Job hunt websites. Image by a PBS NewsHour.
Nick Corcodilos is an consultant on how to get a job. We ran into him while doing a story on the relations futility of Internet pursuit boards and asked him to post his possess job hunt secrets. It became a tangible hit, so we asked Nick if he wouldn’t mind holding some questions from a readers. It turns out that in serve to giving interviews to PBS, Nick hosts a website called asktheheadhunter.com, and publishes a giveaway weekly — a Ask The Headhunter© Newsletter.
Ricardo: we work with college and MBA students, and am essay to ask about cold call “cover letter” emails. “Cold call” since a tyro has tired networking-in opportunities.
I suggest students to write poignant cover letters, generally if they are doing a career pivot. Research a company, know who we are essay to, what is his/her pain point, what is a solution, and afterwards since we are partial of that solution. So, instead of a customary (useless) 3 paragraphs, we suggest a 5 to 9 divide story.
Essential elements are high content, conciseness, concentration on a association and problem, and positively no flint about how smashing we are. The “perfect” cover letter, like a adore letter, does not have a singular visualisation that could be reused in another letter. The cover minute is a physique of a email (not an attachment). Resume optional; we suggest a unequivocally clever LinkedIn form remarkable in your signature.
The other proceed is a unequivocally brief “teaser”, that can be review on a mobile. Any ideas on how to reconcile?
Nick Corcodilos: we consider your recommendation to your tyro is ideal and on a money. Traditional cover letters are no some-more useful to a employing manager than normal resumes. They don’t residence a manager’s needs. They force a manager to figure out what to do with a candidate. (Tip: Most managers are unqualified of reckoning this out from such paperwork.) A cover minute or resume should explain it all to a manager: Exactly since he or she should wish to sinecure you, formed on accurately what you’re going to do for them. That’s since we determine that a good cover minute can't be reused. Ditto a good resume. My tip compliments for your high standards.
As for how to determine such a customized value matter with a need for a “mobile teaser,” that’s a matter of finesse. The pursuit hunter contingency revoke all his or her value to a brief matter that creates a target wish to marry them. That was your analogy, right? The ideal cover minute is a adore letter? Well, no one can write that for someone else. But a requirement is clear: You’d never send a foreigner a mobile adore note and design adore back. Not unless we knew so many about a target that we could conform a apt matter that seduces a target with something they unequivocally crave for. Does your tyro know that many about a employing manager? If not, don’t send a mobile note. we do consider it can be done–but this is ultra customization! Tell your tyro to lay down and promulgate accurately what a employer really, unequivocally needs to be happy. Then broach a applicable mobile offer in one or dual sentences on a mobile. Or don’t use a mobile.
Eric Caron: There’s a pursuit out there that I’m ideal for, and I’ve practical to a company’s website though haven’t listened anything back. I’m flattering certain their website is busted. we attempted pursuit and emailing, though also never get any response. Job is still open, and we filled out a focus over a month ago. How do we know when to give adult and pierce on?
Nick Corcodilos: Now, Eric, pierce on now. You are wasting your time. Why do people consider that a pursuit posting means there’s a pursuit behind it, or a association value requesting to? If we find a take-out menu fibbing in a street, do we call in an sequence since you’re hungry? A pursuit posting online is no some-more than that. For all we know, that grill and that association have both been out of business a prolonged time.
Look — we know I’m being sarcastic. So I’ll get serious. The peculiarity of your pursuit hunt starts with a peculiarity of your judgment. You can answer pursuit postings. Or we can collect a few companies you’d unequivocally adore to work for, and do a tough work of assembly people connected to a company. Ask them for recommendation and insight. What’s it like to work there? Can they suggest someone who competence tell we some-more about a dialect you’d like to work in, so we can confirm possibly it’s a place for you?
Don’t hunt for a pursuit by putting yourself during a waste from a start. If we can’t speak to a chairman inside a association about a job, don’t apply. Make that your standard. It means we can’t ask to many places. But it also means that when we do apply, you’ve got someone profitable we a pleasantness we merit — and a many aloft possibility of being taken severely and treated respectfully.
Adam: Nick, what are your suggestions for following adult on a resume that I’ve submitted. we like to be noisy and call and let them know I’m unequivocally interested, though infrequently when we get someone on a phone they provide me like I’m bothering them. we comprehend fundamentally each pursuit application/resume is collected online, though too mostly I’m left wondering where I’m during in their process. Thanks!
Nick Corcodilos: No, you’re wrong. Not each pursuit focus is collected online. Did we know that, depending on that consult we demeanour at, somewhere between 40% and 70% of jobs are found and filled by personal contacts? So, many “applications” are transmitted by one chairman directly to another — and there’s mostly no support concerned during all! No resume! No forms! Here’s how successful hires start:
“Hey, Pete! we know you’re flourishing your department. Last week we met a man during that training march we attended. we consider he’s prepared to make a pursuit change, and he seems utterly intelligent and unequivocally self-motivated. we told him a bit about a association already, and we spoke with a instructor, who has worked with him before. Gives him tip marks. If we wish to speak a gifted guy, here’s his e-mail address.”
When your “application” is submitted to a manager that way, both a manager and a chairman who referred we are going to lapse your calls — simply since they already know you. It’s not impersonal. So, since ask with blind resumes to people we don’t know who don’t know you? we know this takes work. It takes clever formulation and preparation. Just like a pursuit we used to have. Why should this be any easier, or some-more “automated?”
If we truly wish to be assertive, as we say, afterwards rather than pursuit a association that thinks you’re a bother, take a training course. Go to an attention event. Meet insiders on a good online veteran village and speak shop.
