Reach the Hiring Manager


Published on

Thanks to modern social media tools, finding and connecting with hiring managers is now easier than ever.

Published in: Technology, Business
  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • All of this will give fuel for your cover letter – and that is your foot in the door
  • Report – to’s Usually just a titleCan be in the introductions or in job description
  • Even if not a direct line to HR or hiring manager, ALL contacts are valuable
  • Some companies won’t consider actions outside of set procedures
  • Both of these tactics are seen as creepy or pushy – or are completely ignored
  • Look at style as well as substance – all business? Any personal information? Can you relate?
  • Groups can also be leads for other connections and information
  • Is the information focused? What did they do in the past? Can you relate, or does their experience reflect your own career goals?
  • Usually positioned very last on the profileLook for other links: website, blog, Twitter
  • Even those who don’t tweet much gives indication to their preferred communication methods…
  • Do they paint a different picture?
  • A general listing, like “Target Company Executives” to reveal names you might have missed
  • Unless you know someone extremely well, don’t ask for the introduction (don’t be creepy or pushy)
  • Look for ANY person’s email address, and then copy the pattern
  • Can ask for the hiring manager, but don’t expect to see himOtherwise, it will be routed to HR
  • Read the websiteCheck the newsUse your networkHit the social mediaInterpret to data to target your cover letterMethod is everything
  • Reach the Hiring Manager

