Question
I’ve begun an intense job search, but now I’m keeping in mind your helpful hints, including from your books. I’ve found some online resources that have given me a great start at identifying companies in particular regions and industries that meet my requirements. I’ve also been able to find the names of principals in these companies. Now what? Any hints or suggestions as to methods to find that hiring manager within the organization that has those problems I’ll be able to solve?
I like to be prepared before I begin making the calls and “networking.” I don’t want to risk losing potential sources and contacts by saying the wrong things. You have indicated that the key to a successful search is to contact the person who you would work for within the organization, develop a presentation of how you can help and/or resolve particular issues, and of course make yourself available for hire. I’m sure many would like to read your helpful hints in this regard.
Nick’s Reply
The manager that needs to hire you is a manager whose problems you can solve, and whose work you can get done. You can’t accomplish this selection unless, of course, you know what those challenges are. And this is what dooms most “job searches,” because job seekers don’t do enough to really understand what a hiring manager needs. (It’s not in the job description.) Instead, they throw their resume at a job posting and wait for the manager, or, worse, for HR to figure it out. And most managers and most HR folks suck at figuring out whether you can do the job. (They’re too busy stirring the ATS and AI kool-aid.)
The only path to the right hiring manager is via people the manager works with.
That is, the right approach involves starting with people other than the manager. It helps to triangulate. In the course of gathering useful information about the organization, you will also start to learn who the key managers are and what they really need.
Circle around the hiring manager
- Talk to people who know and work for managers who may be relevant to your job search.
These include employees, vendors, customers, consultants and a raft of others. This helps you establish a kind of network or organization chart. It also helps you develop the work topics you can discuss with the manager you ultimately define as your target. Conversations with people on a manager’s or job’s periphery will help you come up with these topics.
Identify issues and problems
- Read industry journals to find out what are the key problems the entire industry is grappling with.
Then drill down: study articles in these journals and in the popular business press about the specific company. Every company has aches and pains. You cannot help if you don’t know the issues and problems a company is struggling with, but that’s how you get your foot in the door.
Get help, get names
- Call the reporters who wrote the articles you read.
Ask them who they interviewed during their research. (For every page of an article, reporters typically have pages of research and interviews.) If you ask gently and politely, they may share their opinions of the industry and company, and about what particular issues and challenges the company faces. You can gather lots of useful info this way, while your competition approaches jobs blindly, grasping at job postings that tell them nothing useful.
Your goal is to get the names of people who work at the company, or who know the company and the hiring manager.
Ask for advice, not for a job
- Call these people.
Explain that you are interested in their industry and in their company. Ask intelligent questions based on what you’ve read. Do not ask for a job or job lead.
Instead, ask them what advice they’d give someone who was considering working in their industry, and perhaps for their company.
As you follow up with the people whose names you’ve gathered, you will get closer to a particular hiring manager’s inner circle. When you’re talking to people who work for that manager, you’re getting the information you really need (and a possible introduction).
Get ready to talk with the hiring manager
It’s up to you to formulate an idea of what problems a company and a manager a facing. Then you must put together a simple plan that will enable you to show a manager how you can contribute to the bottom line. Please see Stand Out: How to be the profitable hire.
You know you have the right hiring manager when the two of you can discuss in detail and agree on what the manager needs from you, and when you demonstrate you can do it.
I hope this gets you going in the right direction. The point is to offer a company something they need, rather than to get in line and ask for a job. Your research on a company’s problems and challenges will lead you naturally to the right managers. But I think you’ve already got that idea. You’re ready to start trying some of these methods. Don’t worry about making a few mistakes. This takes practice.
Best wishes, and thanks for your kind words.
Are you successful at getting to the right hiring manager? How do you avoid obstacles?
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Back in the day, I used the “House Organ” for research. The House Organ was a periodic newsletter containing articles like the annual letter from the CEO to employees, along with the company’s core values, vision, mission, and critical stakeholders. Also, lead articles in the industry trade magazines, awards, accolades, key clients, volunteers, and sponsorships. Data that gave insight into your research and strategy development. If possible, walk into their headquarters, view the displays in the lobby, and observe what decorates the walls and what publications are left out to read.
@Paul: You hit on one of my favorite (when possible) research methods: show up and gather company lit in the lobby if possible. This works best with bigger companies that have big lobbies and lots of traffic. When possible, it’s important to put down the mobile and leave your office — go to your target in person.
Another tip: Observe where employees go out to lunch together. Go there. Bump into them and start a chat.
Sales people love to talk. Call them. Ask who the product manager or marketing manager.. or whatever, IS… but make clear you’re looking for advice. Ask if there’s someone else in the _____ department, who might be worth talking to.
And yes, if there’s a magazine article about the firm, or industry of interest, by all means contact them and ask for guidance.
In that call, I’d be more open. Let them know you’re looking for referrals and advice, as part of research into a possible career change,
or perhaps a company change.
@JL: Sales people are an excellent source of tips and info, just don’t waste their time. And if have a tip or intro that helps them sell, share it!
Excellent article … I learned a method in 1978 that tracks with this, and that has proven very successful in my life and the lives of others.
And a key element, an enduring truth, a word of warning that I’ve found applicable to 99.9% of job searches and career changes at every level … that truly is THE KISS OF DEATH … is to approach anyone, including your Aunt Jessica, your closest friend, or someone that was recommended to you by the president or CEO of the organization you’re approaching, with:
1) My name is Chris, and I’m looking for a position as a Turkey Tickler. Are you hiring, or do you know anyone who is?
2a) My name is Chris, and I’m looking for a position as a Turkey Tickler. I see that your organization is hiring, and I wonder if you could refer or recommend me.
2b) My name is Chris, and I’m looking for a position as a Turkey Tickler. I see that your organization is (you are) hiring, and I wonder if I could send you my resume.
And “Joe Schmo recommended you to me” after giving your name doesn’t help with the above … at all.
Twice, I tickled twenty-two ticklish turkeys at a time in Thompson’s Station, Tennessee.