In every job search, there is a time to be a marketing pro and a time to act like a salesperson. Getting your resume and LinkedIn profile up to snuff is marketing. Unfortunately, all that work could be wasted. Because of the way applicant tracking systems use AI to filter applications delivered to a recruiter, there’s a good chance the gorgeous resume you submitted was never read by anyone, much less the hiring manager.
So, now it’s time to put on your sales hat. Every sales executive knows the key to success is to identify and make contact with the decision maker…not the gate keeper. In this situation, the decision maker is the hiring manager and HR is the gate keeper.
There’s some detective work involved too. Use LinkedIn’s People Search capability to identify the hiring manager. You may also find
this information on the company’s web site, especially if it’s a small organization or a nonprofit, but with LinkedIn, you can see if you have any connections in common with hiring manager. If you do, ask your contact to introduce you.
If you can’t find anyone in your network who can introduce you, then introduce yourself directly to the hiring manager. This will be in addition to applying according to the posting’s instructions. This means you’ll be applying at least twice. Do these simultaneously. Don’t wait to hear back from one before proceeding with the next.
When you contact a hiring manager directly, do so by using regular email. Don’t send them a message via LinkedIn. Put your introduction (cover letter message) into the body of your email and attach only your resume, in pdf format.
Do NOT ask the hiring manager to connect via LinkedIn when you’re first introducing yourself. If you don’t understand why I advise against this, please contact me.
Keep your message short but distinguish yourself by mentioning any specific experience and/or accomplishments that apply directly to the job. You may comment on any current positive news about the firm or the contact that you’ve found in your research. Also, look at their profile to see if you have anything in common you can use to break the ice.
If you aren’t able to identify the hiring manager or you don’t have a connection in common, check to see if you have any people in your network who work or have worked at the company. Contact them to gather information, such as the name of the hiring manager and email address.
What if you don’t hear back from either type of application? After about 5-7 days, follow up.
For smart tips to organize and keep your search on track, email me!
Mauri Schwartz
Mauri founded Career Insiders, a career consultancy, to help companies attain mission-critical talent, heighten executive visibility, and for individuals to achieve their career goals. She has had outstanding success providing executives with personal branding materials and coaching through personalized attention, ensuring that each client’s accomplishments are translated into an image that is uniquely theirs. She drives creative executive talent acquisition strategies, conducting full-cycle recruitment of top talent – higher quality, more quickly, and less costly. With a keen interest in knowing what makes people tick and how businesses work, Mauri dives into learning everything she can, treats every client as if they were her only client, and it shows in the branding success that her clients achieve. She enjoys her work and makes the collaboration fun. .
David on Building Great Products, AI and Tech Shifts
By David Fradin |
Untold Stories From the Early Days of Apple Computer
By David Fradin |
Product Success Issues: Uses of Artificial Intelligence in Product Success Management
By David Fradin |
