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July 22, 2015
Guts!: Job Hunting from the Inside Out
This is a revolutionary new way of thinking about and landing a new job. What is proposed is that, rather than conducting a job search from the perspective of a seller, you should approach the problem from the perspective of the buyer — i.e., the hiring authority.

This means starting from the understanding of what are the most important concerns of the hiring authority and how to effectively educate and influence him or her to believe that you can help satisfy those concerns and do so while projecting the kind of presence and personality that will make him prefer to have you fill the open position over all other applicants.

While you may not know every concern the hiring authority has, you can be fairly certain that the main ones involve how to reach the financial goals she or he is responsible for, and hiring someone who will do the job the way he wants it done. Not many hiring authorities like mavericks, people that try to do things just the way they did it in their prior job, or people who like to try and reinvent the wheel. After all, the hiring authority knows what works and what doesn’t. He just needs someone to help him so that he can concentrate on what’s on his own plate.

Hiring someone for a responsible position involves making a tough choice, especially today, because there are so many high-quality people to choose from. As a job hunter, you should do everything you can to make it easier to select the right candidate — YOU!

Unfortunately, most job hunters do just the opposite. They say, in effect: “Here’s my employment history and education background, now YOU figure out what it all means as far as what I can do, and why you should hire me.” They put the burden on the hiring authority’s shoulders. Just the opposite of what they should be doing.

Whenever you use a resume for the purpose of trying to get an interview, you are, in effect, giving an employer all the ammunition they need to shoot you down. At nearly all companies today, someone screens resumes before sending them to the hiring authority.

If yours gets screened out, guess what? You won’t get a response and invitation to interview. Age, education, short tenures, unemployment, self-employment, etc. are just a few of the things that can cause you to be eliminated from consideration.

To deal with this reality, you need a different strategy to get your foot in the door. You need a strategy that lets you get evaluated based on your actual ability to handle the job, not merely on whether you’re just trying to make a lateral career move.

Expecting that a screener and/or hiring authority will take the time and correctly figure out how you can help the hiring authority, based on your employment history, is a risk that you can and should avoid.

So, what should you do? Send a marketing letter (only) directly to the hiring authority. In it, tell him about some of the capabilities you can use to help him reach his business goals faster as the result of your education and experience. Then offer to come in for a brief visit one day soon to tell him more about your qualifications and how you can help him.

A letter lets YOU control what you communicate, and it lets you communicate directly about the answer to his most important concern: namely, “What can YOU do for me?”

If he responds by asking for your resume, then send it. If you get lucky and he responds by asking you to come in, be sure and take your resume with you.

With this job-hunting strategy, your main focus is directed towards getting interviews.

In a future article, I’ll offer some tips and pointers on interviewing. For now, remember: This strategy makes it less likely that you’ll have to sell your qualifications and/or defend your background. Your interviews will be mainly about chemistry.

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Tom Kellum is a job hunting consultant, helping people's dreams come true since 1987. He specializes in providing a personal job-landing service based on proven marketing strategies and methods. For more information, email him at careerkeysman@gmail.com.
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