Category: Networking

How to Get Found by Recruiters on Amazon.com

By posting intelligent reviews on Amazon.com about books in your field, you may be found by smart recruiters. This is a great short cut for being FOUND when you just Put America Back To Work don’t have time to blog.  Try it… it takes very little time and your review may become a ‘featured review’ on Amazon which will make finding you a snap.

Zero to 60 … learn to network like a Recruiter!

Want to know how Headhunters go from from Zero in 60 in under 30 seconds?Put America Back To Work

Headhunters network every day out of pure necessity.  That’s our life.  And More often than not I’ll have an assignment for “X,” — whatever “X” may be today —  and I’ve got to deliver,  even if I’ve never recruited an “X” before. That doesn’t stop me from completing the mission. Instead, there are tried-and true methods for locating, identifying, and recruiting candidates.

AND I’m going to blow the whistle on one of the best.

Networking with the Newly Departed

The following four steps show you how to do that for yourself.

Step 1: Locate Your Target Companies

Determine which companies you want to work for, how you can add value, and why they should hire you.

Step 2: Identify Who Runs the Department

Find out who is in charge of the area you want to work in. This generally means identifying a vice president or general manager. For companies with less than 50 people, it may mean the owner or president. You can get this information by calling the company and asking, “Who’s responsible for X” or by looking on the firm’s web site to find the person in that position.  Several methods for doing this are outlined in Chapter 5.

Step 3: Research Referrals

Find people who worked at this company in the past [that’s the newly departed part]—refer to Chapter 8 on Guerrilla Networking—call them on the telephone, and get information about:

  • The person you are targeting
  • The department the person runs
  • The company

Be sociable and ask these people how they liked working there.  Watch for any hesitation before they answer. The pause may be a clue that they don’t want to answer negatively and are framing a safe answer.

The reasons for asking most of the following questions should be obvious. Having said that, keep the following select questions in mind even though it may not be immediately clear why you need to ask them. This exercise will help you prepare for an interview at a later date.

You should ask the following questions in the order they are presented here:

About the Potential Boss

1. Did you work directly for [insert name of potential boss]?

—If the people you question did not work directly for the person, they may not be able to answer the questions 100 percent accurately, but their feedback may still be of value.

2. How long?

—Longer is better.

3. What is [insert name] like?

—What they mention first will be a dominant characteristic. You may need to push a bit to get the response.

4. What kind of person is [insert name]?

5. What kind of manager is he?

6. What does this manager look for in an employee?

—How does your experience compare to that of the people they normally hire?

7. How is [insert name] positioned in the company?

—This is a crucial question to confirm that you are targeting the right person.

8. Is [insert name] on the way up or down?

9. Does he have the ear of the president or owner?

—You need to know whether this person has the capability to hire you and can get the president to sign off.

MORE?

If you’re not scared off by now then Extreme Networking as taught in my book Guerrilla Marketing for Job Hunters is an option for you.  If you click the link below you can download sample chapters from the first book.  The newest book Guerrilla Marketing for Job Hunters 2.0 can be found at www.GM4JH.com

More: Download gm4jh_from_perrymartel.pdf

Turbo-Charge Your LinkedIn Network Using Google’s ‘X-Ray Search’!

By

Skip Freeman

Skip Freeman

This powerful Google function, used in conjunction with LinkedIn, allows you to search all public profiles within the entire LinkedIn database!

There are really only two limitations to using the Google X-Ray function: (1) If a person has marked his or her LinkedIn profile as “private,” Google won’t find them; and (2) The person has to have put the key words you are looking for in their profile. So, for example, if you are looking for a “Georgia Tech” grad, the person has to have used “Georgia Tech” in building his or her profile. If they used “Georgia Institute of Technology,” for example, then you won’t find them unless you do a second search using those key words. (Other Boolean operators such as OR and NOT don’t work as well in the X-ray command, either, so you’re wise to stick with the AND operator as you will see below.)

