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Written by: Barb Buckner | ChicagoHRCoach
#JobHuntChat on Twitter is held every Monday at 10pm ET where HR pros and Recruiters shared their advice for today’s jobseekers. This week, we asked our HR professionals and Recruiters to share some of their advice to Jobseekers about how to “Job Search like a Recruiter”.
Here were the questions posed and advice given:
Q1- How would you job search like a recruiter? Have you used a Boolean Search?
Remember we said not all jobs are advertised? Boolean strings help you find postings outside of job boards. Believe it or not, you already – in a way – use Boolean strings when you do a Google search. Just search key words for a job. The difference in a key word search and a Boolean string is the use of AND, OR and quotes around words to narrow results.
How to start?
Do some key word searches (i.e “Operations AND Management”) that will give you all possible jobs then, add AND State.
Google operators are your friend. Site: In title: Location:
I find “+ and –“ to be very effective in narrowing down results.
Combined with commonly used ATS’s is useful. Good sites to try are: /Taleo.net or Brassring.com .
Even on sites like Indeed.com, you can use these tips to better narrow your results.
Q2- What are the pitfalls of going to the source with a cold call, or email to them?
There are many opportunities out there. Worst is you receive no response. If you aren’t afraid to pick up the phone, do it and engage about the opportunity. But, make sure you have planned out how you will present yourself on the phone before you call – script it out if you have to. You want to tell them right away 1) who you are and 2) why you are calling…get right to the point and they may be more inclined to take the time to talk to you.
Many prefer warm introductions as a way to weed people out. Referrals are the best way to open that conversation with a Recruiter or Hiring Manager.
If you are cold calling based on a job posting, make sure they don’t include “no phone calls” Cold calling will bite you. Calling will come off as imposing and infringing on their time. Email is more respectful and cordial. They may see you as needy not resourceful. Keep it to the point, make your point & move on.
Often times the jobs are not posted, make a call, the worse is they don’t answer, the best you engage for the position. You have the risk of turning the person off with a cold call, however, you could also create a new opportunity.
BIGGEST TURN OFF according to Recruiters and Hiring Managers:
Do not leave a cold call message saying:
> “I’m perfect for the job you posted so call me” without letting me see your resume first.
> “Hi…, I saw your opening and was looking to discuss it with you. I fit your qualifications. Give me a call at your convenience.”
Bottom line: Remember – you are seeking the job so your job is to sell yourself. Have a prepared approach before you start reaching out.
Q3- What do you say on the cold call or email?
A great way to “get their attention” on a cold call/email is to find one thing to focus on and how it will benefit them. Simply state how my previous track record in a similar role and organization would translate to success in their organization. Keep it under 100 words. In fact, have a script, but don’t sound too rehearsed. Needs to be authentic.
Never mention “I have tried to reach you before” like you are trying to guilt them into calling you back – it won’t work. Don’t forget that Caller ID tracks missed calls – so 15 calls in 2 days is NOT advised even if you don’t leave a message…they will know.
Key point: Be honest, be real, and engage before asking about a job so you don’t come across as being desperate!
Use phrases like:
> “I would like the opportunity to talk some more on this” – don’t go right to wanting the interview.
> “I’ve been following your company. I would like to learn more about *x job* and I’d like to meet because….” – give a quick sales pitch as to why you would be ideal for their role.
Bottom line: If you do leave a message, track it and be patient!
Q4- Have you ever skipped over the normal app process and gone straight to the decision maker? What happened?
General consensus is that most have not skipped over the process. It’s not as easy as you think or always works out better for you. Some people have even had referrals try to get them further into the process but, depending on “how” the company wants to handle the hiring process you may get put back into the line with everyone else.
At times companies will skip the process for someone they want. Don’t take this personally in your job search as it will have less to do with you and your qualifications and more just their choice.
I would be very careful about skipping over the app process – not a good way to get yourself an interview. If it’s not a posted job, no problem reaching out to the decision maker but be prepared to get redirected to HR too.
Best advice: Still apply through the expected application process but you can 1) follow up personally with the Hiring Manager with a sales pitch to be noticed faster or 2) use your networking contacts to try and put in a good word for you to get your resume looked at.
Q5- What do you really think about the hiring process?
The hiring process is not set in stone. Depending on the company, each process can be unique. Some may make a decision after one interview, while others may take five. Doesn’t always mean that the company doesn’t know what they are doing – depending on the level of position, there may be more decision makers involved. Because there is no set hiring process that all companies use…you have to be flexible to their terms.
Some rely on invalid techniques: i.e. “Why is a manhole cover round?” Interviewers “think” using off the wall questions will help narrow there candidate pool, but in the end it won’t uncover your next star programmer…as Google found out.
Keep in mind – even those interviewing you may not know “how” to do it. It’s not a skill that is formally taught. Even when many HR professionals and Recruiters are the Interviewee, we have just as much frustration with the person conducting the interview…and are tempted to stop the interview to “school” them on the process.
Yes, sadly, there are still companies and Recruiters that don’t follow up with candidates after interviews to communicate decisions or where they are in the process so its frustrating to jobseekers.
In the end: Just because the hiring process may seem flawed – don’t think the company or the job will be. Try to stick it out and see.