Readers’ Forum: How to get to the hiring manager

On July 19, 2010

In the July 20, 2010 Ask The Headhunter Newsletter, a reader asks:

You have said that the key to a successful job search is to contact the person you would work for within an organization, and to show how you can help out. How can I find the manager who has the problems I’ll be able to solve?

(You’ve got to subscribe to the weekly newsletter to get the whole story!)

[UPDATE: The special, limited-time discount on the 2-Book Bundle that I offered in the current newsletter has generated so much attention that I’ve published the entire edition — including the discount code — online: Read the entire newsletter here and get the discount. Thanks to all for your interest! Man, sometimes you bowl me over! But please sign up for your own free subscription to find out about other special offers in the future.]

In the newsletter I suggest that your challenge as a job hunter is not to apply for lots of open jobs. It’s to carefully target the manager whom you can help the most.

To find a manager who really needs you, it’s best to triangulate. That is, talk to people who know and work for managers who may be relevant to your job search. This includes less obvious contacts, like a company’s customers and vendors.

But the point is to talk shop. Don’t ask for job leads — that’s like asking for an introduction to the personnel office!

Getting to the hiring manager is a lot of hard work. But so is that job you want, right? (Get it?)

How can you do some of the key research, and how do you get ready to meet the people who can lead you to the manager? Two sections of How Can I Change Careers? deal specifically with these issues. (This PDF book is not just for career changers; it’s for anyone who wants to get an edge on changing jobs.) A section about how to “Put a Free Sample in Your Resume” helps you show the manager how you’ll bring profit to the bottom line.

How do you get to the hiring manager? What methods have you used that helped you get past the teeming hordes of job hunters — so you could talk directly to the manager (or to someone very close to the manager)?

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Readers’ Forum: I need a headhunter who will market me!

On July 5, 2010

 A reader asks:

I realize that headhunters work for the employer, but my past experience has been that a good one will pick up an individual with good qualifications and do some marketing to achieve a match. They don’t seem to work this way any more. How can I find a headhunter who will really market me?

Discussion: July 6, 2010 Ask The Headhunter Newsletter (You’ve got to subscribe to the weekly newsletter to get the whole story!)

In the newsletter, I explain that good headhunters don’t market individuals and they never have. Good headhunters focus on filling positions for which they’ve been assigned a “search” by a corporate client. I also offer a tip about how to find a good headhunter — it’s one of the 62 answers for fearless job hunters that’s included in How to Work with Headhunters.

The fact that some “headhunters” waste your time doesn’t mean all headhunters are bad, any more than all HR folks are. The best headhunters will recruit you and, if you’re the right candidate, negotiate a deal that will make you happy enough to refer your buddies the next time the headhunter comes looking…

It’s easy to turn up nasty stories about experiences with headhunters, and I’ve printed many over the years. Do you have a story about a good experience with a headhunter? Please post it. What did a headhunter do that made a difference in your job search?

(And if you’re really burned up about headhunters, well, I’m not going to delete your rants if you post those, too…)

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Readers’ Forum: How can I negotiate the salary I want?

On June 28, 2010

Discussion: June 29, 2010 Ask The Headhunter Newsletter

(You’ve got to subscribe to the weekly newsletter to get the whole story!)

A reader says:

Through a recruiter, I received an offer for a job that’s a good fit for me with a lot of potential. However, the compensation is below what I expected and I don’t actually need the new job. I’m secure and pretty happy where I am, but I would consider this job if the money were better. I’d like to signal that the current offer is one I won’t accept. How should I negotiate this?

Get ready to walk, then negotiate!

Effective salary negotiations are rooted in knowing what you don’t want as much they require knowing what you do want. People often lose negotiations because they’re so determined to make a deal happen that they sacrifice their objective.

My advice to the reader in today’s Q&A is to be ready to walk away from a job offer, then negotiate. In the newsletter, I explain how to re-state and re-emphasize the two reasons the employer is making an offer… and how to politely question the terms of the offer. Then leave it up to the recruiter and the employer.

(We also talked about the importance of knowing How to decide how much you want.)

In the end, your strength lies in your readiness to walk away if the deal isn’t right for you. Do you agree? I know it’s easier to advise this kind of approach than to actually do it. What’s been your experience with salary negotiations?

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Readers’ Forum: How can I compensate for job requirements?

On June 21, 2010

Discussion: June 22, 2010 Ask The Headhunter Newsletter

(You’ve got to subscribe to the weekly newsletter to get the whole story!)

A reader says:

What do you do when the employer interviewing you has four requirements but you meet only three of them—yet you know that you’re the best person for the job? How can I turn this kind of situation into a job offer?

How indeed? In today’s Q&A column in the Ask The Headhunter Newsletter a reader didn’t meet the employer’s list of requirements. Is the job interview over? I think it can be salvaged.

What’s your advice to this reader? Better yet, has this happened to you? What did you do to convince the manager? Did it work? If you’re a manager, can a candidate compensate for job requirements?

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Readers’ Forum: What’s is good networking REALLY?

On June 14, 2010

Discussion: June 15, 2010 Ask The Headhunter Newsletter

(You’ve got to subscribe to the weekly newsletter to get the whole story!)

A reader says:

Everyone talks about networking as the best way to find the right job. There must be a key to this approach beyond just going to networking meetings and signing up with one of the online social networks. What advice can you give me about how to do it right?

