Amy Lindgren
News about the job market these days is as discouraging as it is omnipresent. It seems as if every headline, podcast and social media post hits the same note: Things are bad.
I don’t want to join the chorus, and here’s why. While things are indeed difficult for job seekers right now, the challenges are not insurmountable.
In last week’s column I presented 10 best practices for job search that are evergreen. That is, they are best practices regardless of the market or current technology. Embedded in the list are steps such as identifying your job goal, establishing a timeline and checkpoints, and balancing the outreach to favor personal contact rather than online applications.
Which of course brings up the question: How would one find people to contact? These steps will help.
• 1. Drop the term “networking.” Not because it’s inaccurate; it’s just bad marketing. Too many job seekers associate the term with glad-handing, using people, or just plain lying. It’s none of those things, but let’s start fresh anyway. Instead, call this process “making contacts” or “conducting outreach.”
• 2. Don’t worry about postings. At least, not when it comes to this process. You can apply to postings as desired but remember that the absence of a posting doesn’t mean a particular company isn’t hiring. Managers frequently delay or forgo postings while they’re shaping an opening.
• 3. Use your job goal as your guide. For example, if you want to work as a mechanical engineer for a mid-sized manufacturer, you need to meet managers for that role in firms you’ve chosen. That’s your gold standard, because those are the people who can hire you. Your outreach needs to be guided by the goal of reaching those people, or reaching the people who can lead you to them.
• 4. Build, then triage, your list of desired contacts. Top of the list would be the appropriate managers in 25+ companies. Next on the list would be people who might know these (or other) managers. Last on the list would be already-established contacts from other fields known to have a broad outreach themselves.
• 5. Start easy. Those well-connected people you already know who work in different fields? That’s an easy email or phone call to make — as long as you’re specific. Asking if they know anyone at ABC Company is specific. Asking if they know anyone in manufacturing could also work, although it’s broader. Asking about job leads in general? Not as fruitful in most cases.
• 6. Find more names. Even with help from your well-connected contacts, you’ll likely need more names for managers and others in the field. This may surprise you, but you can have a lot of success online. Start by searching: the company website (all pages); related professional associations; newsletters, blogs, podcasts and magazines in the field; adjunct instructors at related training programs; and of course, LinkedIn.
• 7. Reach out. In this example, your goal is to briefly introduce yourself to new contacts as someone seeking work as (an experienced, entry-level, specialized, etc.) mechanical engineer and then to request a conversation if they’re interested. (Or, if they can connect you to someone who is.)
• 8. Be findable. It’s time to think like an employer. If you were a manager who didn’t want to post yet (or ever), where would you look for workers? Most will start with LinkedIn or a professional association in the field or perhaps a training facility. Trusted contract houses are also useful for employers wanting to try out the worker before hiring. With this knowledge, your steps are clear: Strengthen your LinkedIn page and introduce yourself to these “finders” that managers rely on.
• 9. Check your progress. If you’re not seeing an increase in the number of quality conversations within a few weeks, you may need stronger follow-up steps, or perhaps outside assistance.
As I wrote last week, you’re right if you think this kind of focused, deadline-driven job search sounds intense. This process requires far more from the job seeker than the online system of applications.
But please don’t tell yourself that it doesn’t work, or that it only worked in the past. Human nature hasn’t changed, even if the tools and norms constantly do. People still want to hire people they know and they do it every chance they get. The more complex the front-door hiring process, the wider the back door opens.
You don’t have to believe me, but you should believe your own eyes. If you’re seeing people get jobs you didn’t even know were available, it’s worth giving this process a shot.
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Amy Lindgren owns a career consulting firm in St. Paul. She can be reached at alindgren@prototypecareerservice.com.
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