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The 2 Hour Job Search - Book summary

Book Summary of "The 2 Hour Job Search" by Steve Dalton

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The 2 Hour Job Search - Book summary

  1. 1. The 2-Hour Job Search By Steve Dalton Book Summary
  2. 2. Introduction ● Before 1990s job search was simple process ○ Look for ad in newspaper ○ Mail resume and wait for reply ● Fast forward a decade, online job sites have made “finding” job postings easy ● But Hiring managers don’t read all those internet job applications! ● Employers rely on internal referrals to decide whom to interview
  3. 3. Introduction ● Pareto Principle - 80% of the results come from 20% efforts ● Job search today requires three steps ○ Prioritize ○ Contact ○ Recruit
  4. 4. Pre-requisites for following book’s advice ● Spreadsheet software ● Email Program - Outlook etc. ● LinkedIn Profile
  5. 5. STEP 1 : Prioritize ● The LAMP method ● L = List ● A = Alumni ● M = Motivation ● P = Posting ● This is method of prioritizing target employers
  6. 6. STEP 1 : Prioritize ● Make list of target employers ● List to have 40 employers at least, the more the better ● Most of the employers will be eliminated along the way LAMP (List)
  7. 7. STEP 1 : Prioritize ● How to select 40 employers ○ Divide in 4 parts ■ Dream employers ■ Alumni employers ■ Posting search ■ Trend-following LAMP (List)
  8. 8. STEP 1 : Prioritize ● Dream Employers ○ Type any dream employers in L column of spreadsheet ○ Better if dream employers share common traits ○ Remember: Resist the urge to search more about an employer at this stage, confine only to the name. LAMP (List)
  9. 9. STEP 1 : Prioritize ● Alumni Employers ○ Look for employers for which your school’s alumni works. ○ Again target is to just get the ‘names’ , do not go further in researching , that will come later. ○ Also, do not take alumni contact details at this stage. Focus only on getting more employer names. LAMP (List)
  10. 10. STEP 1 : Prioritize ● Posting Search ○ Search for job postings that interest you. ○ Author finds more comprehensive than other job search sites ○ Again, do not click further on postings for details- just get the name of the employers. LAMP (List)
  11. 11. STEP 1 : Prioritize ● Trend following ○ Google trends in your target industry ○ Find out what employers are listed in the articles that you find. ○ Read the articles at a macro level, skim for employer names LAMP (List)
  12. 12. STEP 1 : Prioritize ● TIP FOR INTERNATIONAL STUDENTS ○ Check to find out which employers offer H1B work authorization ○ Better if your LAMP list consists of such organizations LAMP (List)
  13. 13. STEP 1 : Prioritize ● In alumni database, search via ‘employer’ search field and find out if there is anyone working with your target employers. ● If yes, put “Y” in front of the employer name in spreadsheet- or else simply “N” ● Remember again, no further research at this stage! LAMP (Alumni)
  14. 14. STEP 1 : Prioritize ● Assign target employers in the L column a qualitative score of 1 to 5, assessing your motivation to approach each. ○ Award a score of 5 to targets you find most motivating, followed by 4 and 3. ○ Score of 2 to employers with which you are familiar but find least motivating ○ Score of 1 for employers you are completely unfamiliar with ○ REMEMBER: NO research at this stage also, if you don't know an employer do not Google it, just award score of 1. LAMP (Motivation)
  15. 15. STEP 1 : Prioritize ● Again search on, but this time search with employer name in search options according to your LAMP List. ● Find out if relevant postings are available, or ● if not , find out if any postings are available. ● Award Score of 3/4/5 - if relevant posting for employer are available. ● Award score of 2 - if any posting for that employer ● Award score of 1 - if no posting at all ● AGAIN!! NO FURTHER CLICKS. No research. Only see listings and fill in LAMP list LAMP (Posting)
  16. 16. STEP 1 : Prioritize ● Once LAMP List is complete, use Excel to sort the list in this order ○ Motivation - Larger to smaller number ○ Posting - Larger to smaller number ○ Alumni - reverse alphabetically (Z to A) ● Now Google employers with motivation score of 1 ● Not more than ONE MINUTE PER EMPLOYER ● If you find employer interesting , increase motivation score to 2 or 3 and reorder the list again WRAP UP Final sorted list
  17. 17. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Naturalize means to convert a “N” to “Y” - If you don't have an alumni in a particular organization, find alternative starter contact! ● Start from top of the final LAMP list and focus on employers with “N” in alumni column. ● Use following algorithm to convert “N” to “Y” ○ Most recent alumni database(already done) ○ LinkedIn (first degree/second degree connections) ○ Facebook ○ Fanmail ○ Cold Calls ● Use as needed Naturalize
