Guerrilla Marking for Job Hunters 2.0 - Jay Conrad Levinson [110]
Jill Tanenbaum, president, Jill Tanenbaum Graphic Design & Advertising (www.jtdesign.com).
■ CALL HUMAN RESOURCES
I know this sounds like heresy, but there’s method in my madness. Call the human resources department. Ask what outside agency or third-party recruiting firm they use. Why? Two strategic reasons. First, any human resources person will immediately ask why you want to know. To which you answer, “I’ve been to your web site and I understand that you’re not looking for someone with my skill set right now but the agency you use may be dealing with other firms—so I guess I’m looking for a recommendation from you.” If they don’t press you for an interview, insist on knowing whom they use and why.
People in human resources love saving money on fees, so they may try to hire you directly. They tend to group together by industry and make referrals.
Getting a referral from one of their customers will ensure an agency gives you special attention. In addition:
• Always ask for the name of a specific person and their direct dial number.
• Get permission to use the human resources manager’s name as a reference.
• Ask if they personally know of any other companies that could make appropriate use of your skills.
• Send them a thank-you note with a copy of your resume to keep on file.
A WAR STORY
Lauryn Franzoni
A methodical strategy paid off for this ExecuNet member who was very active in her local human resources groups. She contacted the national headquarters for the names of local chapter presidents, and mounted a campaign of contacting each one every 2 months. Her persistence paid off when she received an offer.
Lauryn Franzoni, managing director of ExecuNet (www.execunet.com).
■ WRITE A CASE STUDY
Write a case study that showcases your skills. This could be as simple as a coveted client you sold or as complex as a new product you helped introduce to the market. Send the study to firms that have needs similar to those emphasized in the study. Not only do you get to showcase your writing as well as your research and analysis skills, it demonstrates your business acumen. Did you establish an innovative compensation program for resellers that increased sales and decreased spoilage or returns? This is a big deal in retail, where 90 percent of profits are lost due to returns. Try this:
• Choose an example that builds your credibility with your targeted employers.
• Results that would be of interest to a potential employer include increased efficiencies, new marketing techniques, and new or different distribution channels.
• Areas that would be promising include:
• Sales/marketing: Distribution channels
• Manufacturing: Just-in-time (JIT) inventories
• Operations: Enterprise resource planning (ERP) systems
A WAR STORY
Bill Humbert
A college recruit graduated from an architecture program and wanted to work for Marriott designing hotels and hotel rooms. Prior to graduation, she contacted the architecture group at Marriott. They interviewed and liked her but did not have any openings. She asked if it was okay to keep in touch. Every couple of weeks, she would send a design for a room, a balcony, a lobby, a hall area, a convention area. Finally, after 6 months of constant contact (and probably to get her to stop sending designs, they did not need), Marriott hired her.
Bill Humbert, The Humbert Group (www.recruiterguy.com).
■ PREPARE A COMPETITIVE ANALYSIS
Do a competitive analysis on one of your targeted employer’s products and send it to the president or vice president of the targeted firm. People assume that all companies keep up to date on their competitors, but this is rarely the case. Most companies don’t have the budget or the ability internally to remain aware of best practices. Your piece will likely be most welcome. Follow these suggestions:
• Focus