Get a foot in the door without putting one in your mouth
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Dear Joan:
I read your column religiously and it’s helped me so often. Now, I need a quick answer because I’m hoping to go after a job I want. I read an article recently that profiled a local company. The company sounds like something that follows my career path to a "T." I am currently seeking a new position and believe I’d be a good fit for this company.
I’m very excited about it, but I don’t know how to best approach them. If I send an unsolicited resume, they’d probably "file" it. How do I get in the door? It’s such a good fit, but the article was just a profile, not a want ad. Help!
Answer:
Because most companies are scrambling for good employees, you stand a good chance of getting in the door. However, it takes some finesse to turn it into a job offer. Here are some tips and a step-by-step plan to make it easier.
1. Go through the article to find names and titles of people who were featured. Choose the person who is the central figure in the story, or the person who would be in the best position to hire you. This is the person you will contact. In addition, place a call to the main number at the company, and ask the receptionist to send you some information about the company.
2. Next, prepare a "script" that you will use when you call to congratulate him or her on their story. The script should contain several bullet points you want to cover, rather than a word-for-word dialogue.
Here are some suggestions:
- Congratulations and why you liked the article so much.
- A few pertinent questions about the company, or ask about his or her job.
- A brief sentence or two about your background, with a "hook" that will make the person ask more questions about your background. (Example: "Your story was exciting to me because of the work I’ve been doing in X and Y.")
- Several "mini-stories" about results you have achieved. These examples must provide proof that you are someone who would be a great addition to his or her company.
- Offer to send related information (articles, ideas, data, etc.) that would be helpful to him or her in the work they do.
- If there seems to be interest, make a specific request, such as to review your resume or to meet for an informational interview.
- Plan to make the call in early morning, lunchtime, or late afternoon, when the person is most likely to be sitting at his or her desk. It also gives you a better chance of avoiding a gatekeeper, who would want to know what your call is about. However, if you do reach an assistant, simply tell the person that you are calling to compliment the person about the recent article and to ask a few questions about it. If you reach voice mail, leave a very brief message, explaining that you were very interested and impressed with the article in which they were featured, and you would like to discuss it with them. Leave a time when you can be reached (leave your notes by the door) or offer to call them back.
If you have a difficult time connecting by phone, write a letter to introduce yourself first. The risk you take, however, is that you will then be forced to explain that you are interested in a position with the company, before you have a chance to build some rapport and sell your credibility. If he or she has no openings, the person may send it to Human Resources or simply not respond. The advantage of calling is that you are able to connect on a personal level first. You may be able to skip right past the screening process to the first "interview."
When you finally connect with the person, make sure you spend enough time congratulating the person and allowing him or her to talk about themselves and their own accomplishments. If you jump in too soon and push your own agenda, your congratulatory remarks will seem hollow and self-serving. Keep in mind that your first contact with the person is intended to make their acquaintance, which could potentially lead to other meetings or other people in the organization. If you look upon your first conversation as the only chance you’ll get to ask for a job, you will sabotage your own efforts by pushing too hard and too fast. However, if your first conversation naturally leads to the topic of a job, you’ll be ready with your bulleted script.
If your conversation appears to be ending without getting to enough of your agenda, it’s appropriate to say, "I’ve really enjoyed talking with you and hearing about the work your organization is doing. I wish you continued success. You know, the more I’m hearing, the more I’m interested in finding out if there would be an opportunity there for someone with my background. Who would I speak to about that?" If the person was favorably impressed with you, he or she will be more willing to meet you personally, or refer you to someone else in the organization. Even if neither is forthcoming, ask to whom you could send a resume. In any event, your question is likely to force the person to ask you more questions about your background, to determine if, indeed, you would be someone worth talking to or referring.
This may seem like a lot of effort, when you don’t even know if a job exists, but networking like this is the best way to find your ideal job. Even if it doesn’t result in a job now, I know of many cases where it turned into a job later. For instance, the contact might remember you six months from now when a job does open. Or, in some cases, they will create a job for a special person with the right skills. That person could be you.
Do you need answers to tough job hunting questions? Are you looking for some added punch to help you stand out from the crowd? Joan Lloyd’s has developed job hunting tools that can help you to maximize your job search:
Savvy Negotiation Strategies to Get Paid What You’re Worth on a New Job (Detailed, 8-page PDF by email – no shipping charge)
Easy, Step-by-step Guide to Using the Internet to Land a Great Job (Detailed, 10-page PDF by email – no shipping charge)
The Resume That Opens the Door and the Interview That Gets the Job (Detailed, 37-page PDF by email – no shipping charge)
Joan Lloyd has a solid track record of excellent results. Her firm, Joan Lloyd & Associates, specializes in leadership development, organizational change and teambuilding. This includes executive coaching, 360-degree feedback processes, customized leadership & presentation skills training, team assessment and teambuilding and retreat facilitation. Joan also provides consulting skills training for HR professionals. Clients report results such as: behavior change in leaders, improved team performance and a more committed workforce.
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