In today’s Q&A I tried to outline some of the parameters of good networking. In a nutshell, I think networking is really about making friends. It’s got virtually nothing to do with getting a job or with any other kind of “payoff.” You do it because it makes life and work more enjoyable—and because giving something back makes your professional community (and the world) a better place. And when you live in a better place, somehow your life becomes better, too.

In the newsletter, I talked about what makes for good networking: Common ground, value and time.

What’s your experience with networking? Do you do it? Why? Has it paid off? What parameters do you believe make for good networking? (Should we even call it networking?)

Please share your experiences and comments!

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Readers’ Forum: What’s a guinea pig to do?

On May 24, 2010

Discussion: May 25, 2010 Ask The Headhunter Newsletter

A reader says:

I took a government job knowing the culture was not to my liking. But they said the plan was to change the culture, and I’m part of that because I’m the only “non-insider” doing this job. (The one other person who was hired along with me was an internal transfer.) Neither of us has gotten any guidance. We’re on our own. When I tried to speak up a few times, I felt I was speaking a different language. Now a few months have passed and we’re finally getting a new boss. Should I try to adapt to this culture, or am I wasting my time?

Talk about a “state” of flux! Sounds like you’re a “cultural change” guinea pig… hired as part of a new “culture policy,” but everything seems to hinge on who this new boss is.

You’ve essentially been in limbo, and your “new job” is about to start when the new boss starts. No wonder you’re disenchanted.

Should this reader stay or go? Why or why not, and what are the good options?

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Readers’ Forum: What’s in a cover letter?

On May 10, 2010

Discussion: May 4, 2010 Ask The Headhunter Newsletter

A reader asks:

I was recently laid off and I am applying for jobs online. The question I have is whether to include a cover letter or not? Do they really matter these days? I always feel silly saying things like, “I am motivated and enthusiastic, and would appreciate the opportunity to contribute to your firm’s success.” If I do need to include a cover letter, what do employers want to see that would make them look at the resume?

Resumes? Cover letters? What do hiring managers want to read? Does a cover letter buy you anything? I’ve got it… How about a cover letter without a resume? Save time… arouse curiosity?

Do you use a cover letter? Think it helps? What’s the magic — or is there none? Help this reader decide what to do next.

[Update May 18, 2010: Okay — humor me. No cover letters. They’re illegal now… What’s a good alternative to get your message to the hiring manager that you can do the job profitably? No rationalizing… alternatives only, please! Let’s do something new under the sun…]

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Readers’ Forum: Grand theft HR

On May 3, 2010

Discussion: May 4, 2010 Ask The Headhunter Newsletter

A reader asks a tough one:

I worked in HR for four years. Now I am a convicted felon who is trying hard to get back into the workforce. The charge was grand theft. I have paid my debt to society and now I find that companies do not want to give me a chance. I am qualified for administrative work and I am more than willing to start at the bottom. Do you have any tips or advice on what a person with a criminal record can do to at least get my foot in the door? (I was convicted in 2008, so I do understand that my charge is still new. But I refuse to believe that because of one bad choice, I am doomed to unemployment forever.) Thanks.

The economy isn’t bad enough. Try laying a conviction on top of it!

All suggestions for this reader are welcome, but I’d like to especially encourage managers to think about this one… What could this reader do to convince you to take a chance?

If you’re not a manager and you were facing this situation (come on, you may be a saint, but pretend…) what would you do to show a manager it’s worth giving you an honest shot at a new start?

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Readers’ Forum: Initiative

On April 26, 2010

Discussion: April 27, 2010 Ask The Headhunter Newsletter

In today’s Q&A: Last week at the Chicago Booth School of Business I gave the keynote presentation to an alliance of the top 30 Executive MBA schools in the world — including Stanford, Harvard, London School of Business, INSEAD, Duke, UCLA, Northwestern. In attendance were the career center directors from these schools — the folks who coach working professionals about career development and how to get their next jobs.

My topic was The New Interview. And what I discussed was the importance of initiative on the part of the job hunter — executive or otherwise. I told them that the in-your-face question people want an answer to is, How can I stand out?

Without a clear demonstration of initiative, there is no standing out. You’re just another candidate. If you’re an Ask The Headhunter regular, you know what I’m talking about.

What does initiative mean to you when you’re job hunting? If you’re a manager, what have candidates done to demonstrate their initiative to you in ways that matter? (Alternately, how do people blow it? If you’ve got a personal disaster story, please share that, too… we won’t tell anyone… and we might learn something from your experience.)

[UPDATE: Due to lots of requests, today’s edition of the newsletter is now available online: click here.]

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Readers’ Forum: Spanking HR

On April 12, 2010

Discussion: April 13, 2010 Ask The Headhunter Newsletter

In today’s Q&A: (Well, it’s not a Q&A!) This week I printed comments about the corporate Human Resources function that bear thinking about. A seasoned HR manager says HR should get out of the business of hiring and recruiting and go back to making sure paychecks have the right amount of money in them.

I agree. I think HR has no business handling recruiting and hiring. In fact, I think HR has a conflict of interest.

What do you think? Can companies get by with managers doing their own recruiting and hiring? Would these functions be better served if HR stopped doing them? Is HR actually doing companies a disservice by mucking around in the hiring process of corporate business units?

I’d like to know what you think. (The full article from today’s newsletter is here: Time for HR to exit the hiring business.)

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