Things may come to those who wait, but only the things left by those who hustle.
– Abraham Lincoln
For the past 4 years, I have applied and interviewed at companies with high hiring standards and I’ve also helped hiring colleagues. It seems that many Fortune 500 companies hire entry-level candidates in a similar fashion. Ever since, I made it a hobby to understand how you can apply through traditional and less traditional ways. I’ll taught those methods at University, with very promising results, I will write a full post on this soon.
Sending your CV on a corporate website is like sending a message in a bottle: It’s hoping for the best
So, in 2012, I ran seminars about it for MSc students of a leading french business school, then again in 2013 to 200+ students from 15 nationalities. Here are some of the speaking point:
1. Online identities
– All recruiters will look you up online. How much you do and share online is up to you, manage your e-footprint smartly and often since it’s here to stay.
– Not all industries value online presence the same way, yet taking ownership of yours might set you apart from competition. Pfizer reports up to 40% of its candidates come through LinkedIn.
– Connect. Be genuine in the way you make connexions, offer value to those around you. Be a resource for a go-to person, your value proposition is better than you think.
2. Recruiting has changed, it’s a machine
– In the 80’s, most of Gen-X focused on life-long careers and becoming specialists, both strategies are now broken.
– In the 10’s, most of Gen-Y is over-connected, talent is now global and job application are managed through Applicants Tracking Systems (machines). Here is how it roughly works now:
3. Stop hoping for the best
It’s hard enough to get hired by humans, let’s not get turned down by machines too. Here’s what I suggest:
People don’t hire CVs, they hire people. Stop mass-applying, start listening.
Pick your battles. Target 3 to 5 positions/companies and do your homework: online/offline research, get introduced, have casual chats with people in similar industry/position/seniority level.
Most large companies reward employees for referring new hires. Here are a few reasons why: you’re more likely to be a good cultural fit, hiring you is cheaper, faster, you are more likely to stay with the company for longer.
The employee referring you often has a ve$ted interest in your success, recruiters might experience a positive biais on your file since you come from the inside (decreasing the margin risk of a bad hire, since you’ve been vouched for.)
Gather information, get endorsed by people who matter, craft you value proposition and then reach out. Call people, if you do email them be concise, precise and have a call to action.
There’s a lot more to be said, I would like to explore other aspects of recruitment in future posts, including: Phone Interviews, Networking, Prospective Emails…
-Rodolphe (initially published on dutel.fr)