Here’s a bit of recommendation we offer in a PDF book How Can we Change Careers?: “What matters many for successful [job] change is unresolved out with people who do a work we wish to do. This round of friends will assistance teach and beam we and lead we to your subsequent boss. Hey, we didn’t contend this was easy. If it were, everybody would be doing it.”
Trust me: Few people are doing this. But if we demeanour during a statistics, it’s how managers are indeed employing people — 40%-70% of a time!
CastleRock: It seems that inner recruiters are unequivocally discerning to respond to resume/job submissions, though once a routine is incited over to a employing managers, they tend to be in no precipitate to hire. we have landed several interviews in a past month, and it seems once a speak is done, unless we keeps on tip of them, they stop communicating all together. They are discerning to set “lots of hooks”, though don’t wish to “reel any fish” in. Either there is no coercion to hire, or companies and their recruiters have turn reduction veteran these days. Is it too many to ask of employers some common pleasantness on post-interview status?
Nick Corcodilos: Welcome to ineffectual employing practices. Good managers should be prepared to take movement when they start interviewing. we counsel managers about this all a time. They don’t get it until they’re finally prepared to sinecure someone and a claimant has taken a pursuit with a competition!
Make no mistake — it’s rudeness. The forgive is that employers have so many field to contend with, they simply can't respond to all of them. Imagine if a sales repute during one of those companies pronounced that about a impending patron to a sales manager! If employers can’t hoop such applicant volume, they should partisan many some-more selectively.
I wish we could give we a tip tip to get those managers off their duffs to make a decision. But brief of what you’re already doing, there’s no magic. There are only too many reasons since they competence be delaying, and if we theory wrong and press in a wrong way, it could cost we a job.
But there is a approach for we to understanding with your disappointment unequivocally productively: Move on to a subsequent opportunity. If an employer has not pronounced no to we after an interview, it’s explanation certain of your value in a market. Take that value to a subsequent employer we wish to work for, and be all a some-more noisy since you’ve got one or dual deals already cooking. It’s extraordinary how many improved a adjudicator you’ll be when one of those companies comes behind with an offer — if you’ve got others on a burner.
(This essay about nonchalant employers — “Loopy feedback failure” — includes some good recommendation from a career advisor in one of a comments. Look for a recommendation from “Phil” here.)
Pamela: What are a best replies to “required” online questions seeking for “high propagandize graduation year” and “current salary?”
Nick Corcodilos: No matter what an employer claims, it is substantially regulating your graduation year and your income to reject we quickly, if you’re “too old” or make a “wrong” volume of money. As if possibly has anything to do with possibly you’d do a good job, or possibly you’d accept a pursuit offer!
Online focus forms make it harder for pursuit field to ask for a job, and they make it easier for employers to reject you. If you’ve review my other recommendation here, we know my recommendation is to not ask for jobs online during all. Figure out how to strech a manager or some other tellurian being during a company. Apply directly, and ask an speak in person. The some-more we agree to programmed firewalls like those forms, a some-more rejections we will face. Look during it this way: If it’s not value doing a work compulsory to get to a manager, how could a pursuit be value having?
If we wish to play a online game, infrequently we can enter “dummy data,” like 11/11/1111 for a date, and $9,999,999 for a salary. Clearly, you’re induction your conflict to those items. But we contingency make note of that or we could be guilty of misrepresenting yourself. Most online applications have a territory where we can enter “free text” information. Use one of those boxes to supplement a note, and kindly explain since we entered “dummy data,” and that we cite to keep certain information trusted “until we have determined a mutual seductiveness in articulate serve about operative together.” we consider that’s a reasonable, respectful approach to hoop it. Some companies competence disagree. You have to confirm how critical it is for we to secrete certain information.
It’s value observant something some-more about your income history. we feel so strongly about this that we wrote a brief PDF book about since (and how) we should Keep Your Salary Under Wraps. Never, ever divulge your income story to an employer. They will use it to put a top on a pursuit offer, or to order we out of interviews.
No employer has ever been means to give me one good reason since it needs any applicant’s income history. “It’s a policy” is not good enough. (Imagine if their process was to know how many income we have invested in a batch market.) No matter what they claim, they don’t need to know what another association paid you. Any good association should consider your value for itself, and make an offer accordingly. (If they need to rest on another company’s comment of your value, what does that contend about their rival corner in hiring? It says they have none!) Now, we competence get booted out a doorway for disappearing to divulge your income history, though you’re not compulsory by law to disclose. All we can tell we is that many in a Ask The Headhunter village have kindly though resolutely pronounced NO to this request, and they news a association corroborated off. This is a choice we contingency make for yourself. we cite to control a traffic by gripping my private information private.
I started headhunting in Silicon Valley in 1979, and I’ve answered over 30,000 questions from a Ask The Headhunter village over a past decade — and I’m blissful to share what we know with you. we offer no guarantees — though I’ll do my best to offer we useful recommendation — so greatfully feel giveaway to post your questions about your personal hurdles with pursuit hunting, interviewing, resumes, pursuit boards, or income negotiations. we am a author of 3 “how to” PDF books, accessible on my website: *How to Work With Headhunters…and how to make headhunters work for you, How Can we Change Careers?, and Keep Your Salary Under Wraps.
Questions will be collected from here and we’ll post my recommendation on a array of Ask The Headhunter columns here on Making Sen$e. You’ll also find my comments sprinkled via this contention forum about several topics. Thanks for participating!
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This entrance is cross-posted on a Making Sen$e page, where match Paul Solman answers your mercantile and business questions.