THE X-RAY: APPLICATION

• Go to www.google.com
• Copy and Paste the following search string into Google:

site:www.linkedin.com intitle:linkedin (“Chemical engineer” AND “Georgia Tech” AND “Georgia Pacific”) -intitle:profile -intitle:updated -intitle:blog -intitle:directory -intitle:jobs -intitle:groups -intitle:events -intitle:answers

What is in bold is REQUIRED, as it forces Google to look only at profiles. If you don’t put this in the Google search string exactly as shown, you will have returned to you all kinds of things that have absolutely NOTHING to do with PEOPLE (such as questions, answers to questions, information from news groups, polls, etc.)

The items in quotation marks and regular typeface, i.e., not in BOLD, within the search string above are your variables.

Examples (as of this writing):

• If I use the above search string, I find one person who is a “chemical engineer” at “Georgia Pacific” from “Georgia Tech” who has a public profile on LinkedIn who used those particular words in their profile.

• If I change “Georgia Tech” to “Georgia Institute of Technology”, I now have two people.

• If I want to find all Georgia Tech grads at Georgia Pacific, I would take out “chemical engineer” and use the following:

site:www.linkedin.com intitle:linkedin (“Georgia Tech” AND “Georgia Pacific”) –intitle:profile -intitle:updated -intitle:blog -intitle:directory -intitle:jobs -intitle:groups -intitle:events -intitle:answers

  • With this search string I NOW get 116 people.
  • If I change “Georgia Tech” to “Georgia Institute of Technology”, I get 221 people. Certainly some of these people might be the same people if they used both sets of key words in their profile. (NOTE – Some of these people may have been at Georgia Pacific in the past, so I can’t differentiate between current employees and former employees.)
  • If I want to find ALL names at Georgia Pacific, I can try to find hiring managers, people to network with, et al., I would use:

site:www.linkedin.com intitle:linkedin (“Georgia Pacific”) -intitle:profile -intitle:updated -intitle:blog -intitle:directory -intitle:jobs -intitle:groups -intitle:events -intitle:answers

  • When I do that, I get 9,320 people. WOW! That is a lot and I should be able to find good people with whom to network.

However, that also may be too many to manage, so if I go back and put in a qualifying key word such as “sales” I get 2,940 people. Here is that particular string:

site:www.linkedin.com intitle:linkedin (sales AND “Georgia Pacific”) -intitle:profile -intitle:updated -intitle:blog -intitle:directory -intitle:jobs -intitle:groups -intitle:events -intitle:answers

Use qualifiers within the parentheses to narrow or widen your search.

SO NOW, HOW DO YOU GET IN TOUCH WITH THESE PEOPLE?

__________________________________________________

Skip Freeman, President and CEO, The HTW Group (Hire to Win) Executive Search, and author of “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever! (http://www.headhunterhiringsecrets.com), has successfully completed more than 300 executive search assignments in just seven years for over forty companies. Specializing in the placement of sales, engineering, manufacturing and R&D professionals in industry, he has developed powerful techniques that help companies hire the best and help the best get hired.

A distinguished graduate of the United States Military Academy, West Point, he is a lifelong student of leadership, people and the principles of success. While serving in the U.S. Army Corps of Engineers and Chemical Corps, he also earned a Master of Science degree in Organic Chemistry from The Georgia Institute of Technology and a Master of Business Administration degree in Marketing from Long Island University.

Commando Job Search Tactic #1: Be Hunted

  Man with bullhorn Be Hunted.  Like Google, if you don’t rank among the first 3 people a recruiter thinks of when they’re starting a project… you won’t get “clicked” for the opportunity. 

Increase your visibility and expand your network by presenting at conferences, seminars – even usergroups.  Ask to be your company’s designated speaker.  You   can have someone else write the material if need be.  Public speaking is an effective job hunting technique.  Recruiters will beat a path to your door.

It's a million times easier for yoiu to answer the phone than to try and get an employer to talk to yoiu if you're looking for one  – right!

For more great Guerrilla ideas, grab your copy of our Free Audio.

