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How do I start searching? If you did any informational interviewing, you already have. You've gained practice in interviewing and have developed a network of contacts to develop further.What process should I follow? You want to get the word out that you are available. Do this in a personal, direct manner by calling 50-75 individuals in your area of interest and asking them about their company and upcoming opportunities. Talk to anyone who will talk to you. Leave no stone unturned.
Why can't I just apply for a few jobs at a time? You can, but your chances of success are less with such a limited approach. Try it if you want to (you may get lucky!), but set a time limit for yourself (two to three weeks), and revise your approach if unsuccessful after that period of time.
Where do I get 50-75 leads? Ask each person you contact for additional names and resources. In order of probable value, you might want to also check with:
- Your academic advisor College professors
- Anyone in your field of interest
- Alumni volunteers from your college placement office
- Alumni in your profession (from your alumni association)
- Friends and friends of friends
- Parents and parents' friends
- Professional associations
- Community groups with whom you are involved
- Career planning and placement libraries
- The Yellow Pages of the phone book
- Listings of area employers
- Chambers of commerce
- Industrial directories
- Newspaper ads (recent and past)
- Personnel offices
- Employment agencies (fees paid by employer only)
I just want a job until I figure out what to do. This is a viable alternative, but be careful about being stereotyped or pigeonholed in ways that could preclude future opportunities. It is easy to become comfortable and put off those real decisions while staying busy.
What do I say to people I don't know when I call them for the first time? Try a variation on one of the following: "Hi,
Mr. Smith. My name is ... I'm graduating from Podunk University in May of this year, with a degree in I wanted to find out about the services and products your business provides. Do you have a few minutes to talk?" or "I'm trying to clarify my career interests. Who could be the best person in your organization for me to talk to regarding what your company does and what opportunities might be upcoming?" Most people are willing to talk at least a few minutes about themselves and what they do.
Why not just ask if they're hiring? You can do this, but it usually is too blunt an approach. Such a point-blank question will yield a "yes" ("please send your resume") or a "no" (end of the conversation). Either way you haven't learned any more about the employer, the position, or the profession, and your chances of being considered for employment remain small.
What if a secretary answers? If you wish to speak to a specific person, ask for him or her by name. If the person is not there, ask when might be a good time to call again. Try not to leave a message if the person you are calling does not know who you are. If you do not have a name to ask for, ask "who is the appropriate person to speak to about the products and services of (company name)?" or "Who is the manager in charge of the Graphics Department (or other areas of the firm which relate to vour career interests)?"
Then what do I do? Learn from them. Ask about their products and services. Ask their advice. Ask if you may send a resume, even if they don't have any openings. Seek additional names and resources. Ask who else is hiring. Thank them for assisting.
What else do I need to know? Take good notes and develop a good system of recording information. Indicate the times and dates of telephone calls you made and responses you received.
What are the less likely places to look? SEARCH FIRMS are infrequently used by employers for entry-level positions. NEWSPAPER ADS are also a last resort for most employers. Often jobs for which a non-technical degree would qualify have numerous candidates from "walk-ins" and filed resumes. PERSONNEL DEPARTMENTS should also be avoided as an initial resource. These are all secondary sources. Go instead to primary sources, that is, individuals who can directly hire you.
Are there any lists I can get on? Not many, and if you did it would inevitably be with thousands of similar applicants. It is much more advantageous to be the only candidate.
How is that possible? Ideally, you want to talk with employers before they have positions officially open. Once an opening is announced, you are more likely to become just another face in the crowd of applicants. Find employers who have forthcoming needs that are not yet widely advertised or clarified, or even by having a position created for you.
How do I do that? It goes back to running an aggressive campaign to market yourself. Often one thing leads to another so that someone with whom you are talking says: "You know, we normally don't do this, but. .." or "I bet that Smith could really use someone like you on that new project. Let me give her a call."
It still sounds like a long shot The search gets shorter the more places you look and the more leads you follow. A "networking" approach is much more effective than the typical haphazard approach.
What is the typical approach? The typical job-searching approach, which is responsible for more failures than any other mistake made in the job-hunting process: (1) following only a few leads at a time. One lead pursued with excitement and anticipation; waiting for an interview or response; being rejected and taking it personally; becoming depressed and waiting before you look again (wasting time); repeating this cycle over and over until you are emotionally drained and mentally stagnant. Two or three rejections will dampen your spirit and being to erode your attitude; five or more rejections can put you into a serious slump that might take months to turn around; (2) seeking only "secondary" sources that are second- or third-hand, e.g., want ads, placement agencies, personnel, etc. Such sources often list opportunities that are out of date and usually have extensive competition; and (3) approaching leads impersonally, e.g., by writing letters only (without calling first), and sending those letters to companies in care of departments instead of to specific individuals.
