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Human resourcers place the ads in papers for reasons having nothing to do with hiring. Reasons like showing their companies are prominent, showing they’re into affirmative action, showing they’re about the community, or showing their business is growing. Maybe even showing top management they’re doing something other than taking outside recruiters on tours of the facilities. That’s why you don’t know anyone who recently got a job through a classified ad or a job fair.

But why wait ’til Sunday when armchair jobseeking on the Internet can click you into oblivion 24/7? Every tease conceived by the human race is right in that electronic box. Why think outside it? That’s why you don’t know anyone who recently got a job through an Internet posting either.

Any recruiter in the rainforest will tell you that the Internet is nothing more than a large lead source. More often than not, a misleading lead source. All those hidden hunters would be better off watching Animal Planet since the interview action’s underfoot.

The active job market is where the action is. Where the fearless few generate endless interview invitations like crazy. Always out there in the marketplace, ready to leap at the lead. Then to pounce on the potential.

They think: “Good, better, BEST. Perhaps I’ll take this one—nah—how about that? Well, let’s see. Let’s write it down. This one pays twice as much, but I need to travel. That one gives me a car with unlimited mileage, but there’s no long-distance travel required. I really like the management of that other one, though. H-m-m-m-m. Decisions, decisions.”

So, here we are, a quarter-century later. Working on this concept of persuading one person to pay another to watch that person do something they won’t or can’t do for themselves. (Note that I said persuading, not motivating. When you persuade, you steer. When you motivate, you watch. One is active, the other is passive.)

Employers treat a job as though it were some tangible thing. They enhance it by calling it an opening, a position, or even an opportunity.

They write it down, give it a makeover, add adoring adjectives, print it, list it, post it, mail it, announce it, advertise it, box it, and dress it up as an “executive search assignment” for recruiters. Yet it’s not some tangible thing. The best evidence of this is that the person who gets hired rarely resembles the person described in the wish list.

If you really understand that rainforest reality, this should hit you like a bolt of lightning:

Interview Insight

Successful people create their own jobs. They simply make their own openings, jump in to them with both feet (usually without a clue as to where they’ll land), and change what they do as they go along. They eventually become the job and become indispensable in the process.

It just makes you want to pull down that “Help Wanted” sign, tear it in half, put back the “Help” half, and take the “Wanted” half home to tape on your mirror.

I’m going to guide you through your very own customized jungle treasure hunt. But you’ve got to let me take you by the hand. Learn the lay of the land. Page by page. Don’t just scan the titles. Study the techniques. That’s what separates the seekers from the getters. I’ll teach you all the jungle jive you need to know along with the moves. Timing. Closing tips.

The more you practice, the faster you’ll get more and better interviews. You’re just learning to ride a bike through the thicket. Once you’ve learned it, no one can ever take it away from you.

If you want a different result (let’s just say tons of interviews), you’ve got to do something different.

How does permanent job security, lifetime unemployment insurance, a high standard of living, even higher self-esteem, and unlimited potential sound? Too good to be true? Fun?

Time for your coming-out party. A few bars of “Jungle Boogie” and you’re hiding no more.

Say, “BOO!”

Here we go!

Instant Interviews

Do 1: Appearing Magically—Like a Genie!

There are six reasons we’ll cover