THE JOB SEARCH
Looking for a job has changed dramatically in the past few years due to the advent of the internet. The traditional sources of job openings, however, are still as valid today as they ever have been in the past, but they have always had drawbacks. First, let’s look those traditional avenues and see how valid they are today.
Who do you know?
Most important have always been contacts. Over 70% of jobs are found through business and personal contacts; this percentage may rise if you are limiting your job search to one geographical area. Having and utilizing such contacts are simply the best avenue for a job hunter, but this can be frustrating if you leave it to chance. Since interviewers lack the necessary knowledge and skills for choosing the best job candidate, frequently, they will hire friends and relatives, and friends and relatives of those friends and relatives. This doesn’t mean you have to have someone in place who will say you are the best person for the job. It can be just the delivery of a simple statement, "Hey, I know her. She’s O.K.". The interviewer is relieved because someone has given him the direction he was lacking, and he then proceeds to examine this "O.K." person in closer detail.
Believe it or not, this can become even more important in large institutions or corporations like a major university. State supported organizations are required by law to advertise and interview for each opening. In return they can receive hundreds of applications from qualified applicants. Trying to choose between hundreds or even just 20 can be a monumental task for someone who still has to perform all of his other job duties. So, frequently these positions are filled before they are even announced. The interviewer is simply going through the motions of interviewing to satisfy the letter of the law.
So, how does one create a base of contacts? It has to be a systematic process over a period of time. In today’s employment climate of downsizing, job seekers are starting their next job search as soon as they get a job. Maintaining a written list of names of possible contacts is an on-going process. If you are new to this concept, you must first search your memory. Relatives and neighbors are the best starting points. Just start talking to everyone you know. If you have identified a company that you are interested in, start asking everyone you know if they know someone that works there. You’ll be surprised at how many people you can identify in this manner. Also, dig into your wallet, purse, or desk. How many business cards are already in your possession? Read the newspaper—all of the local news. Who’s being promoted? Who’s been hired? Who’s being quoted? Do you know them? Do you know someone who might know them?
Next, start sifting through the names. Most important will be those people who are actually in hiring positions (not personnel directors either—people who hire their subordinates). Don’t discount anyone though. Think of the secretary who has her boss’s ear, who separates the mail, who arranges those résumés for her boss to read. Anyone who is working in the same division or company you are interested in can actually get you hired. A recommendation from someone already in place, no matter his or her position, can carry a lot of weight. Think of all the possible ways someone can help you in obtaining a job.
In this true story, a truck driver, who is one of only two drivers for a company, was approached by a co-worker from his previous job. This driver thought his employers might be looking to replace the other driver. He asked, and, sure enough, they wanted to fire the employee but needed to find a replacement first. He just told them, "I’ve solved your problem." They immediately hired the driver’s friend. They never advertised a job opening and never interviewed anyone else for the job. This is a fair indication of the real job market, the hidden job market.
Another way of cultivating contacts is through information interviewing. This technique only works, however, if it is not misused. The purpose of information interviewing is to gain information, not to gain a job. Talking with someone in your target field or target organization (but not the personnel director) can help you make informed choices when the opportunity presents itself. It can also be a way of getting your foot in the door. Your cover letter can read, "After researching this industry over the past year, I have come to the conclusion that your company provides the best avenue for me to pursue my career goals. I really enjoyed meeting and talking with you last April and look forward to interviewing with your company for your advertised position." Information interviews should be used for research, decision making and goal setting, not just for meeting prospective employers. The interviewing chapter lists some questions to ask the interviewer. These can also be used in the information interviews. Also, try to get feedback from the employer about your qualifications. The more you know about a prospective job or company, the better a decision you will be able to make.
Other ways to obtain contacts is to join social and professional organizations, become active in community affairs, and attend charity events, Chamber of Commerce meetings, and governmental meetings. Don’t be shy; learn to introduce yourself in any situation and make small talk. (Again, reading your local newspaper and learning about local events and organizations can provide many opportunities for conversation starters.)
Establish a written system for your contacts and your networking efforts. Use note cards, a daily organizer or a notebook. Be sure to get the person’s correct name, business address and phone, an e-mail address and whatever personal information you can obtain without appearing nosy. Write down dates of your information interviews. Be sure to record pertinent business information about his or her organization.