Guess Who Gets The Job

A contact of mine is an HR Manager for a local company. She contacted me yesterday to see if I knew of individuals with a specific skill set for a job she has coming available soon. I do know of someone, so I forwarded the LinkedIn profile of that professional. Today my contact asked me to have that individual send a resume to her. Excellent news! She mentioned she already has two interviews slated for next week for the position, but would like a couple more to round out the candidate options.

Why does this matter? She hasn’t posted the position yet. Her schedule has been crazy and it’s looking like she won’t get the job listing out on her company’s website until next Monday at the earliest. By the time many candidates see the job posting, 2-3 people will have interviewed for it already. None of those people are coming to her cold. All have been referred to her as a result of phone calls she made this week to get the word out. Who do you think has a better chance of landing this job, one of the candidates referred to her with early interviews or someone who finds the job a week or so after it’s posted and sends a resume cold? I know who I’d put my money on.

Another point to make is that this job will not be on a job board. The expense of Monster and CareerBuilder doesn’t make sense for this company since my contact is so well networked and can get a decent pipeline of candidates through a few well placed phone calls. The job will go up on the company website and those who have made a habit to follow this company, if it is of interest to them, will see the opportunity. Will they see it immediately? Hard to say. It depends on how diligent they are when it comes to staying on top of developments in companies that appeal to them.

Now, this contact makes a point to put all postings on the company website before selecting a final candidate. Does she have to? Nope. If you were a busy hiring manager and you could source 3 qualified candidates for immediate interviews without having to deal with the masses who chase job postings made public, what would you do? I’d be tempted to call it a day and skip the whole…”did you get my resume?…have you made a decision yet?…am I in contention?…why didn’t I get an interview?…why didn’t I get the job?…” nightmare.

The overall point is that many companies are doing all they can to avoid having to deal with the masses when filling positions. Job seekers don’t like competing against the  masses and employers don’t like having to sift through them. Ah, common ground. If hiring managers can find qualified talent through networking, they will. The question to ask yourself is, if an employer is finding people without investing in job boards, how “findable” are you? For too many the answer is “not very.” You have to find a way to change that answer if you want better results with your search.

2 Comments

  • Cindy Kraft says:

    I just had a similar conversation with one of my CFO clients yesterday, Lisa. Being visible is a big part of the solution – you must be able to be found. The other part though is remembering to network strategically. It’s often not “one degree of separation,” but 2, 3, 4, 5, or even 6. If people who do business with those company executives don’t know about you, they will not be able to refer you when they receive that similar phone call asking … do you know anyone.

    Great post!

  • Lisa says:

    I frequently talk about being invisible with my groups, Cindy. It’s interesting to watch realization strike when I ask them how a potential employer would find them if that hiring manager didn’t use the likes of Career Builder or Monster. Take it up a notch and pretend the company didn’t turn to the internet at all. Most people cringe at that question because they haven’t built their job search strategy around being known.

    I think a lot of jobs are talked about over the phone. Companies don’t have to put anything in writing and can get the word out without shouting to the masses.

    I think your points are critical for financial managers and executives because many companies, in my opinion, hold information on the strength of their financial team’s infrastructure close to the vest. Publicizing a vacancy might chip away at their competitive edge or cause clients/vendors/investors to be concerned. And they can’t very well share the types of strategic initiatives they’d like that next hire to be capable of taking on in an internet ad. Can you imagine what revealing that type of information gives away?

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