Blind Dating is Not an Effective Job Search Strategy, Part Two

If you have not read last week’s blog, please do. The question we need to start with is how would you feel about blind dating with different people suggesting whom you should date.

Now that you put yourself into those shoes, let’s turn the tables. Let’s put on the hiring manager’s shoes. The hiring manager is now the one who is looking for a date (employee to fill a job) and potentially a long term employment relationship. You are the potential blind date.

If the hiring manager did not know you or ever talk to you and a stranger to the hiring manager suggested to her that she should commit her time to meet you, would you expect she would be interested in meeting?

This is what an unsolicited resume is to a hiring manager. They don’t know you and whether what you say is true or filled with a hidden motive. Most hiring managers don’t have the time or trust to pursue unknown people.

If your resume was referred to the hiring manager by someone she knew, would you expect she would immediately want to meet with you? Not necessarily. Certainly, in the context of you being one of five candidates coming in to be interviewed by a number of people, then the hiring manager may interview you or not. Many hiring managers want subordinates to do the first interview pass. Why? To get opinions of people whom they trust to screen unknown candidates first.

If you were referred by a trusted friend or advisor, would the hiring manager be willing to meet personally with you, bypassing the gatekeepers? In most cases, you will get the opportunity of at least meeting with them for 15-30 minutes. If they like you and become interested in you, then they would usually check you out with other advisors or, if you are at a lower level, have HR take a look at you.  During this process the company might be willing to consider including you in the interview process to see if the relationship should move toward a job offer.

Sound ridiculous? To a job seeker, perhaps. To a hiring manager, this is no different than being asked on a blind date.

The question then becomes, how are you seeking to get in front of the hiring manager?

Next week, we will be announcing our new book which walks you through the entire process and gives you a roadmap you can begin following immediately.

Job Searching using Job Boards or HR leads is a Consumer Sale, not a Business Sale

If you read Job Searching is a Business to Business Sale, NOT a Consumer Sale parts one through three, you will understand why what I am about to say. If you have not read them, please read them before reading further.

Job Boards and HR are efficient ways for companies to filter the mass amounts of potential candidates for specific job openings in a company.

HR is a matchmaker of qualified leads from a mass group of job seekers. HR does not make the hiring decision; the hiring manager makes the decision. HR uses the job description that the hiring manager approves. The financial approval to make the hire is often at a higher level than the hiring manager.

HR uses job boards, company website submissions, college campus recruiting, job fairs, and other activities to help them generate leads that tie to qualified candidates.  Then the screening occurs.

Electronic screening through electronic resume submissions are often key word focused. If you don’t have the right key word, you may stay lost in internet space or Never Never land.

Paper resumes or electronic resumes who pass the screening process are then reviewed by an HR recruiter. A typical review lasts 5 to 10 seconds.

To be fair to HR, how else could they get from thousands of submissions to a target number of 10-20 that can be called for a telephone screening?

The telephone screening then leads to 4-6 candidates that may be interviewed by phone, video conference, or in person. HR usually coordinates all interviewing and maintains documentation for legal hiring compliance.

HOWEVER, it is the hiring manager or her boss who usually makes the hiring decision; not HR. So the goal of getting a job is either to run through the rat maze of job boards, HR, and interviewing (consumer sale approach) or to do what insiders do to get the best jobs (business sale approach). Jobpreneurshipä does not demean those wanting to go through the rats maze but it does focus on the business sale approach.

In every case, HR will be involved at some point. If no one is going through the business sale approach, the HR conduit is the only source for candidates. Also, HR must eventually be involved to ensure company policies are followed, government regulations are followed, and to give their review and advice to the hiring manager.

The insider knows how to make the business sale and then is directed to HR AFTER the emotional decision to hire by the hiring manager has already been made.

Job Searching is a Business to Business Sale, NOT a Consumer Sale; Part Three

How can a hiring mistake harm a company?

How about an EEOC error causing a law suit? Some companies have paid out millions.

How about a disgruntled or negative attitude hire that sours morale, spreads rumors, creates strife, or does not follow rules impacting productivity?

How about a good intentioned employee, who makes poor decisions without involving management, that costs millions in excess inventory, uncollected customer payments, wasted advertising dollars, low productivity sales teams,…etc.

How about a less than honest employee who steals from the company? I have seen cost millions of dollars.

How about a naïve or foolish employee who says the wrong thing to a customer or to the media? Customer good will is lost. Lawsuits can easily occur. Bad media and publicity exposure could unwind hundreds of millions of dollars in marketing advertising and media relations.

