Quit applying to jobs
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Quit applying to jobs: start pursuing companies
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Quit applying to jobs
- 1. Quit applying to jobs Start pursuing companies
- 2. Today, let’s… • Identify the gap • Understand you’re always marketing • Leverage what (and who) you know
- 4. What do you want to be when you grow up?
- 6. Wanting a change does not mean you’ve diagnosed what needs changed.
- 7. Understand the culture, then the role.
- 8. Assess the culture • Very personal place. People seem to share a lot of themselves. • Dynamic and entrepreneurial. People are willing to take risks. • Results-oriented. People are achievement oriented. • Structured. Formal procedures govern what people do.
- 9. Assess the culture • The glue that holds the organization together is loyalty and trust. • The glue that holds the organization together is innovation and development. • The glue that holds the organization together is achievement and goal accomplishment. • The glue that holds the organization together is formal rules and policies.
- 14. “Trying to recruit people through a really tired 500-word text-only job posting is probably not the best strategy for success.” –Kathryn Minshew, CEO of The Muse
- 17. I’VE GOT THE POWER
- 18. What does it mean for today’s job seekers?
- 19. Lots of candidates fit a role’s requirements.
- 20. Few fit company, team, and role requirements.
- 23. Become the marketer • Get in front of the right recruiters • Exercise: • Look back at earlier answers. (ex. innovation + personal place) • How apparent are those themes on your profile? • What experiences/wording/results would attract those companies?
- 26. Leverage what (and who) you know
- 28. Leverage • Does my resume, LI profile, interview examples showcase the kind of company I'm looking for? • Who do I know that could connect me to these companies? • Did I vet the company as much as they vetted me?
- 29. Wrap up • Identify the gap. • Understand you’re always marketing • Leverage what (and who) you know
- 30. Thank you.
Editor's Notes
- Everyone wonders: how do I navigate a career path? When it’s time for another role, how do which jobs are worth applying for? As a recruiter, I know there are great people for every role. But I don’t always get to hear from them. We also know the average employee tenure is 3 years and you will have to navigate that career path sooner rather than later. Wo, what I want to talk about today is: When you get to the point it’s time, how can you be prepared? How do you align your next opportunity, not just your next job? How do we shift the framework of the search from “searching for a job” to “searching for the career step”? You must look at the next step like a portfolio of investments and weighing the upside, not choosing a job based on bullet points.
- Today, let’s discuss Identify the gap. You should know what kind of culture, opportunity and job align with your needs. This moves you from applying to 30 jobs on job boards and researching the ones that move you forward TO applying to 10 jobs that really fit the culture AND role you want AND doing everything in your power to land one of those 10 jobs. Understand you’re always marketing. Half a billion InMails were sent on LinkedIn. If you aren’t working to make your profile, resume and interview match, you are missing opportunities. Leverage what and who you know. If you start leveraging your network when you want a role, you’re too late. You should always be working on this.
- We’re conditioned to think about our jobs as an end game. What do you want to be for Halloween? What’s your college major going to be? What do you want to do with your degree? Where does your next step lead? Yet, when it comes time to search for the job, how does it actually work?
- We start to look for a job thing; or we land a job and realize, it’s not the right job thing. At some point, we reach discontent. We have to change our framework. But I’d rather you explore then just listen to me talk.
- I’ve asked people two different questions. When I ask: “tell me about your new role,” they tell me about a title and bullet points. When I ask: “tell me about your ideal next step,” they give me very different responses. They tell me: “Don’t feel like it’s a place I can grow.” “Not challenged in the work anymore.” “Don’t feel like I’m making an impact.” It’s not enough to wake up and say you want to change, then start perusing job boards. Most often, people look to change the duties of the job without fulling understanding what they’re trying to change.
- The following slides are part of a larger assessment called the OCAI. We will go through a few slides around culture specifics but I encourage you to try the entire assessment online. What it will help you determine is your current culture, your preferred culture and the overlap between the two. You should start here before ever looking at a job board. Culture assessment #1: Dominant characteristics - if you knew nothing else about the culture, this is how people would describe it. - Choose two of the four. Share your response with a neighbor.
- Culture assessment #2 - Organizational glue - When things are going absolutely terrible/when you’re stuck in a rut, how does the organization pull itself out? - Pick two. Share your response with a neighbor.
- Who here is in marketing? How do you work to get someone to buy your product? How do you get someone interested? You need to start thinking like a marketer. You need to work on your brand.
