|
Speculative CVs
As previously mentioned, many of the best jobs never make it as far as the public domain - internal vacancy boards, employee referrals and speculative applications can provide cost-effective recruitment methods. Once a position is advertised externally many organisations use agencies, media and web sources simultaneously, attracting a huge pool of applicants. Far better then to communicate your skills ahead of this or, better still, generate a speculative interview through a stimulating, tailored CV and letter of introduction.
Only through research and targeted marketing will this method of job hunting bring a result. A blanket approach may generate some interest but effectively you spread yourself too thinly and incur great expense, not to mention having to deal with many negative responses. Hardly inspiring! A focused approach ensures that organisations are selected on a skills basis i.e. you have the type of experience which they use. This creates genuine compatibility, which is easily highlighted should an interview be forthcoming. The following steps are logical & useful:
The Decision-Maker
Identify the person responsible for recruiting and their job title. Depending on your own career level and the hierarchy of the organisation this could be at Director/Management level or through HR. In some companies, Team Leaders are responsible for selecting their staff, especially for project-based work. Once identified, a useful exercise is to ring beforehand to ‘introduce’ yourself. This provides the opportunity to soft-sell your skills and enquire as to any suitable openings. If you are talking to the right person they should be aware of future projects and relevant man-power planning. (Remember to ask at the start of the conversation if it’s convenient to talk or whether they would prefer you to call back at a different time. Securing a call-back time is positive, as it demonstrates a commitment to talk to you.)
A Positive Response
If an opening is anticipated (unlikely to happen with every call you make!) then some probing, open-ended questions on your part can provide further insight and allow you to highlight your relevant skills. However, be aware that the person to whom you are speaking may also be making decisions about your suitability for a role. Be specific, keep the call brief and ask whether it would be acceptable to submit your details. Articulate clearly and remember to smile as you talk - the other person will ‘hear’ it.
Be persistent
If no recruitment is anticipated, ask whether you can send in your CV anyway. Whilst some organisations are reluctant to hold details on file, you will have already singled yourself out with a speculative call and are more likely to receive a positive response. Statistics say by ringing prior to sending your details your chance of success is increased, simply because the recipient will be expecting them. For further details on this approach see Cold Calling..
Back to Job Hunting
|
.jpg){kind=small}
