Your Internet presence is critical, if you're in a position to be looking for a job (regardless of being currently employed or not). That said, if you are actually seeking alternative employment, are you actually "looking" or are you sitting around waiting for the phone to ring hoping some recruiter or hiring authority who Googled you is on the other end?
Looking for a job, especially around the holidays can be one of the most frustrating activities known to man. The only way to combat that frustration is to take the bull by the horns and minimize your anxiety with the knowledge that you are doing every possible thing you can to expose yourself to opportunity. Solely investing in your Internet presence, sitting around and circling Help Wanted Ads in the newspaper, or throwing your resume up on Monster isn't going to cut it.
Be proactive, drive the bus, and get aggressive. How aggressive? It depends on your ability to make your next mortgage payment.
Know this: Job search is the mirror image of recruiting.
To maximize your exposure, you need to mirror everything recruiters and hiring authorities do to gain exposure to their openings.
So what does this mean? Let's put it in context with the recruiting process.
The basic recruiting process can be described as follows:
Your CV/Resume is the mirror image to the job spec, but with one difference: a poorly written job spec can still attract great candidates. You're CV/resume better be the best it can possibly be.
The mirror equivalent to this would be the Employer Universe of industries, markets, and ultimately companies your experience aligns with.
Your mirror equivalent would be identifying the hiring authorities, HR contacts, and recruiters that would at some point have needs for someone with a CV/resume like yours within your Employer Universe.
The mirror equivalent of this would be to ask yourself - what is your Tangential Employer Universe (e.g., other industries, markets, and ultimately companies that might be able to leverage your experience and skills)?
So how do recruiters identify candidates?
They typically have access to a proprietary and multiple on-line free/subscription based databases. They also do research combing the internet for tradeshow, conference, press releases, corporate websites, industry publications, and many other sources (like Networking sites - hello!) to identify either candidates directly or people to network with to get to the candidates they are targeting.
The mirror to this question is: So how do you identify the hiring authorities, HR contacts, and recruiters that would at some point have needs for someone with a CV/resume like yours?
Do the exact same thing a recruiter does: research - combing the internet for tradeshow, conference, press releases, corporate websites, industry publications, and many other sources (like Networking sites - hello!) to identify either the individuals directly or people to network with to get to the individuals you are targeting. Even take a look at some of the subscription databases (e.g., JigSaw, Lead411, SGAExecutiveTracker, ZoomInfo, Hoovers, et al.) and see if they might accelerate your progress.
Dive into Recruiterlink will help you identify tons of executive recruiters to send your resume to.
The biggest challenge in identifying candidates in a Tangential Search Universe is they are not obvious by their current position/role within their current employer. It's much easier for you, the job seeker, to identify the hiring authorities, HR contacts, and recruiters in a Tangential Employer Universe.
So how do really good recruiters - and you - identify and get to these people?
The simple answer is - by Networking.
The best recruiters are excellent networkers. You are faced with the same mirror challenge. You need to become an excellent networker if you aren't already.
That means you start reaching out to identified individuals via phone, email, and mail, and network like a madman to identify and get to the individuals you are targeting.
Recruiters can leave about 100 - 30 second voicemails a day - so can you. Recruiters can email hundreds of people individually each day, and can email tens of thousands if they are using an Email/Marketing campaign software tool (e.g., Group-Mail, et al.) - so can you - just grab a subscription to a database, join all the Networking platforms that look like they might attract either the people you are targeting, or the networking contacts you can go through to get to them. Build your own proprietary database. Learn how to identify/create email addresses. Leverage Resume Distribution services (e.g., ResumeRabbit). Leverage subscription based executive job/career service sites (e.g., BlueSteps, NetShare, TheLadders, et al.).
In short, market yourself like crazy by thinking like a recruiter, and you're phone will ring with opportunity calling.
Ron Bates is an expert in mission critical retained executive search. He is a Managing Principal with the retained executive search firm Executive Advantage Group, Inc. He has delivered personal executive coaching projects to former SAP, E&Y, Oracle, and WorldCom Exec's responsible for multi-billion dollar business units, and co-founded http://www.CV-Advantage.com, a self guided job search oriented executive coaching process. With +27,000 direct contacts on on-line professional networking platforms, Ron has been referred to as "the most connected man on Earth". View Ron's networking profile on Ecademy. As a recognized expert in building an on-line personal Internet presence, Ron has been an invited speaker at venues such as the Marketing Executive Networking Group, British America Business Council, Expert Connections, and is a regular guest on Netshare's "Ask the Coach". Ron's blog: Internet Presence – Do you exist? can be found at http://www.search-advantage.com For more information on Conducting a Job Search Campaign go to http://www.job-search-campaign.com |
ไม่มีความคิดเห็น:
แสดงความคิดเห็น