- In the past (5-10 years ago) recruiting functioned much differently. Recruiters worked to disqualify candidates. Great resumes won. We had to post job descriptions and then funnel candidates through. Job boards reign supreme. Message to candidates was: “You could be a fit for this role.”
- Tension point in recruiting right now. Most companies realize posting jobs, praying for candidates and then sorting through resumes will not get you the person you need.
- But that’s shifting. Now: Candidates have the power. Recruiters work to persuade candidates to the company and the role. Great companies win. Online reputation reigns supreme. Message to candidates is: “This role could be a fit for you.”
- **ACTIVE V. PASSIVE CANDIDATE** The active candidate is either a) unemployed and searching or b) unhappy and searching. Only makes up 20%(ish) of candidates. The passive candidate. I'm good where I'm at. Really enjoying my team and my work. Never look at job boards. Looking at only active doesn’t build my recruiting pipeline. Only being prepared when I’m looking means I could be missing opportunities. If 65% of candidates are passive, where do you think I'm spending my time as a recruiter? AND if that's the case, I'm not just competing against the job of a passive candidate, I'm competing against their current experience. THE RECRUITING CONVERSATION IS SHIFTING TO COMPANY CULTURE AND CAREER PATH. What does that mean for you?
- It is not your job to get in front of all recruiters. It’s your job to get in front of the right recruiters.
- You become the marketer. How are you leading the right companies to find you? If you’ve identified the gap - then call it out. * LOTS OF CANDIDATES FIT A ROLE'S REQUIREMENTS. FEW FIT THE COMPANY, TEAM AND ROLE. * Ex. Not-as-good marketing. (You tell me your roles + generalities around the company) * Ex. Good marketing (You give me insight into what's important to you, not just what you've done) * Pull examples of this. * Exercise: * If you have 90 sec. to talk with me, what 3 things are important to you in a culture? What values/mission align with what's important to you? * Pull up your LinkedIn profile. How apparent is that interest on your profile? * As you start to look at other companies, or type of companies, (ex. finance industry, startups, mission-driven cultures) how do you work to align that message with what you're seeking?
- Example of my profile. Things important to me: Personal place, results-oriented, loyalty and trust, achievement and goal development. Matches up with my OCAI culture assessment.
- If you’re gap is culture based, then start curating a list. Google key terms. Look into those companies Search Glassdoor - search by ratings/popularity Not a huge list, but may help for ideas - look on The Muse If you’ve got an idea of the area of the business (sales), it’s ok to search sales roles - but your first step should be to look at the company, not the job description. If you know you want something personal, pay attention to what your friends share on FB. If you want something innovative, get plugged into the entrepreneur scene in your city. This doesn’t mean because you’ve identified certain traits, you’ll find 5 companies tomorrow. It means, you’re intentional about what opportunities (role, team and company) fit what you’re looking for.
- Ok, so you know what kind of company you’d like. You’re now marketing to that kind of company appropriately; when you make the choice to move, then what.
- Applying to 30 jobs on job boards and researching the ones that move you forward is a tired strategy. You can still look at job boards for leads on roles; however, if you know what kind of company you’re looking for, then only apply to 5 jobs that really fit the culture AND role you want . Then use your research to do everything in your power to land one of those roles. Check out: LinkedIn network feature and search by alumni. Ask them about their role/industry/company. Use the resources at your fingertips. On LinkedIn, under Jobs>preferences, let recruiters know you’re open to opportunities. Questions to help your research: What companies match my values? What companies will allow me to grow in a certain way? Who do I know that has worked in companies that match those values? Who do I know that's had a career path I admire (note - it shouldn't be a title they have) (Write your own job description w/o a title)
- Does my resume, LI profile, interview examples showcase the kind of company I'm looking for? Who do I know that could connect me to these companies? What are the current roles at the company? Could I use that as an in to the company? Ex. I saw you were looking at a sales role. While that's not my ideal career path, I'm very interested in your company. Would you have 10 min to discuss so if something aligns I may be of use in the future? Did I vet the company as much as they vetted me? Don't leave the interviewing to your interviewer alone.
- Gap: Diagnose what needs changed before you start searching. Marketing: Align your messaging with the gap. Recruiters are looking. Leverage: Research environments you want to be at and do everything you can to make that a reality.
- You don’t have to know what you want to be when you grow up. You just have to know what you’d like to try next.