Whether you’re announcing your compelling job postings or announcing your expertise to the world, getting noticed online these days is like being heard while whistling into a tornado. It takes a considerable amount of effort, planning and trial-and-error to stand out among the millions of status updates competing for attention. So how do you get your signal widely detect through the noise?
I know them, well do you really??
One of the things I see, and hear about all the time is how someone knows someone, who knows someone and how it either helps them get a job or stops them from getting a job. The interesting part is when the people who know people, knew them 1+ years ago, and yet still feel that what they know actually is still correct.
Is Fit a deterrent to innovation?
Been looking to long, oh well!
As most who rad my blogs have noticed I have written a number of blogs about the various ridiculous thought process companies and recruiters are using to not bother considering what by all accounts is a great candidate. I have written about; job hoppers, having too many jobs, not enough jobs, people supposedly knowing you and more. Now we will talk about people being excluded because they have been looking too long.
Great Sourcers do not need industry experience!
What is Social Evidence?
Sometimes you absolutely have to get in touch with a prospect, and all your previous methods failed. For those times when you find the "perfect" lead, and there aren't many others around, use one of these sneaky tricks to get them to read your message.
Send Through a Friend
Find a connection you both share (say a 1st degree connection on LinkedIn or a friend on Facebook). Email the message to your contact and ask them to forward it along and cc you.
Drop a Name
Not looking at Previously Interviewed!!
I know Hiring Managers (HM) have certain predisposition about certain type of candidates, In this case I am talking about people who were previously interviewed. In some cases these stances are so intense that if they or someone else in the company interviewed someone and said no for any reason, they will not interview them again even if 10+ years have gone by.
However this practice is not correct. A blanket stance of no to previously interviewed candidates is only hurting the company.