  18. 18. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● LinkedIn ○ Search for Employer name in search options ○ First Degree Connections - people that you know, who are in your closest network ○ Second Degree Connections - People who work in that company and know someone in your first degree connection ○ Group connection - People who work in that company and are in one of your joined groups ○ Third Degree Connection - People who work in that company and know someone who knows someone in your first degree connections- Not much of a help! Naturalize
  19. 19. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● LinkedIn ○ Once you find contacts - write their contact info and name in email drafts, not on the LAMP list Naturalize
  20. 20. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Facebook ○ Post a status asking your network if they know anyone working in xyz corporation? Naturalize
  21. 21. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Fanmail ○ A.k.a Google Stalking ○ Google articles related to employer you want to search for ○ Find out contact of employees interviewed or mentioned in articles ○ Mail them telling you liked the article and asking 15-20 minutes of their time to discuss more Naturalize
  22. 22. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Cold Calls ○ If all else fails, call main telephone line ○ This is effective with smaller companies with human receptionists Naturalize
  23. 23. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● 5 point emails are shorter,generic and more effective ● First understand customer segments of job search process The 5-Point Email
  24. 24. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Curmudgeons ○ They will never write you back no matter how well crafted your email is ○ Worst segment of contacts The 5-Point Email
  25. 25. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Obligates ○ Obligates are motivated by guilt - maybe someone helped them during their time so they’ll feel obligated to help you ○ However, they don’t actually want to help- they’ll just try to relieve the guilt ○ Worse than Curmudgeons (who will never reply so that you know he/she won’t help, no further time wasted), while obligates may reply sometimes(to ease off their guilt) and then may never reply again. The 5-Point Email
  26. 26. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Boosters ○ They love their job, they genuinely enjoy helping people ○ They enjoy engaging with people from their own school or those who take interest in their job ○ Most helpful group of all ○ But in minority The 5-Point Email
  27. 27. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● 5-Point Email ○ 1. Fewer than 100 words ○ 2. No Mention of Jobs anywhere ○ 3. Connection goes first ○ 4. Generalize your interest ○ 5. Maintain control of follow-up The 5-Point Email
  28. 28. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Fewer than 100 words ○ More words mean ■ More grammatical errors ■ Accidentally alienate booster with your word choice/tone ○ Remember you’re targeting Boosters- the shorter the better The 5-Point Email
  29. 29. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● No mention of Jobs anywhere ○ Because ■ It’s unnecessary(because boosters know you’re obviously looking for a job) ■ It’s intimidating The 5-Point Email
  30. 30. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Putting connections first ○ Mention mutual contact in first sentence ○ This will make booster to pay attention to your email. The 5-Point Email
  31. 31. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Generalize your interest ○ If you generalize your interest in similar organizations while writing to your booster(instead of solely mentioning about his company) -- your booster may open up his network of other companies in case there is no job opening available at his firm The 5-Point Email
  32. 32. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● Maintain control of follow up ○ “I recognize this may be a busy time for you, so if we are unable to connect by email I’ll try to reach you next week to see if that is more convenient,” you demonstrate several key desirable traits.” ○ In this way, you demonstrate ■ Deference to their schedule ■ Commitment of making the connection happen ■ Sense of urgency The 5-Point Email
  33. 33. STEP 2 : Contact (Boosters,Obligates and Curmudgeons) ● The 3B7 Routine ○ Set two reminders in Outlook any time a 5-Point Email is sent to a new contact ■ Reminder #1: three business days later ■ Reminder #2: seven business days later ● If a response is received before Reminder #1 pops up, you likely have found a Booster—schedule an informational interview as soon as possible. Track ● If no response is received before Reminder #1 appears, initiate outreach to a second contact using the 3B7 Routine. ● If no response is received before Reminder #2 appears, follow up with the original contact. ○ Initiate contact with new target employers beyond Top 5 whenever a Booster has been identified, an employer is ruled out, or time permits.
