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Why Send Credentials
to Employer Targets
in High Quantity?
Here
are the 3 most typical types of initial phone calls that will are produced
by sending your a letter or cover letter and resume to the potential users
of your skills:
1. The most common positive result from distribution
of credentials is a call from a
potential
employer interested in your background.
- 'It seems you might be the solution
to a current need or problem I'm having.'
2.
The second most common scenario arises from networking at the
Hiring Manager level.
- 'A friend of mine passed your
resume to me the other day because he knew'...
3.
The third most frequent way resumes strike gold is when a Hiring Executive
talks with a Recruiter who asks for a referral.
- 'I got your name from ... and
I'm calling because I have an opportunity for a '...
Many
other "good surprises" sound odd, but there are too many of them be considered
unusual. I have seen many other positive results from sending credentials
out in quantity. These are actual stories of resumes jumping to
opportunity. The stories begin when:
A
Consultant finds a resume at one company to bring to another client.
A
Salesperson is aware of a need and is seeking to make a good impression.
A
Board Member is fulfilling a fiduciary duty to recommend worthy talent.
An
Executive is just starting a division or starting a new company.
A
Manager-in-Transition to a new company takes a resume to his new employer.
A
Former Contact walks by another Manager's desk and recognizes a name.
The
company's downsizing was too extreme, but advertising is not permitted.
A
Venture Capitalist has funding, but has the wrong set of managerial
skills.
What
is wrong with this picture?
Sending out hundreds or thousands of letters/resumes definitely
does produce interviews. When they don't, then something is wrong.
Usually it is the quality of the materials. This is most often because
the documents are about the historical background, rather than looking
forward to show how you would be valuable.
A 50%
response rate is my personal record on a large distribution for a client,
but this is rare. More typical are response rates in the 1% - 5% range.
Some responses come in the first 15 minutes. The late, great Grant Shannon
reported that 50% of his clients got their jobs via the blind direct approach
to employers.
Why
not?
Does
it seem somehow wrong to send out resumes in quantities of hundreds or
thousands? If it does, get over it! Get your loyalties and
priorities straight. Who do you work for? Everyone's prime
employer is "Me, Inc." Who are you protecting with your conservative
modesty? Who do you harm with weak marketing? Only you and
yours.
Every
enterprise markets to potential customers. Don't sell yourself short.
Many
phone calls generated by a mailing contain the following emotional tone:
'I've been concerned about something, and then, thankfully, your resume
appeared on my desk, and it looks like you might be able to help me.'
Remember, rejections are not permanent exclusions.
Sometimes a 'no' is very temporary. Sometimes a 'no'
is isolated amid a sea of 'yes' in other parts of the company.
In business,
'No' often means:
1) Good,
but not now.
2) Wrong media or message.
3) Not for me.
4) I can't look at this right now.
Why
don't I hear advice like this more often?
There
are very few knowledgable Candidate Advocates in the employment business.
HR and recruiters do not have your interests at heart. Anyone who has
intimate knowledge of a dozen or two campaigns does not have the experience
to see what works. I'm ashamed to say it, but I did my best learning
after having managed hundreds of campaigns. Only then could I dispute
the common advice.
Some
standard advice is very bad. The realm of job search is shrouded in
mystery because employers cannot detect or predict a good employee.
The screening barriers and resume criteria are largely invalid because
there is no more than 10% valid prediction power. See my piece on employment
myths.
Age
is perfect example. There
is zero correlation with productivity and experience after about 5-7 years
on most jobs. But when sorting resumes into piles, age plays a big role,
despite the law and the hard evidence.
For
the aggressive campaigner, any lack of response or negative information
is mostly irrelevant. The only answer that counts for anything is 'yes.'
The only logical course is to pursue all avenues of approach aggressively.
Don't wait for anybody else to do anything! Take the initiative and
keep going.
Multiple, tempting, simultaneous offers is the goal. Relentless wins.
Tenacious competence is a desirable trait in employees and
a key to success in any difficult venture. You have got to want it enough
to do it well in all the ways you can, repeatedly.
To quote
one of my favorite clients, a Marine Corp. Flag officer:
"Attack, Attack,
Attack!"
Still
not convinced?
Let's
talk. I'll buy the call. 1.866.JobHunt = 1.866.562.4868
Gary
Ames
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