Just take the recent BP oil spill. Was an employee somewhere at the heart of the problem? The cost is $20 billion and counting.

Are these hiring mistakes or managing mistakes? Both. Managing starts with hiring. Ultimately, the manager is responsible for the hiring decision and writing the specification that is given to HR. If the manager makes a mistake or does not hire or manage well, her neck could be on the chopping block.

Wise managers eliminate problems (retrain or fire) and learn from them (tighten hiring requirements).  The decision is theirs. The risk is theirs. Burned once, most managers don’t want to be burned a second time. Executives, by the time they are at this level, have been burned numerous times in different ways.

You may have personally been burnt by someone spreading a false rumor, stealing from you, or worse. In business, the manager’s career and reputation is on the line. His bonus and promotional opportunities are also on the line.

That means, your fit to the job description requirements is really only 50% of the story. Your fit is merely the first step to join the pool of other technically qualified people.

The hiring decision is based upon unspoken questions, such as “can I trust you?”, “will you help me get promoted or be self-promoting?”, “will you do what I say (to manage the risk) or be a cowgirl?”, “do I like you?”.

These factors are not decided by HR or other gatekeepers. HR is there to help the hiring process just like procurement helps the buying process. But in both cases, the decision maker is the manager who is responsible – or her boss.

That means the approach to selling to a business is FAR more complicated than selling to a consumer.

The good news is that you can learn the process while your competition keeps assuming the hiring manager is just like a consumer.

Job Searching is a Business to Business Sale, NOT a Consumer Sale; Part Two

Now let’s talk more about the buyer decision for a larger company, such as a Fortune 1000. If you want to work at a company under $50 million in revenue, the characteristics may resemble more of a consumer sale.

A consumer personally decides what they want to buy. If they make a mistake, the impact is usually limited and not a significant impact to them. Buying a house or a car are large purchases but can usually be resold with limited loss and personal impact.

Note well: A consumer decision rarely impacts others outside of their family.

A business buyer usually has specific needs or consolidates consumer spending into leveraged buys.

Business commodity spending, such as toilet paper or printer ribbons, are usually purchased in large quantities in a bid process. The vendor who has the needed product at the best price with the best servicing relationship usually wins.

However, most business purchases are for specific technologies, raw materials, consulting, and items that could significantly impact their business. To be competitive, they have rules designed to control what is purchased to attempt to only buy what is needed to drive their business forward – at the lowest cost. But that cost is rarely the price paid for the product. The impact of a business purchase is immense with hidden costs and risks.

Let’s take a simple example. Say the company is buying HP laptops. What is the risk of going out and buying a Dell laptop for yourself? First, the price is probably more than buying off a corporate contract. Second, the company has to pay someone to service the laptops. By now having two vendors, the costs for parts and service knowledge, has increased. Third, the IT software strategy may require interfaces and memory/disk requirements that your new Dell laptop does not have. Bad decision? You bet. You will probably get your hand slapped.

This example gets a lot worse depending upon what is purchased for the company. If the buyer makes a major mistake, the impact can be the entire company. I have see some companies go out of business for making naïve or poor decisions. Everyone can be impacted. Management take mistakes very seriously. A wrong decision or not following the rules could easily cost your job.

The business buyer decision impacts the business. Bad decisions result in slaps on the wrist to being fired.

This has a dramatic impact on how companies buy – and hire.

Job Searching is a Business to Business Sale, NOT a Consumer Sale; Part One

One of the biggest mistakes that job seekers make is to assume that looking for a job is no different than how they shop for items that they want. That sounds reasonable. It is what most of us know. It is all that most of us ever see! However, for job seekers, it is tragically wrong.

Now, I can just tell you it is wrong or I can explain why it is wrong and set the stage for what you should consider doing.

Let’s start by comparing consumer spending to business spending.

Consumer spending is mass marketing. The idea is that if you spread the message to enough people, buyers will show up and buy your product or service. Think about TV or magazine advertisements. They play to broad audiences – whoever is watching the program or reading the magazine. Such a market could be hundred of millions of potential viewers. Further, the product may get lost among hundreds of alternative products for hundreds of millions of people to consider.

That is why billions of dollars are spent on advertising and branding to become the most predominate product in the public’s eyes, hopefully resulting in large numbers of people buying their product.

There is some market segmentation, but it is usually to broad categories like 15-20 year olds. That only contains tens of millions of possible product buyers.

