Reading ads is an easy way to identify job openings. Your responses will also be held in confidence since your background was solicited.
All organizations hire people through advertising, and you owe it to yourself to pursue these vacancies. Answering ads, however, has its share of problems.
You'll encounter considerable competition from other job-seekers. A large display ad in the Wall Street Journal or the Sunday edition of a major metropolitan newspaper can draw hundreds of replies.
The company that placed the ad will be utilizing other methods to recruit applicants. This increases the competition. Organizations interview only 2% to 5% of the people who respond to their ads.
You have no control over the kinds of companies with which you can interview. It's up to chance that the type of position you want is being advertised by the kind of organization you wish to join.
The ads that appear aren't representative of the true number of openings. Companies advertise a mere 15% of their available positions.
Answering ads becomes less effective the higher the level of seniority. As positions increase in responsibility, companies shy away from advertising as a recruitment technique.
Last, the fact that an organization is running an ad doesn't mean that there's an opening. Ads are used for the purpose of taking salary surveys as well as to satisfy affirmative action requirements, even though the new employee has already been selected.
- Responding to Newspaper Advertisements
Companies identify themselves in their ads and use the "blind box" approach. The latter is where they remain anonymous by omitting their names and addresses, giving a post office box number for response. To assure anonymity, they also provide a minimum of information about themselves and the position.
Executive search firms frequently place the blind box type of ad. It can therefore be difficult to distinguish their ads from those of companies. However, if an ad begins by stating, "We have been retained to find. . . "or "Our client has asked us to locate. . .," the advertiser is clearly a search firm.
Employment agencies are usually required by state law to identify themselves as such. They use the following designations; "employment agency," "personnel consultants," "career consultants," "professional placement consultants," and "professional recruiters."
The overwhelming majority of ads is placed by companies. Utilization of the following procedures will increase the likelihood of obtaining interviews with these organizations.
An ad placed by a local company that identifies itself As discussed in job-search strategy titled, "Telephoning Managers in Response to Advertisements," the first two steps to consider are approaching a company through a referral and calling the hiring manager on the phone. There are also two other courses of action;
You can respond by sending your background in letter form to the individual whose name appeared in the ad. Although this per son could be the hiring manager, he's most likely to be in personnel or to be doing screening for the manager. In either case, his responsibility will be to review replies, so begin the letter by making reference to the ad. Cite the title of the position, name of the publication, and its date. Next, state your most significant accomplishment or responsibility in relation to the ad's requirements, including your title and type of employer. (As in a broadcast letter, your achievement and position need not have been with your current or most recent employer.) Then list additional accomplishments and/or duties in the order of their importance. Follow these achievements with a paragraph or two that provides other significant information. Conclude by stating that you hope to hear back from the company or will be calling to follow up. Always omit salary information, even if it was requested. You don't want to be screened out because your earnings or income expectations are too high or too low.
The second approach is to call the company, find out the name and title of the hiring manager, and send this person an actual broadcast letter, just as if you were conducting a mass mailing. This will ensure that your background is read by the ultimate decision-maker. Be sure this letter doesn't mention the ad and that the envelope is marked "Personal & Confidential."