David Perry and Kevin Donlin
Co-Creators, "The Guerrilla Job Search System"

 

 

Day 3 – The 12 Days of Christmas Job Hunting

Day 3

On the 3rd of Christmas — Guerrilla Marketing for Job Hunters revealed to me:

 

The 3 R’s of job-hunting

In grade school we learned the 3 Rs of Reading, wRriting and aRithmetic.  Those were our most important lessons [ok so I’m dating myself].  For job-hunters it’s Research, Relevancy, and Resiliency which will deliver an A+ interview.

Research

As a job-hunter you need to research and determine:

♦   what are your marketable skills;

♦   which industries/companies you should target that use those skills;

♦   what are the specific needs of each company in your target market;

♦   who’s in a key position to hire you in those companies [who can say YES to hiring you AND it won’t be human resources unless you’re an HR professional]; and

♦   what’s the best way to approach them?

The way you approach people will be determined by your research.  There’s more about research in the book.

Relevancy

Your skills have to fit an employer’s needs.  It has to solve the employer’s hot buttons [their corporate weaknesses – this could be sales, market development, research ops].  Remember it’s not about you it’s about THEM!    At the core employers’ initially only want to know three things about you:

♦   Can you make me money?

♦   Can you save me money? and/or

♦   Can you increase our efficiencies?

 

As global competitiveness increases, employers will be looking for all three of the above.  In Guerrilla Marketing for Job Hunters the book we clearly demonstrate how to express your relevancy – “Value” – to an employer.

Resiliency

Resiliency is the ability to spring back from disappointment and keep moving forward.  This is a quality which keeps Guerrilla job hunters focused on their goals and driving forward on a daily basis. 

Adopt a positive mind set no matter what.  Here’s how you do it: You should have your job hunting goals sitting in front of you everyday and review it everyday.  Morning and night and then execute that plan.

Guerrilla job hunters always look for the positives even when people and events are clearly indicating they shouldn’t.  Guerrilla job hunters need to look under rocks too.    Let me end this section with a story that touches on all the points you’ve been reading about attitude.  This has been a taste of what’s in chapter # 2 of Guerrilla Marketing for Job Hunters.

 

The complete "12 Days of Christmas Job Hunting eBook" is here: http://tinyurl.com/2aqe6e3

 

On the 2nd day of Christmas — Guerrilla Marketing for Job Hunters revealed to me:

Day 2

 On the 2nd day of Christmas — Guerrilla Marketing for Job Hunters revealed to me:

 

Two strategies to crack the hidden job market

Focus all your time and effort on the companies you’ve identified as being the Tier 1 buyers of your product – you.  Anything else is a waste of your time, energy and money.  Target your campaign at those companies where you know you can help solve a problem.  Nothing beats a direct approach for speed and accuracy.

Because of the current recession caused by the sub-prime meltdown, employers have different hiring expectations. The direct approach has replaced networking as the best way to break into the hidden job market.

The hidden job-market isn’t really hidden.  It’s just not in plain sight.  It’s referred to as the hidden job-market because of the way jobs are created and filled.  Most jobs are created in a company in one of three ways. 

  1. The company is growing;
  2. Someone quits, leaving a vacancy; or
  3. Someone is being replaced and the employer doesn’t want the employees to know about it.

When the company is growing, the owner, president, or someone else may know they need to hire but haven’t initiated the process.  They may not have had the time.  They may not quite have the budget.  They may not want to go through the hassle of advertising and interviewing.  So while the need is real, the job itself remains hidden inside the hiring manager’s head. 

When someone quits, managers will first decide if they can eliminate the job, or combine it with another position.   Needing a new person, they will look inside their organization to see whom they can promote into the role.  If they can’t find anyone they’ll likely ask their co-workers for referrals.  If that doesn’t work, depending on the size of the company they may opt to run an ad through HR, or hire a head-hunter.  

Companies will contact a head-hunter when secrecy is required because “loose-lips-sink-ships” and the recruiter can conduct a search without anyone ever knowing.

In all of these cases, the job remains hidden to the outside world for weeks if not monthsHence the term hidden job-market. 