The pricing of these products is usually relatively low. The products are usually commodities, like shampoo, where large numbers of competitive alternatives keep pricing competitively low. Ongoing profit depends upon large numbers of people buying their product over and over again. That is, the buying public “consume” the product and have to buy more at some time in the future. That is why the buying public are often called “consumers.”

The key term here is “commodities.” Unless you demonstrate unique value, you are viewed as one of many to choose from, i.e. a commodity. It is hard to stand out from the crowd if you are viewed as just another one in the crowd.

On the other hand, Business spending is usually divided into two categories. The first is what is commonly purchased on a routine basis. These are called consumable items or commodities. The second spending type is specified product (i.e., for raw materials or parts used in manufacturing, consulting services, computer solutions, and a host of uniquely needed and higher valued products and services). This is true regardless of the “business” you are in, including public and private sectors.

The business buying process, whether through HR or procurement, usually begins with a job description or a specification for a specific need that is already approved by management. The range of buying includes low value and low priced (low cost labor) to high value and high priced (higher skilled and valued labor).

Here is your question: Are you a low value consumer product (commodity) that people will buy (hire), use up, and buy more elsewhere? Or, are you a unique person who can bring value to a company?

Are You a Legend or a Legacy?

There are several kinds of legends. You can be a legend want-a-be, a legend in your own mind, a legend with mythical notoriety, or a true legend whom others look up to with awe and respect. For some true legends, they just seem to fall into the situation, not unlike some medal of honor winners who were “just doing their duty.” For most true legends, and medal of honor winners, there is a cost to pay. The price can range from their health, their family, friends, and endless hours of hard work.

It is hard to be a legend. Few make the grade. I doubt that I will be considered a legend. To me, the cost would have been too high. For others, I simply take my hat off to them.

However, there is something that all of us can do even if we are never recognized by others, appear on the national news, or receive global honors. We can choose to leave a legacy.

What is a legacy? Wikipedia defines a legacy as “what someone or something is remembered for or what they have left behind that is remembered, revered or has impacted current events and the present day.”

While a legacy could include a significant monetary or property inheritance, I am most interested in whether our personal lives are impacting others around us in such a way that they are “touched by us”, motivated by us, encouraged by us, and helped by us in such a way that they remember it for the rest of their lives – and sometimes even tell their children about it. That could even include one simple but profound positive lesson that a parent leaves with their child.

While you are looking for a job or are developing your career, are you also leaving a positive legacy for your family, friends, and even strangers that you meet?

Are you focused on becoming a legend or on leaving a legacy?

Do You Feel Entitled or Entrepreneurial?

Most of us live in an entitlement world. We are entitled to our rights. As American or European citizens, we are entitled to government handouts, pensions, healthcare, vacation time, holidays, legal protection, police and fire protection, military protection, consumer protection, regulatory protection, a job, a promotion, training, education, etc. What entitlements do you feel that you are owed?

Entitlements have two dangers attached. The first danger of entitlement is that they make you risk adverse, lazy, and wanting more free goodies. If you are entitled, you don’t have to do anything for it. Others just give it to you. You don’t care who pays for it. You are owed “your share.”  You merely have to wait for your seniority to improve for better benefits.

Second, what happens if those entitlements disappear? What happens if your city, state, or country government runs out of money to fund those entitlements? What happens if the economy and job picture deteriorate so much that you become unemployed, your unemployment payment runs out, or your pension fund runs out of money?

My suggestion is that, even if we are taking advantage of current entitlements, we need to develop a different attitude. After all, if you have been keeping up with the news worldwide, there is a massive geo-political, demographic and economic shift threatening the continuing existence of all entitlements.

What is that different attitude? You might call it a spirit of entrepreneurialism. That means developing the attitude that you will take full control and responsibility for your own life. If you begin developing the ability to not depend upon others and quit expecting others to give you a handout, then you will begin learning how to become successful on your own, how to become independent, how to think for yourself, and how you can help others help themselves.

For example, when looking for a job your perspective might change from “you owe me a job” to “what can I do for you that makes you want to offer me a job?”  When trying to keep a job, you might begin taking actions to become invaluable in your current job, help others around you become successful, and to get known in other departments as someone of value. When planning your personal life, you might begin taking seriously the need to learn from others and to begin transforming yourself into someone who can take care of themselves, help others and not worry if your entitlements will disappear.

In an uncertain world, can you afford to feel entitled or is it time to become a entrepreneur and jobpreneur?

Do You Want to Play or Perform?

