Guerrilla Marking for Job Hunters 2.0 - Jay Conrad Levinson [91]
Your Icebreaker Question
Here’s your opening line—pick up the phone, dial the number, and say:
Hi, my name is . I’m doing some research on XYZ Corporation and I know that you used to work there because [explain how you found the person’s name]. I’m thinking of applying for a job there. Can I ask you a couple of quick questions to see if it’s worth my time and effort? I know this is an unusual way to do a job-search but...
Now be quiet and let the person answer yes or no. In my experience, most times they’ll say, “Sure, what do you want to know?”
If they say “No,” ask: “Do you know anyone who I can talk to about the company because I’m really interested in finding out as much as I can before I approach them?”
Either you will get a referral with your second attempt, or the person may decide to answer your questions after all. Someone who had a good experience at the company will answer your questions without hesitation. If it was a bad experience, the person may tell you as well, but it’s unlikely. If you don’t get anywhere, move on to the next person on your list.
Expect results! With a few minor variations, this is exactly how headhunters network to find candidates.
Ask whatever you think is important for you to know before contacting the next person. You will be amazed by how much you will learn. Further, you may be stunned by what people will disclose about former employers—if you just take the initiative to ask.
The competitive intelligence you gather is valuable. Now you can assess how your accomplishments fit with the employer’s needs. After doing 3 to 4 of these interviews, you’ll have the inside track. You will be able to assess which of your accomplishments might be of most interest to the employer.
When you approach the company, you will know far more than any other job hunter before you’ve even had your first interview. You might be able to decide if it’s even worth working there. How powerful is that? That’s how a guerrilla job-hunter networks.
➤ Step 4: Refer Yourself
Instead of relying on someone to refer you, take the initiative and refer yourself. The rejection rate will be very low if you use the following script exactly as I have written it. There is powerful sales psychology at work here—too much to explain in this book—just do it. Trust my 20 years of experience.
The following words are what you should say. The text below each statement briefly explains why you are saying what you are saying and what the employer’s response is likely to be.
Telephone the person you identified as running the department. Keep calling until you connect with the person and say:
You: My name is __. I’ve been researching your company and have talked to [name 2 of the people you spoke with if you have their permission] and they think that we should talk. Do you have time for coffee next week?
This opener is designed to build curiosity and establish your right to talk to this manager. Using the names of the people who have worked for the person in the past gives you credibility.
Employer: What’s this about?
The tone of voice could be curious or annoyed because you still haven’t said what you want. Stay with the script.
You: I’ve been examining the way you [market your product—sell to people—manage inventory—develop new products—(fill in the blank with the problems you know they have that your experience can address)], and I have a few ideas I’d like to share with you. Do you have time for coffee next week?
The manager may think you’re a consultant—which could be good or bad and there’s no way to know in advance—or could sound grateful that the former employees were thoughtful enough to refer you because the department does have a big problem to solve. The person may invite you in right now or continue