    1. 1. Track Down the Hiring Manager Presented by Donna Shannon 720-341-8229 (c)2010, 2012 Donna Shannon
    2. 2. The Personal Touch Career Services • Our Mission: To help job seekers of all levels achieve their employment goals through solid, practical advice and services • Resume services, interview coaching, job search strategy and group classes • Over 8 years in corporate recruitment & placement • Donna’s book, “Get a Job Without Going Crazy” is available on and the Tattered Cover in Denver (c)2010, 2012 Donna Shannon
    3. 3. Important note: • This presentation is modeled on a posted job. • Unposted jobs follow the same procedure – Except your leads are self-generated (c)2010, 2012 Donna Shannon
    4. 4. NOBODY WANTS TO BE A MEMBER OF THE MASSES Solution: The Personal Touch (c)2010, 2012 Donna Shannon
    5. 5. THE HIRING MANAGER WANTS TO HIRE YOU They just don’t know who you are yet (c)2010, 2012 Donna Shannon
    6. 6. The Personal Factor • Managers want to hire: – Someone who is enthusiastic – Knowledgeable about the industry – AND… Who really understands their NEEDS (c)2010, 2012 Donna Shannon
    7. 7. Key information you better find • Managers want to hire someone who knows the company: – Corporate mission – Their products and services – Their competition – Their challenges (c)2010, 2012 Donna Shannon
    8. 8. FIND THE PERSON TO GET PERSONAL Your first challenge: find that name… (c)2010, 2012 Donna Shannon
    9. 9. Resources for finding that name: • Company’s website • News Sources • Networking Groups • Social Media (c)2010, 2012 Donna Shannon
    10. 10. Resource #1: the Website Start with the job description Look for: Report – to’s Divisions Locations (c)2010, 2012 Donna Shannon Senior Human Resources Information Systems Advisor RTM , is currently hiring for a Senior Human Resources Information Systems Advisor person to support the Human Resources department from their Denver, Colorado global head office. The holder of this role must have an overall understanding of the strategic objectives of Rio Tinto and the business unit, its values and its operational activities in order to understand labor and skills requirements and business / individual standards; Human Resources Systems are an effective tool for managing sensitive employee data; are cost effective and value adding; drive a high performance culture and enable the organization to attract and retain high caliber employees. The Sr HRIS Advisor reports directly to the Vice President of Human Resources. The successful candidate will be able to:
    11. 11. More on the website: • Other pages to mine: – Management team – About us – Blog posts – News or Media Room (c)2010, 2012 Donna Shannon
    12. 12. Resource #2: News and Media • Focus on local sources: – The Denver Business Journal • Data base of many local and national companies • – Colorado Business Magazine • – The Denver Post • Mainstream News • – Westword • In-depth cultural impact • (c)2010, 2012 Donna Shannon
    13. 13. (c)2010, 2012 Donna Shannon Sample of Denver Business Journal
    14. 14. Resource #3: Networking Groups • Obvious target: – a direct connection to the hiring manager (aka the Holy Grail) • More likely: • Current or past employee of the target company • Someone who knows someone at the target company (c)2010, 2012 Donna Shannon
    15. 15. What to ask former and current employees: • Names of managers • Hiring procedures • Company culture • Company challenges (c)2010, 2012 Donna Shannon
    16. 16. Other Cool Websites • • User reviews of companies and their interviews • • Recruiters’ tool for company research • • Free data-rich company information • Professional Associations • Look for the volunteer Board • Chambers of Commerce (c)2010, 2012 Donna Shannon
    17. 17. Resource #4: Social Media (c)2010, 2012 Donna Shannon
    18. 18. Missed the target manager? • ALL senior managers are your target • Send resumes to ALL possible decision- makers (c)2010, 2012 Donna Shannon
    19. 19. SO YOU GOT THE NAME… Now what? (c)2010, 2012 Donna Shannon
    20. 20. DON’T Contact yet… • Don’t ask for an introduction • Don’t send an Inmail through (c)2010, 2012 Donna Shannon
    21. 21. Get to know your target as a person… • Interpret their LinkedIn profile • Look for LinkedIn involvement • Check out their Twitter feed • Google for the dirt (c)2010, 2012 Donna Shannon
    22. 22. LinkedIn Profiles • Look beyond the basics and read the summary.. (c)2010, 2012 Donna Shannon
    23. 23. Profiles: Groups and Applications What do they care about? What message are they sending? (c)2010, 2012 Donna Shannon
    24. 24. tip: Having trouble seeing details on profiles? • Join large groups for your location and industry (c)2010, 2012 Donna Shannon
    25. 25. Profiles: Past Experience • Can you relate? (c)2010, 2012 Donna Shannon
    26. 26. Profile: Additional Information If you get lucky, they may tell you about personal interests… And contact information (c)2010, 2012 Donna Shannon
    27. 27. Speaking of Twitter… • Get more insight into interests, personality and professionalism. (c)2010, 2012 Donna Shannon
    28. 28. Twitter and the company profile • Compare the hiring manager to the company (c)2010, 2012 Donna Shannon
    29. 29. Google: what’s the buzz? • The Company • The Names (c)2010, 2012 Donna Shannon
    30. 30. NAILING THE CONTACT INFO How you reach them is just as important as what you say (c)2010, 2012 Donna Shannon
    31. 31. Reach out and touch someone… • Direct Email • Snail Mail and Variations • LinkedIn connections (c)2010, 2012 Donna Shannon
    32. 32. Determining the email address • Scrutinize website for patterns • Call the front desk – Magic phrase: “I’m sending an email to So-N-So’s but I’m not sure if I wrote it right. Is it “ (c)2010, 2012 Donna Shannon
    33. 33. Proven Personal Touch Method • Send a hard copy directly to the manager – Targeted cover letters can win the assistant – Variations for impact: • Priority Mail ($4.90 for flat rate envelope) • Express Mail or Fed Ex (average $14.95 for USPS) • Courier Service (varies - $20 to $30) (c)2010, 2012 Donna Shannon
    34. 34. Important note: • Paper Rules: – Use high quality resume paper – Light color – High quality printing Your worth WILL be judged by the presentation (c)2010, 2012 Donna Shannon
    35. 35. Showing up in person • Can be a risk: – Receptionists are guard dogs – Be sure to dress appropriately – Give resume in sealed package marked “Confidential” (c)2010, 2012 Donna Shannon
    36. 36. WHAT TO PUT IN YOUR COVER LETTER Grab ‘em and hold ‘em (c)2010, 2012 Donna Shannon
    37. 37. Personal Cover Letters • Must always include: – Understanding of the company – Passion for the job – How you can help by: • Solving problems • Making money • Saving money (c)2010, 2012 Donna Shannon
    38. 38. Understanding of the industry sample • Start with current news • Write about your understanding of the industry • Tie in your personal experience • Ask for the job your want • Conclude with your contact information (c)2010, 2012 Donna Shannon
    39. 39. NO RESPONSE? The game’s not over yet (c)2010, 2012 Donna Shannon
    40. 40. What the hiring manager does… • He will call HR, not you – Resume resurrection – Ensures you will get a diligent interview (c)2010, 2012 Donna Shannon
    41. 41. Essence of the Personal Touch (c)2010, 2012 Donna Shannon 1. Find the name 2. Figure out who they are 3. Get your resume in their hands
    42. 42.   Social Media: Twitter: @DLShannon  Networking Group on Brown Bag Job Search Group The Personal Touch Career Services (c)2010, 2012 Donna Shannon