What Are the Steps in the Whole Person Job Search?

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Steps in the STOP! Don’t Send That Resume Approach

  1. Create a list of target employers. You can pick employers in a particular industry, or employers of a particular size (or both). You can use the LinkedIn Advanced People Search to find employers to target.
  2. To do that, navigate to LinkedIn, log in, and click on the word Advanced at the top of the page next to the open Search box. That will take you to the Advanced People Search page.
  3. On that page, use keywords and zip or postal codes to search the vast LinkedIn database and find the profiles of people whose profiles contain the keywords you specified and who are located in the zip or postal codes you chose. These folks work for employers who could be on your target list!
  4. You can also choose target employers by reading your local business newspaper to see which employers are growing, merging, launching new products and otherwise making changes.
  5. You can continually shift and update your target employer list over time. You are not stuck with your initial list of target employers!
  6. You can also add to your target employer list by reading the job openings on Indeed.com and SimplyHired.com or other career sites that you like. You can learn about organizations by reading their job ads. You can apply for jobs you see posted online without following the directions listed in the job ad. You can use the STOP! Don’t Send that Resume approach to reach out to hiring executives, instead!
  7. When you are ready to begin contacting hiring managers, you’ll begin by researching the employer. Read its website carefully and conduct a Google search on the employer name. Use not only Google web but also Google News to learn about the organization.
  8. What is new in the organization? What do other websites and publications say about them? What sorts of Business Pain™ might they be dealing with, based on their size, age and other factors, like growth or consolidation in their market space?
  9. Think about your hiring executive inside your first target employer. What is that person’s title?
  10. You must know, or make an educated guess about, your hiring manager’s title in order to send a Pain Letter™. If you are a Purchasing Agent, your hiring manager is likely to have one of these titles:
  • Purchasing Manager
  • Procurement Manager
  • Materials Manager
  • Operations Manager
  • Operations Director
  • Supply Chain Manager
  1. Now that you know your target employer name (the company name) and you have ideas about the title of the person who would hire you, you can go back to LinkedIn to find your hiring manager’s name. Use the Advanced People Search page again.
  2. This time in your search of the LinkedIn database, enter the company name and the most likely title of your hiring manager. That search may turn up your hiring manger’s name. If not, try another likely title for your hiring manager.
  3. You can also search the employer’s website to find your hiring manager’s name. Lastly, you can conduct a Google search using the company name and the most likely title for your hiring manager.
  4. We are able to find the name of a specific target hiring manager in about 85% of our searches. In very large organizations like IBM, it is harder to find your hiring manager’s title, because so many managers may have the same title. In that case, you can write to the head of your function – Marketing or Engineering, for instance – rather than to your specific hiring manager.
  5. You need a few more things in order to send your Pain Letter directly to your hiring manager. You need a Pain Hypothesis.  You also need a Hook. That is a piece of good news that the company has announced within the past six months. You can find your Hook most often on the employer’s own website, in the News or Pressroom section of the site.

Does this sound like a lot of work? Your research will pay off when you get interviews based on your Pain Letter approach to hiring managers!


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