The only way for you to access the hidden job-market successfully is to reach out to the hiring managers directly before they opt to go the advertising or HR route OR ask their buddies for referrals.  The hidden job-market is your private laboratory to test out the best methods for finding your dream job.  Now let’s look at two of the Top 10 Strategies Guerrilla Marketing for Job Hunters use to access the hidden job market.

 

Job Search Strategy # 1 – Targeted Research 

One quick way to discover new opportunities is by doing structured search engine queries. And it’s fairly easy to do.   Here’s how to do targeted research, step by step:

Step #1

Develop a target list of companies you want to work for.  That list of companies is your baseline query for your search.   Now, here’s how you get the list.  Below is an example using Google.com in which you want to work in advertising in New York City.

1. When you do targeted research, generally you concentrate on an industry or a geographic preference (in this case, New York City).  Substitute your city for your search. 

2. You need to find the names of all the advertising companies in New York.  There are easy ways to do this using the Net.  Go to Google. www.google.com and type the following words in the “advanced” option box in Google.  The search string shown below instructs Google to search for a directory of advertising firms in New York or a conference on advertising held in New York.  We want this list to garner leads for companies.

Figure 4.1 c0401Google Advanced - advertising

Your text needs to be filled in like that in the picture. 

My search returned many hits including one for AD:TECH  “The Event for Interactive Marketing”.  This is a conference held in New York for the Advertising industry.  There where also hits for directories of advertising companies in New York, complete with web site addresses, phone numbers, and profiles of the owners.

Step #2 Find People Who Can Hire You:

Once you have a target list of companies to work with, you need to find out who the people are in those companies that can actually hire you.  A good headhunter would pick up the telephone. You might not be so inclined, so here’s another way to accomplish your objective.

Go to each company’s web site and gather the names of the people who can say yes.  Those people are the executives not the human resource people – they can only say NO! unless you’re a human resources professional.  If you’re lucky, every web site will identify their senior executives, including names, titles, phone numbers, career summaries and sometimes email and photos!  Web information should be up-to-the-minute accurate, but I would call the receptionist and confirm it.   

For this example I’m looking for a sales position.  Therefore I’ll seek to locate or research the VP of Sales, VP Sales & Marketing, VP Marketing or General Manager. You would focus your research on the functional areas of interest for your search.

If you’re experiencing difficulty finding names on the site, then go back to Google’s advanced search box and type in the company name in the first box and (Vice President Sales Marketing Director)in the third box.  By-the-way, you don’t need to place the words in brackets and don’t put in any commas or punctuation. 

That search string will bring you:

All the people who are, or have ever been, VPs OR President OR Directors of Sales and/or Marketing for that company.

The resumes of a whole pile of people from that company whom you may be able to phone to coax information from them.

Once you have the name of the individual who is one rung up the ladder from the job you want, you need to process their name through Google again.  This time you put their first and last name in the first box and the company name in the third box.

This will produce a list of press releases, and news articles in which they are mentioned, as well as conferences they’ve attended.  Read an article or two and clip something memorable to use in your NarrowCast letter.

When you send them the letter, you’ll be able to say.  “I read your article in… about… which prompted me to write.”  Very powerful.

 

Job Search Strategy #2 – Targeted Networking

Today networking can either be the shortest route to your dream job or a lengthy series of unsatisfying lunches – the difference lies in how you approach it.  Let me show you how a Guerrilla job-hunter would network

  The complete "12 Days of Christmas Job Hunting eBook" is here: http://tinyurl.com/2aqe6e3

Day11

 

 

Networking is about who knows you

Who are you Networking is about who knows you – so be visible and cultivate a powerful/influential  public image. Make sure your promotions and major sales wins are noted in the trade press and visible through LinkedIn and ZoomInfo.  People judge you by the company you keep … it's a fact of life, use it to your advantage – that’s especially helpful for you when it’s a high profile account potential employers may covet. 

NOTE: I wrote this post for sales people specifically BUT it really does apply to everyone.  And it's never to late nor too early to start.

The 7 Rules of Engagment with Head-hunters: Rule 2

The 7 Rules of Engagment is a multi-part article so you may wish to start here.

