Imagine that you’re in the middle of the ocean at night. Surrounding you, just out of sight, are hundreds of ships loaded with treasure. Everything you want is aboard these ships: power, prestige, success beyond your wildest dreams.
How do you go about getting it?
Most people spend their time sailing to as many ships as possible. They busy themselves with logistics- having enough fuel for the journey, saying the right things to come aboard- and always wrestle with the doubts in their mind that whisper: what about the ships I haven’t sailed to yet? It’s an exhausting way to hunt for treasure, and requires an immense amount of effort to see any results.
Then there are those who don’t sail.
These people don’t spend their time fixing their boat and laboriously sailing out into the darkness.
Instead, they string up lights. And they connect it to a source of power, and they send out a beacon which draws ships in.
You need to think about your career in this way.
Recruiters are swamped with hundreds of emails per day, all of which represent people aboard their boats trying to gain access. The moment an employer posts a job on their website or LinkedIn, they can be assured of a veritable flood of applicants that run the gamut from “qualified” to “are you kidding me?”
Prospecting will always result in poor outcomes, and when you’re answering job postings and reaching out “cold” to people, that’s what you’re doing.
Positioning is all about being found. And when recruiters and hiring agents come to you, you don’t have to establish credibility and stand out. You’re already doing those things!
Here are some tips to light your beacon:
1) Create a Competitive LinkedIn Profile
The quickest way to gain traction on LinkedIn and start popping up on recruiter and hiring agent searches is to benchmark your competition, and adopt some of their strategies.
Let’s say you’re a General Merchandise Manager (GMM) at a luxury brand. Run a search on LinkedIn for GMMs at comparable companies, and closely study the profiles which turn up within the first 5-10 results. How do they describe themselves in the “Summary” section? Which keywords are in the “Skills” section? What LinkedIn Groups do they belong to? How do they engage with the community? Make a list of improvements, and then utilize these strategies for your own profile.
2) Turn Your Resume into a Networking Tool
Who says resumes need to be dull summarizations of your work history? Create a 1-Page “Networking” version designed to open conversations with people, and to further establish credibility when someone reaches out to you. Here are some details I use when developing these types of resumes for clients:
-Adding testimonials from peers, bosses, and colleagues. A great testimonial says more about you than pages of boasting. If you’re on LinkedIn, you may already have a few of these. If not, it’s well worth a polite ask to your network.
-Bulleted value-based highlights. Every detail within a Networking Resume should answer the same question: how did I add value to a particular situation? A good tip here is to describe the end result first (ex. Transformed IT from cost enter into a profit growth driver…) and then describe how you accomplished it.
3) Thought Leadership Through Writing
People get discouraged by the prospect of writing posts because they’re not starting out with a huge audience. Let’s face it, the first few (or few dozen) articles you publish online may not exactly be high traffic generators. But it’s important to remember that there’s a huge long-term upside to writing about your industry. These types of pieces establish your standing in the field, and help people to get a sense of your unique “voice”. Over time, it can lead to opportunities to publish in industry and mainstream publications. I’m still seeing clients come in from articles I’ve published back in 2009- there is no other form of marketing that has this kind of long-term traction!
-Start small but consistent. Schedule some time on a set day every week to write and publish at least 1 piece about your industry. You can expand your commitment as you start to see results.
This post originally appeared on WorkitDaily.com
Here’s a simple tactic I use to quickly enter a “high confidence” state. Killer for interviews!
I’m a big fan of the X-Men comic books, and have always loved the powers of Dr. Charles Xavier, who is telepathic. Who wouldn’t want the ability to instantly read a person’s mind and affect their behavior? This skill would come in extremely handy during interviews with hiring managers, many of whom seem to belong squarely to the school of “Say little and express even less.”
Here are 5 of the biggest hiring manager turn-offs to be on the lookout for:
1) Lack of Specificity in the Resume
A big mistake jobseekers make is submitting overly-general resumes. This makes sense in theory: after all, the more applications you can shoot off, the more interviews, right? But this can really turn off a hiring manager, who wants to know EXACTLY how your background will enable you to tackle the problems they need solved. Clichés just won’t cut it at this stage.
-Create a shortlist of 5-10 positions you’re an ideal fit for.
-Study the job postings for positions like this, as well as LinkedIn Profiles for people who currently have these jobs.
-Tailor your resume to quickly communicate fit for these roles.
-Here’s what separates the best from the rest: once you have a solid framework in place, include METRICS-BASED ACCOMPLISHMENTS for every major position you’ve held that PROVES your ability to execute. Here’s an example:
- Saved global Telecom company $500M over 2 years through development and deployment of end-to-end Complexity Reduction methodology resulting in purchasing and inventory efficiencies.
2) Too Aggressive about Career Advancement
Look, it’s great to be ambitious. And of course the job you’re after today is probably not the one you want to retire on. But you need to place your focus squarely on becoming the ideal candidate for THIS job before even talking about the next step. Neglect to do this, and a hiring manager will naturally start thinking that you might jump ship within a year, and they’ll be back to square one.
-Create a short “Value Presentation” for the interview which talks about how your 3-4 strongest skills can be applied immediately towards helping the company. Get creative here! For example, if you’re going after a product development position, why not run some quick usability tests on a company’s products, document it, and develop some design suggestions?
3) Too Open About Weaknesses
A hiring manager is not a career counselor. With the latter, it’s perfectly fine to be honest about vulnerabilities in your personality or “pet peeves” that drive you crazy in the work environment. But if you take the same approach with a hiring manager and confide things like you have trouble balancing family responsibilities with workplace demands, you’ll most likely get passed over. They’re not only looking to find the best candidate, but MANAGE RISK.
-Learn how to “spin” negatives into something that ultimately leads to success. For example, if you’re asked what your greatest weakness is, you can tell a story about how you once had chronic shyness and needed 30 minutes to “amp yourself” up for a simple phone call, and now, through courage and repeated exposure, can handle dozens of calls with high-level clients per day. Negative to a positive.
4) Not Following-Up
Following up matters! It shows that you’re truly invested in landing the position, and aren’t just treating it as one of many potential opportunities. I recommend sending a simple, printed note within 48 hours of an interview thanking them for the opportunity, followed by an email sent a few days later that essentially continues the conversation- adding greater detail to questions raised, sharing an industry article of interest, etc. You’re making it clear that the interview was the beginning of an ongoing relationship.
5) Lack of Enthusiasm
If a hiring manager has to choose between the most qualified candidate on paper, and a less qualified candidate who brings genuine passion to the table, they’ll go for the latter every time. You can teach someone almost anything EXCEPT enthusiasm. So if you have a personal connection with the company you’re interviewing for, and believe that this is a meaningful step in your life’s ambitions, or simply love the unique culture they’ve developed, take time in the interview to let them know! It also doesn’t hurt to explicitly state, “I’m very interested in this position, and would love to see a positive outcome” or similar. Excitement fuels job offers!
How much time do you REALLY have to fulfill your life’s ambitions?
With over 40% of hiring managers choosing CULTURE FIT over SKILLS when determining who gets the job, knowing how to play to this side of things is key. Here are some tips!
Here are some frequently asked employer questions on culture fit (according to a recent HBR article):
• What type of culture do you thrive in? (Does the response reflect your organizational culture?)
• What values are you drawn to and what’s your ideal workplace?
• Why do you want to work here?
• How would you describe our culture based on what you’ve seen? Is this something that works for you?
• What best practices would you bring with you from another organization? Do you see yourself being able to implement these best practices in our environment?
• Tell me about a time when you worked with/for an organization where you felt you were not a strong culture fit. Why was it a bad fit?