't have a problem if they do that multiple times because in general I try very hard not to leave a candidate that I at least screened for the position hanging with questions. I agree that a lack of follow through by employers makes for a poor candidate experience which ultimately reflects poorly on the employer. I have disciplined my recruiters when I receive multiple or credible complaints. Or, when I hear "I don't have the time to follow-up with them. In a competitive environment the quality of recruiter is paramount to success. So I guess to cut to the chase if you aren't getting a response be a PITA. The odds are at that point you have nothing to lose. Others may disagree and thats fine. |
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Advice for active job seekers
posted at 11/3/2006 11:48 AM EDT
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Posts: 9
First: 11/3/2006 Last: 7/19/2007 |
Thank you oldhr. I appreciate your candidness and honesty.
The mainstay of my business are individuals that are average...not top execs or professionals...just average folks who have never had to do this before. My avg age client is 45. Employers have the power to say yea or nay. Following up with employers is the only course of action the job seeker has. Their question is basically, what's the best way to get the attention of the employer so they can get the interview? Making calls? Checking on the status of the resume? Inquiring about the timeline of the decision for the position? What should they do if they don't hear back? Assume they are not be ing considered? The employer hired someone else? The position was posponed? or what? Career Coach |
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Advice for active job seekers
posted at 11/6/2006 3:19 AM EST
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Posts: 9
First: 11/3/2006 Last: 7/19/2007 |
My questions is directed toward getting the interview after a resume/application has been submitted and making contact with the employer vs the post-interview.
I'm in Michigan where unemployment is the highest at over 7%. Any help you or anyone can give would be greatly appreciated. Thanks Kate for your interest. Career Coach |
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Advice for active job seekers
posted at 11/6/2006 4:20 AM EST
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Posts: 38
First: 9/29/2006 Last: 3/10/2008 |
Dear bltwa--
Once the applicant has submitted a resume, it can be very difficult to make contact with the employer to find out the status or to try to get an interview. Here's something your clients may try. It may seem like a lot of work, but it's been very effective for our clients. We have a technique we call Surrounding the Hiring Manager. If its a good ad for your client, answer the ad, then forget about the ad and try to get in some other waywithout mentioning the ad. An ad for a job is as good as a flashing neon sign: The company is telling the world it has an opening! Your strategic thinking should go into high gearif its a company or a job that is really of interest. Dont wait to get in by just responding to the ad. Network into the company or contact someone there directly, but not the person mentioned in the ad. Surrounding the hiring manager means getting in to see someonealmost anyone other than the hiring manager. An insider can become an advocate for you and refer you in to the hiring manager. Youll have a better chance of standing out from your competitorsbecause you were referred in and will know moreand youll do better in the meeting. Youre no longer one more grubby job hunter who is simply responding to an adyoure now someone who is sincerely interested in this company and knows how to go the extra mile. The hiring manager will get to know you in a different way from the other applicants and he or she may consider you even though you dont have all of the qualifications they listed. Good luck to you and your clients. If you would like a pdf on this subject of what to do when you know there's a job opening -- with sample letters -- just let me know. Kate Wendleton, President The Five O'Clock Club www.fiveoclockclub.com |
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Advice for active job seekers
posted at 11/6/2006 4:47 AM EST
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Posts: 9
First: 11/3/2006 Last: 7/19/2007 |
I like the idea. It's a great approach for the confident and some of my clients. Getting outside one's box and comfort zone is imperative to job search success, unfortunately, many job seekers have had their confidence stripped when they've been let go, downsized, restructured, etc. I see it all the time.
I will certainly add this suggestion to my coaching for the benefit of those confident and willing. Other responses or suggestions would also be appreciated. Thanks! Career Coach |
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