  34. 34. STEP 3 : Recruit (Informational Interviews) ● Focus of informational interviews ○ To build rapport ○ To gain usable information ● Informationals is three step process ○ Small talk ○ Question and Answers ○ Next Steps ● “Selfless informational interviewer is the best interviewer” Research
  35. 35. STEP 3 : Recruit (Informational Interviews) ● Carry out research to gain 80% info from 20% effort ○ Conduct external research. ■ See DataMonitor360 analysis (when available) ■ Review positive headlines on front page of target’s website. ■ Google both interviewer and employer for any negative headlines. Research
  36. 36. STEP 3 : Recruit (Informational Interviews) ● Internal preparations ○ The Big Three Questions : You should be well prepared for these ■ “Tell me about yourself.” ■ “Why are you interested in our company?” ■ “Why are you interested in our industry and/or function?” Research
  37. 37. STEP 3 : Recruit (Informational Interviews) ● Phase 1 : Small Talk ○ Small talk should occur naturally, but can be induced systemically if it does not. ■ “How is your day going?” ■ “What are you working on?” ■ “What path did you follow to join your employer?” Discuss
  38. 38. STEP 3 : Recruit (Informational Interviews) ● TIARA is the guide for Q&A: ● T = Trends ● I = Insights ● A = Advice ● R = Resources ● A = Assignments Discuss
  39. 39. STEP 3 : Recruit (Informational Interviews) ● TRENDS ○ “What trends are most impacting your business right now?” ○ “How has your business changed most since you started?” ○ “How do you think your business will change most dramatically in the next several years?” Discuss
  40. 40. STEP 3 : Recruit (Informational Interviews) ● INSIGHT QUESTIONS ○ “What surprises you most about your job/your employer?” ○ “What’s the best lesson you’ve learned on the job?” ○ “What’s been your most valuable experience at your employer so far, and why?” ○ “If you had to attribute your success at your employer to one skill or trait, what would it be?” Discuss
  41. 41. STEP 3 : Recruit (Informational Interviews) ● ADVICE QUESTIONS ○ “What can I be doing right now to prepare myself for a career in this field?” ○ “If I got hired, what should I be sure to do within the first thirty days to ensure I get off to the fastest start possible?” ○ “What do you know now that you wish you’d known when you were my age or in my position?” ○ “If you were me, what would you be doing right now to maximize your chance of breaking into this industry or function?” Discuss
  42. 42. STEP 3 : Recruit (Informational Interviews) ● RESOURCE QUESTIONS ○ “What resources should I be sure to look into next?” and alternatively: ○ “What next steps would you recommend for someone in my situation?” Discuss
  43. 43. STEP 3 : Recruit (Informational Interviews) ● RESOURCE QUESTIONS ○ If your booster gives you relevant contacts who you can contact - thats a jackpot ○ If he instead asks what kind of resources you’re looking for, don’t directly ask for contacts, and use following questions to get information ■ “What resources—for example, websites, blogs, or magazines—do you read regularly to keep current on your industry?” Discuss
  44. 44. STEP 3 : Recruit (Informational Interviews) ● ASSIGNMENT QUESTIONS ○ “What project (or projects) have you done for your employer that you felt added the most value?” ○ “Have any projects increased in popularity recently at your organization?” ○ “Have you had interns or contractors in the past? If so, what sort of projects have they done?” ○ Answers to these questions useful in job interviews where you can explain what sort of project you can work on Discuss
  45. 45. STEP 3 : Recruit (Informational Interviews) ● Phase 3 : Next Steps ○ If a referral is offered, commit (and schedule) yourself to follow up in two weeks. ○ If a referral is not offered, transition to Two-Part Informational Closing. ■ 1. Ask if it is OK to reach out again? ■ 2. Set a reminder and reach out again, follow any advice (if offered during initial conversation) and mention it Discuss “ Our time is up, but thank you so much for your time today—you’ve given me a lot to think about, and it sounds like you’re working for a great organization. I’m going to take a few days to process all of the information you’ve shared. If, on reflection, it seems like your organization and I may make a good mutual fit, is it OK if I reach back out to you to get your recommendations for how best to proceed from here? “
  46. 46. STEP 3 : Recruit (Informational Interviews) ● Set monthly reminders to update those with whom you’ve conducted informational interviews. ○ i) First update email should recap advice given and benefits gained, ending with a request for additional suggestions. ○ ii) Subsequent updates serve primarily to update contact on your progress and request any additional suggestions. ● Time spent “harvesting” Boosters will grow as progress is made, but should remain minimal compared to outreach to new targets on LAMP list. ● Repeat Steps 2 and 3 until contacts lead to interviews and employment! Follow Up
  47. 47. THE 2 HOUR JOB SEARCH By Steve Dalton Book Summary