The document provides a guide on how to effectively track down hiring managers when applying for jobs, emphasizing that managers are eager to find candidates who understand their needs. It outlines several strategies for locating hiring managers, including using company websites, news sources, networking groups, and social media platforms. Additionally, it advises on the best ways to contact these managers to increase the chances of securing an interview and emphasizes the importance of tailoring approaches based on research.

1. Track Down the Hiring Manager:It’s Easier Than You ThinkPresented by Donna ShannonCoyote Visions Consulting720-341-8229www.coyotevisions.com

2. Coyote VisionsInnovative tools for job seekersOur Mission: To help job seekers of all levels achieve their employment goals through solid, practical advice and servicesWe offer resume services, interview coaching, job search strategy development and group classesOver 8 years in corporate recruitment & placementDonna’s book, “Get a Job Without Going Crazy” is available on Amazon.com and the Tattered Cover in Denver

3. For the purpose of this presentation, we will be discussing how to track down a hiring manager based on posted job – such as one advertised in Monster.com, CareerBuilder.com and even craigslist.comIn cases where the job is not advertised, the same procedures would be followed – however, it is up to you to select target companies and start the research without the benefit of a job posting.Important note:

4. The Hiring Manager wants to hire you They just don’t know who you are yet

5. They posted the job for a reason – they need help!Issues with HR procedure can hinder their own effortsHiring managers are just as frustrated as you are…

6. Added requirements to job descriptionsScreening based on procedure, not meritLengthened processedLack of understanding on technical requirementsWays HR blocks the hiring process:

7. They know exactly what they are looking forIn both technical requirements and personalityAn actual human being will read your resumeNeutralize the unfair screening tacticsYour research will pay offA chance to demonstrate your industry knowledge, expertise and follow-through skillsWhy you should contact the hiring manager:

8. Most of all, managers want to hire:Someone who wants to work for themWho understands the industry and competition AND…Who really understands their NEEDSThe Personal Factor

9. Who’s in charge?Your first challenge: find that name…

10. Company’s websiteNews SourcesNetworking GroupsSocial MediaResources for finding that name:

11. Resource #1: the WebsiteStart with the job description on employment pageLook for:Report – to’sUsually just a titleCan be in the introductions or in job descriptionDivisionsLocations

12. Other pages may contain info on your target:Management teamAbout usBlog postsNews or Media RoomMore on the website:

13. Since managers want to hire interested candidates, get very familiar with:Corporate missionTheir products and servicesTheir competitionTheir challenges All of this will give fuel for your cover letter – and that is your foot in the doorKey information you better find

14. When tracking down local decision-makers, search the local news resourcesThe Denver Business JournalData base of many local and national companieswww.denver.bizjournals.comThe Denver PostMainstream Newswww.denverpost.comWestwordIn-depth cultural impactwww.westword.comResource #2: News and Media

15. Sample of Denver Business Journal

16. ALL senior managers are your target, not just the target jobConsider sending resumes to ALL possible decision-makersMissed the target manager?

17. Obvious target: a direct connection to the hiring manager (aka the Holy Grail)More likely:Current or past employee of the target companySomeone who knows someone at the target companyEven if not a direct line to HR or hiring manager, ALL contacts are valuableResource #3: Networking Groups

18. Names of managersHiring procedures Some companies won’t consider actions outside of set proceduresCompany cultureCompany challengesWhat to ask former and current employees:

19. Resource #4: Social Media On LinkedIn.com, use Advanced search to look for people based on:CompanyLocationDivisionTitle

20. ALL connections in the right division are valuable…Missed the target?

21. Having trouble seeing details on profiles?Join large groups for your location and industryLinkedIn.com tip:

22. So you got the name…Now what?

23. Don’t ask for an introductionDon’t send an Inmail through LinkedIn.comBoth of these tactics are seen as creepy or pushy – or are completely ignoredDON’T Contact yet…

24. Interpret their LinkedIn profile, don’t just read itLook for LinkedIn involvementCheck out their Twitter feedGoogle for the dirtGet to know your target as a person…

25. Look beyond the basics and read the summary..LinkedIn ProfilesLook at style as well as substance – all business? Any personal information? Can you relate?

26. What do they care about? What message are they sending? Profiles: Groups and ApplicationsGroups can also be leads for other connections and information

27. Is the information focused? What did they do in the past? Can you relate, or does their experience reflect your own career goals?Profiles: Past Experience

28. Look at both who they recommend and the recommendations written for themWhat are they best known for?Profile: Recommendations

29. If you get lucky, they may tell you about personal interests… And contact informationUsually positioned very last on the profileLook for other links: website, blog, TwitterProfile: Additional Information

30. Follow your targets on Twitter to get more insight into their interests, personality and professionalism.Speaking of Twitter…Even those who don’t tweet much gives indication to their preferred communication methods…

31. How does your individual target compare with the official company Twitter site?Twitter and the company profile

32. Look at all three facets:The CompanyThe NamesA general listing, like “Target Company Executives” to reveal names you might have missedGoogle: what’s the buzz?

33. Nailing the Contact InfoHow you reach them is just as important as what you say

34. Direct EmailSnail Mail and VariationsLinkedIn connectionsUnless you know someone extremely well, don’t ask for the introduction (don’t be creepy or pushy)The best ways to reach out and touch someone…

35. Scrutinize websiteLook for ANY person’s email address, and then copy the patternCall the front deskGolden phrase: “I’m updating our mailing list, and I want to confirm So-N-So’s email address.. Is it joe.schmoe@company.com? Determining the email address

36. Will probably be caught by the assistant, but targeted cover letter can get through the screeningVariations 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)Snail mail and variations

37. When sending a hard copy resume and cover letter, always use high quality resume paper –Your worth WILL be judged by the presentationImportant note:

38. Can be a risk:Receptionists are trained to deter people just like youBe sure to dress appropriatelyCan ask for the hiring manager, but don’t expect to see himGive resume in sealed packageOtherwise, it will be routed to HRShowing up in person

39. No Response? The game’s not over yet

40. He will call HR, not youCan rescue your resume from the rejection pileEnsures you will get a diligent interview, not just “going through the motions”What the hiring manager does…

41. A recap:Find the name:Read the websiteCheck the newsUse your networkHit the social mediaFigure out who they are:Interpret to data to target your cover letterGet your resume in their hands:Method is everything

42. Write down 5 target companies and what you want to do for themACTIVITY: