Posted by on July 24, 2018

I saw an article in Career News that talked about how to “Get Recruiters to Call You With Great Jobs.” The steps were very simple; 1. Return their calls. Sounds simple but many younger candidates live in a text world and don’t know that its a professional norm. 2. Recruiters have quid pro quo to keep people in mind that are easy to work with. You help them and they help you. 3. You might not be the right person for job “A” but you may be right for the next one – hence do some marketing for them and tender up some possible candidates from your contact list and they may help you later on – hopefully their company gives another requisition that fits your skills – not likely. But what if they aren’t calling you at all – which is really the norm for most candidates I talk to.

But, this is all good advice, if and when you get contacted by a recruiter.

So let’s face some facts. The vast majority of us won’t be contacted by recruiters. Our resume is one of 500,000,000 in LinkedIn and and they are scraping the internet trying to whittle down from 25,000 of you that might fit a job they have. Unless you come from a desired college, have less than 5 years’ experience, or have

some specific needed technical or executive skills, the searches won’t really find you. If you’re mid or late career, the chances of a recruiter finding you are almost zero.

There is a remedy called “Sphere of Influence”. It’s a process I teach my clients on how to gather their contacts and rank them for systematic contact. I help them identify exactly what they are looking for in a new job and we work that into a specific compelling narrative. Coffee, lunch, beer, and walks are ways to connect with people who can connect you to others who can provide work. Chances are you have awesome skills to help a company grow and you just need a foot in the door.

Instead of hammering on online applications for 5-8 months, my clients generally find work within 2 months of launching their search – and typically in under 17 contact meetings from the list. In addition, they are often hired after the first interview, perhaps the second because they were “recommended” by someone who knows them.

A recent study showed that in a job search for 800 positions from 57,000 submissions, 17% of candidates came from “referrals” and 17% came from online submission. The balance came from internal transfer requests and other marketing. When the actual hires came through, 41% of the 800 jobs were filled by people who were “referred’ into the company, and guess what… only .5% (1/2%) were hired from the online submissions. It goes to show that hiring a “known quantity” is greatly preferred to someone who’s just an ATS derived submission on the internet. Makes sense really.

Sphere of Influence is personal, very engaging and you’re working with people on a face to face basis in most cases. You’ll find opportunities outside your current market view, and if you’re like most of my clients, they find jobs nearer to home with little or no commute. Imagine that.

If you’re tired of spending many unsuccessful hours each day hammering on the internet, perhaps we should talk.

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