Posted under Internet Job Search on March 3rd, 2008
Wow, my blog on following up with on-line applications really hit a nerve. I am still receiving comments in my inbox. Some expressing the view that it is NOT up to the job seeker to follow-up (my response to that is: Whose job search is it?), some expressing the frustration of trying to follow-up on-line (my response: if you can’t follow-up on-line, then get off-line. Why continue using a system that is in place to screen you out and then act surprised when it does?) My view remains: no one cares if you work again but you. Take the initiative and if you run into a roadblock, go around it. So I was pleased to run across this newsletter article written by Susan Whitcomb, one of my personal heroes in the field of career coaching. This came in as a newsletter rather than a website so I am pasting it here.
Follow Through After Applying Online
It’s not enough to find openings on an employer’s Web site, attach your resume, and click “Submit.” You must follow through and connect with people in the company, preferably the hiring manager or people who influence the hiring decision. Peripheral contacts—those who do not influence the hiring decision directly but have knowledge about the company, the position, or the hiring manager’s preferences—are also be critical to your success.
Ideally, it’s best to find a referring employee prior to applying at the employer’s Web site. When you do, the insider can give you tips about applying. You can also include the person’s name on your online application because most large companies have an employee referral process that earns employees cash and other incentives for referring a new hire.
So how do you find the names of people who work at your target company? Jobseekers are finding that searches using Google.com or social networking sites, such as LinkedIn.com, are paying big dividends.
Once you find names, do not be afraid to get on the phone and talk to people. Telephoning often works better than e-mailing because you can get a conversation going. Don’t worry about looking too forward. Anyone who posts his profile on LinkedIn or has a resume online understands that networking is an important part of career management.
[If] the conversation has gone smoothly, look for ways to advance the relationship, especially if this individual has influence with the hiring manager. For instance, “I wonder if I might stop in and say hello when I interview there next week.” Or, “What’s your schedule like in the coming week. I’d love to buy you a cup of coffee.” Or, “May I mention to Joe, whom I’ll be interviewing with next week, that we had a chance to talk?”If the conversation has gone extremely well, ask for a referral: “Would you be able to let Joe know that we spoke? If you think I’d be a good fit for the company, I’d certainly appreciate a good word, especially if it might benefit you in terms of an employee-referral incentive.”
Any networking you can do prior to the interview will enhance your “familiarity factor.” Networking increases your knowledge about the company, adds to your career credibility, and increases trust levels with your interviewer and prospective coworkers. If you’re neck-and-neck with another top candidate for the position, the familiarity factor will often tip the scales in your favor!
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