2nd Rule of Engagement: Find a head-hunter BEFORE you need a new job.    

Most job hunters are a lot like people who drive their cars until they run out of gas: pathetic souls standing on shoulder of life's highway waitng for someone to stop and help them out.  Not smart.  Guillotine

Don’t wait until you know you’re going to be reallocated to make friends with a headhunter because we all know 99% of people wait until their heads are in the guillotine and the blades being dropped before they wisper sweet nothings in our ears. 

Too late!  In business you always try to stay ahead of the curve.  Plan ahead! 

Put another way, you bought life insurance to prepare for the inevitable – treat your career as your biggest asset – goodness knows it’s not your house anymore. 

You need to have a six-month runway to work a head-hunter strategically.  Your initial contact is to let the head-hunter know you exist.  Your goal is to get them to keep you in mind for career-building positions opportunities and/or to market you.

Want more ideas like these?

You can listen in on an hour’s worth of unconventional, Guerrilla secrets and judge for yourself by grabbing a copy of our Free Audio CD.

 

 

 

Job hunter, want to be paid like basketball MVP Steve Nash?

Then act like an MVP.  The more you appear to be instrumental to a company’s Steve Nash success [with out the mind numbing ego part] the more bargaining power you have.  Steve Nash for example is a great guy – easy going, very pleasant, with a good sense of humour – which just adds to his presence.

Be forth coming with the details of your success which are relevant to the potential employer.  Remain calm when they drill you for the details. Credit your team where warranted  – it makes you look twice as good – AND they're going to find out any way when they check your references.

Want more ideas like these?

You can listen in on an hour’s worth of unconventional, Guerrilla secrets and judge for yourself by grabbing a copy of our Free Audio CD.

From MVP to MPA: The 7 Rules of Engagment with Head-hunters

In his article The Odds of Getting A Job With a Recruiter,  John Sumser says that , "the overall odds are about 1 in 28,520 (.0035%) that your conversation with a headhunter will land you a job." HR Examiner job-hunter-issue-cover-v218

I disagree.

The odds are far worse – mostly because John's math is more generous than it should be.

But you can beat the odds if… you understand the 7 Rules of Engagement.

Most job hunters have no idea how to interact or what to expect from a real  head-hunter like Skip Freeman or myself for that matter.

BUT – headhunters can be a great ally in your job search if you know the Rules or  Engagement – which we will start talking about right now. 

1st Rule of Engagement: Act like an MPA…

Yesterday I asked if you wanted to be paid like basketball MVP Steve Nash? Steve has been chosen multiple times as the NBA's Most Valuable Player.  The recruiting industry has an equivalent designation – that you either have or don't have – and it will determine whether you are successful with a recruiter.  That designation is MPA or "Most Placeable Applicant" or "Most Placeable Candidate"

By acting like the perfect candidate you are more likely to get a recruiter to pay attention to you AND market you to their client base.  And it all starts with you and your behaviour.  when a recruiter/headhunter calls, be prepared to tell the recruiter why you deserve to be designated an “MPA”. 

To be an MPA you need to have a well-honed and rare skill set.  Being a C++ programmer isn’t rare.  Being a mainframe Java programmer with 5 years of real-time experience might be.  Likewise, most financial people are “vanilla”.  Unless of course you have US GAAP experience and/or have done an IPO on NASDAQ.  I am sure you get the idea. 

What do you do if you aren’t as rare as the next guy? 

Have a great personality and co-operate.  If you actually look like you can follow instructions and will partner with the recruiter, they may just invest a few days in marketing you. 

If you're really a good sport and follow up and follow through on with their guidance they may map out your entire career with you.  After 25 years in business as a head-hunter I have helped more than a few people ascend from programmer or salesman to President and CEO through the careful management of their opportunities.

1st Rule of Engagement: Act like an MPA even if  you're not!

Until tomorrow.

Want more ideas like these?

You can listen in on an hour’s worth of unconventional, Guerrilla secrets and judge for yourself by grabbing a copy of our Free Audio CD.

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