What is the networking approach? This approach involves: 1) pursuing 50 to 75 leads, matter-of-factly processing them; constantly looking for additional contacts and asking for referrals; keeping busy while waiting for responses; accepting rejection (their loss); 2) going mainly to "primary" sources, i.e., those individuals who have the authority to hire you; and 3) approaching individuals in a personal and professional manner—on the phone or, if possible, in person. This should
result in a higher percentage of interviews, a high percentage of job offers, a choice of jobs, and most importantly, a positive prevailing attitude. This approach can be the most important factor in a successful job campaign! The key is how you START. Start big, end big.
Why don't more people use the approach that works? For one of three reasons: 1) They lack motivation. Job hunting is not important enough to them to want to do it right. They don't want to put in the time and effort that is required to get the job they want. 2) They lack knowledge. No one ever told them the "right" way to find a job and they've relied on "common knowledge" approaches (e.g., checking the want ads) that are ineffective. They haven't known where to find potential job contacts and how to approach those individuals. 3) They lack skills. They know what they should do, but they are unable to do it. Perhaps they lack interpersonal communication skills, the ability to manage their time, or the ability to organize their job search—all skills which can easily be acquired with practice.
Is attitude important? It is essential, especially when your abilities are unknown and your experience is limited. Atti-tudes represented by initiative, enthusiasm, motivation, confidence and energy go a long way.
Sounds like a full-time effort If you want to do it right, it is. A small sacrifice if a professional job is important to you. At the very least, be ready to put forth an all-out effort when you will have the time—during vacation breaks, for instance. Have a resume drafted, start a list of leads, and be ready to go. Plan on taking 30 to 90 days.
Sounds like a game. Right again. Make it fun. Also recognize that there are formal and informal games.
What is the formal game? This involves doing all the "right" things, even though they may have little chance of netting you a job. Applications, resumes, personnel departments are all part of the traditional process.
Should I avoid personnel departments? No. Just don't limit yourself to using them as your only method of searching. Likewise with classified ads.
What is the informal game? The one that really determines who is selected for jobs. Besides specific qualifications, it involves the right people liking you, lucky timing, setting your own rules, persistence and creativity.
Why even bother with the formal game? Because although it may not get you a job, not playing it can prevent you from getting one. It is necessary to play both games.
How do I get people to like me? You can answer that easily with what works for you. Show interest in others and in their activities, be considerate and polite, flexible and grateful.
What if I become discouraged? Join the crowd. It's bound to happen. Just make sure that you do not keep making the same mistakes. Keep plugging, but BE SURE YOU ARE DOING THE RIGHT THINGS. Make it fun; this is one of the few times in your life that you will be able to call people at random and talk about those things that most interest you.
How do I handle rejection? Don't dwell on it. Keep busy-developing options, and opportunities which fall through will be easier to overcome. Redirect your frustrations into productive energy by expanding your searching efforts.
A final note ... Be careful not to exclude options or leads too soon. Even if you don't think you would like a particular job you've heard about, you can always refuse it after you have obtained an offer. The practice you'll receive in going through the entire process will be invaluable in fine-tuning your job-hunting skills for that one opportunity that you really want.
Searching Worksheet
Current leads:
People who could give me additional leads:
Other sources to check for contacts:
Telephone Calling Worksheet
Introduction (name, brief sales pitch and specific question):
Your next statement if it is not the appropriate person:
Your next statement if it is the appropriate person (that is, the person who could hire you):
"Rapport" questions (general, open-ended, non-threatening):
- What does your department do?
- Who do you serve? 'How do you market your services?
- What are the main concerns of your department?
- How does one typically enter your profession?
- Are there others whom you'd suggest I contact?
- Is it all right if I send you my resume? I'm interested in
- your comments.
- Other questions:
- What problems or needs do you currently have?
- What are your greatest frustrations on the job?
- How did you attain your position?
- What areas of your company are growing fastest?
- What advice would you give someone starting out?
- What employment needs do you have now or foresee in the near future?
- Other questions
