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market. I’m letting you know he’s available since you could undoubtedly benefit from the expertise of a highly qualified audit manager.

Please speak with Joel when he calls. I’m confident it will be mutually beneficial.

Best personal regards,

Henry V. Tattersall, III

P.S. Please let your secretary know that Joel will be phoning you for a

meeting within the next few days.

HVT:mec

If you don’t get through the first time, don’t give up. I.I.’s don’t—ever!

Here’s a typical offeror conversation:

You: Hi, this is Joel Adams. Henry Tattersall wrote to Mr. Winston about me. I’m calling to follow up on that letter. Is he available?

Secretary: One moment. I’ll see if he can take your call, Mr. Adams. (Pause) Yes, Mr. Winston is available. I’ll connect you now.

Edgar: Edgar Winston.

You: I’m Joel Adams, the audit manager our friend, Henry Tattersall, wrote to you about.

Edgar: Yes, Joel, I got the letter and would like to talk to you some time next week. I’ll transfer you back to my secretary and she can arrange it. If we don’t have an opening, I know who does.

You: Thanks. I look forward to meeting you!

That’s the icon introduction letter. It gets interest—and instant interviews!

Do 94: Slipping in the Back Door this Saturday

How’d you like to work this Saturday?

What’s that? Pay? Who said anything about pay? We’re talkin’ instant interviews!

Seriously, it’s the way to do a backdoor hire. The front door’s not just locked on weekends—it’s been locked for years (Do 57). That’s why you never make it past HR. They screen over there—screen out.

Stop and think about this. How can you expect some administrator who’s (1) never done the job, (2) doesn’t understand the job, (3) is working from a committee-generated job description or a few-line job requisition, (4) isn’t doing the hiring, (5) won’t be supervising the employee, and (6) isn’t even in the department—to make a favorable decision based upon (7) written background information from (8) someone who has no idea about any of this.

Now you can see why calling managers directly is the only way to get hired.

There are six steps to the Saturday slip.

Call a Hiring Manager Directly

Just pick up the phone and ask the operator for the head of the department where you have some experience (Do 1). This gives you some talking points.

Write a backdoor short opener for yourself.

You say something like, “Hi, Ron. This is Stuart Norcross. I have a background in finance with Competition Corporation, and wanted to discuss how it can benefit your department.”

If he shows interest, say you have done or can do everything that’s required (if you haven’t, you can). Now you’ve gone from getting to giving—you are meeting a need.

It’s all about needs.

The instant interview just happened. Now for your callback interview . . .

Offer to Do Something He Wants Done Free

Like the indemnification device (Do 44), this is simply offering to do a task.

All that’s required is going to the facility, meeting the hiring manager, and doing whatever he’d like done.

Who gets offers like that? I.I.’s.

Handle Any Negative Drag

If he says, “Well, I have no open req,” you say, “How could you? My experience is unique. And if you did, we’d have to go through all the red tape. I’d probably never even meet with you!”

Arrange It for This Saturday

Your challenge is not the needager (needy manager). Your challenge is all those people around him who can’t meet his needs!

They’ll sabotage your efforts entirely, since here you are coming in from outside and actually accomplishing something! That’s why Saturday (and you) will work.

Saturdays are so leisurely! No pressure, no gatekeepers (except security), no eyes watching your every move. Happy talk about family, friends, food, fun, future.

This is primitive, basic connecting. The only thing that gets people hired. The one thing that going in through the front door prevents.

Saturday for sure!

Take the Paperwork Home

Usually a hiring manager will have