Have you ever noticed that many of our personal time and discussions are on our playtime? We like to party. We love our sporting events (my wife and I like tennis). We are thrilled to talk about our wonderful vacation experiences. Video games, computer games, movie entertainment, HD TV, time saving devices, and innumerable toys are often what is talked about yet can produce attention deficit disorder, impatience, and an unwillingness to actually do the work it takes to actually “do” something of value.

So, why should I be interested in actually “doing something” that produces more than just entertainment value?

Does this sound similar to last week’s blog? The difference is that play is much different than excusing ourselves for being a victim of our past. The past is past. Play is a current decision of our circumstances that we control.

Ok, I have been accused of “all work and no play” but why not make work what you are passionate about? Why not make work just as enjoyable as play? Why not plan work time to also include some play such as networking on the golf course, at a ball game, or at dinner. That can include your work network or your personal network, such as your family. In other words, structured play is a part of life and work and has value. Unstructured, mind numbing entertainment can be destructive and an incredible waste of time and money.

The difference is the result. Properly focused work helps others and yourself. Limited and focused play, such as a weekend in the mountains or coaching your daughter’s sports team or a planned vacation trip, can include play but should be considered rest and relaxation (R&R) to decompress and recharge one’s batteries. Then back to work passion we go!

You may not agree but the point I am trying to make is that whether looking for a job or developing your career, there is little time to waste unless there is a purpose and not merely mind numbing replacement of work effort with wasted activity – whether you are doing it at work or at home.

I am not suggesting the elimination of playtime. We all need down time every day. It is just that often the amount of playtime may be why you are still looking for a job or falling behind the promotion career curve.

My only point is that all of us need to ask ourselves, “Do we want to play or perform?”

Do You Seek Pills or Performance?

Why do I talk about pills?  Have you ever noticed that if you wanted to lose weight, improve your health, feel better emotionally, gain muscle – with almost any problem people are willing to help you by magic pills, magic processes, or short cuts? I even heard a person who meditates one hour a day, for personal peace and harmony, sell a series of tapes on how for only a few minutes a day you can have the same result that takes you an hour today. How many times a day do you get a get rich quick scheme that only requires a few minutes and “you too can join the rich and famous”?

Just think about it. No more having to exercise, no more having to eat a balanced low calorie diet, no more losing your hair, no more health issues, no more worries about your credit card debt, no more hard work or long hours studying, no more pressure – just take this pill, buy this tape, or follow these 10 simple steps… When your friend falls for one of these lines you may laugh at them, but how many times have you been fooled by wanting to take short cuts to results?

The other option is performance or results. If you want lifelong weight loss, what changes are you making in your lifestyle to get that result. If you want better health, mental or physical, what are you doing about your diet, work habits, stress levels, exercise, and other lifestyle decisions that may impact your health?

I believe it was B. T. Barney who said that “THERE IS A SUCKER BORN EVERY MINUTE.” Well, aren’t we all suckers at some point and time?

Perhaps the biggest sucker is ourselves when we seek to pop a pill to solve a problem that is really only solved by lifestyle changes.

If you want lifetime performance, you have to do what it takes to get the results – the right way.

Are you still looking for pills to pop or to learn how to deliver performance and get the results you want?

Are You a Victim or a Victor?

There many victims in this world. In fact, anyone can claim to be a victim. The poor may not have enough food, clothing, education, healthcare, nurturing, safety, role models, etc. The rich may have been spoiled, not enough time with loving parents, too much freedom, too much money, too many temptations, too much unstructured free time, too much access to drugs, sex, and mischief. Perhaps you are in the middle but had a negative teacher experience, a professor who could not teach, a boss who was unethical, etc. It is easy to blame others or our circumstances. It emotionally feels good to blame the system, blame our situation, and ignore our own responsibility. You might get compassion from a court of law or others but feeling like a victim does not solve anything. You will just remain a victim.

We have far fewer victors. A victor does not ignore the injustices in life. Instead, they feed off of wanting their lives to be different. They take any negative energy and turn it into positive motivation to become different. They want to provide food, clothing, opportunities, a better world and a better life for themselves and for their children and grand children. They choose to win at the game of life. They get up each morning determined to break through their past, their excuses, and their weaknesses to make a difference, to maximize their potential, and to ultimately leave a legacy.

Being a victim is easy. You don’t have to do anything.

Being a victor is hard. You have to be determined, work hard, persevere, and surround yourself with other like-minded victors to become successful. Many future victors are often surprised how many older victors are willing to reach out a hand to help those who are determined to win in life. These older victors have won already and are now working on paying it forward in order to leave a legacy for future generations of victors.

At the end of the day, the difference is what you decide to do with your life.

Will you be a victim or a victor?

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