what to expect from employer profiling

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  • What to Expect from Employer Profiling And what your Job Search Agent will be busy doing for you 866.755.9800 stephen@ittechexec.com 1
  • Perhaps you can relate... I have to admit that I was feeling a bit overwhelmed. I had my resume done. I had a strong brand message in place. And I thought I had a plan for how I was going to conduct my job search: I was going to do what I had always done in the past. I was going to call a few colleagues to get them looking for me, respond to some job boards, and reach out to a few recruiters. So I did just that. And although I had some movement, it was very slow-going. Companies were definitely much slower to respond and progress the discussion than they had been in the past. My colleagues were helpful and did put in a few good words for me, but frankly, there just werent enough of them out there and the timing just wasnt right. At that point, I had to decide either to give up the search for now or switch tactics. Thats when I heard about Employer Profiling. Although I was a Skeptic myself, I was drawn to the idea of 1) proactively targeting companies I wanted to work for (many of which I didnt even know existed) and 2) having a job search agent who did the upfront work for me (I knew if I had to rely on my free time that it would never happen). Without a doubt, this was the push I needed. Before I knew it, I was building my LinkedIn network with valuable contacts, profiling companies for my search, and being introduced to contacts at those companies! After launching me into this direction, although I still had to be diligent and follow through, I did succeed in meeting with a decision maker on two separate occasions at one of my target companies who eventually made me an offerfor a position that was never posted! This approach was definitely hard work, but all along the way, I felt more in control of the process, more directed, and less a part of the masses. I still applied to job boards and talked to recruiters (and even had some interviews from that), but I never gave up on building those new relationships with people at these target companies. And now I can even say that I have leveraged those relationships to help others in my network. I think I finally truly understand how networking should work. Meet Justine. Justine is a very busy Project Manager in the pharmaceutical industry. She also happens to be a busy mom of 3 and very active in her community. Justine has always moved from job to job pretty easily until this time. Job boards and recruiters just arent coming through for her, and she knows she needs to build more professional contacts, but who has the time? Plus, Justine wasnt born yesterday. Although her current environment isnt ideal, she doesnt want to just jump ship for greener pastures. She wants to be careful about the next organization she works with. But thats easier said than doneor so it seems. 866.755.9800 stephen@ittechexec.com 2
  • Heres where you should be today. Your messaging is in place. Your resume portfolio is set. Youve considered how you are going to approach your job search, and youve discussed a Strategic Vision for it with us. Youre ready to launch your search and to meet Sue, our NoNonsense Job Search Agent, to start with Employer Profiling as one part of your job search. 866.755.9800 stephen@ittechexec.com 3
  • Meet Sue, our Job Search Agent. If ever there were an answer to prayer, music to your ears, or a sight for sore eyes (you get the drift), Sue is it. Blending a unique background in managing both IT and telecom day-to-day operations with extensive hiring and recruitment experience for small/mid-sized organizations as well as for a prominent Fortune 1000 company, Sue has been up close and personal with HR, and has had to wade through layoffs, acquisitions, and corporate restructuring. (That means she's a veteran of the job market zoo and has been so deep in corporate goo that nothing surprises her anymore!) Together, we devised a three-phase NoNonsense employer profiling solution that gives members another alternative to the job board rat race and, the best part of all, provides personal job search support, so that each member has his or her very own job search agent helping to zero in on and find contacts at prime employers best suited for the member. This is something truly unique! Sue also helps with conducting our 30-minute introductory strategic visioning consult calls that get our members moving from the messaging stage into the execution stage. She helps get you moving toward a strategy for your search and provides advice on how to enhance on the standby methods you typically use. 866.755.9800 stephen@ittechexec.com 4 Now lets look at how its all going to come together
  • Here are our goals. We will target companies in your geographic area, field, industry, etc. that are best suited for your goals. We will research and find contacts (at least 1 contact; maybe more) at these companies based on your strength of connection (leveraging alumni, military, professional association, etc.). We will prioritize the companies based on your preferences and the strength of connections we find. We will reach out on your behalf and make the initial introduction with the contact names. We will try to secure a response from as many as we can, and we will guide you to get them to agree to continue to talk to you at a later time in more detail about the company, other possible connections, etc. We will provide you with messaging and tutorials about where to take the conversation from there. We will get you away from just relying on job boards and recruiters to help you build a more effective network for you targeting specific resources (keeping you away from networking mixer after networking mixer). We will save you a lot of upfront research time that makes it so difficult for professionals to get started with this approach. 866.755.9800 stephen@ittechexec.com 5
  • Phase 1: Write the Vision Sue will begin by establishing your parameters for profiling employers. You will receive your first email from her with a specific set of questions meant to help zero in on the employers best suited for you. 866.755.9800 stephen@ittechexec.com 6 We most likely fleshed out a lot of this during our messaging process, so this should not be overwhelming at this point.
  • Basic preparation steps: Heres what we will be doing on the LinkedIn side: We will change some privacy settings for the duration of this process (we will let you know what that is). We might need to make some introductions from our network on your behalf (we will explain why and what for as we go along). While we are compiling our recommended list of targeted employers, we will need you to do the following: Set up a new email account for this process (using gmail, yahoo, etc.). Make it formal (e.g., first.last@gmail.com). Check Facebook, Twitter, and any other social media you use to make sure it is professional and appropriate (weve already taken care of LinkedIn at this point) 866.755.9800 stephen@ittechexec.com 7
  • Presenting the results. Once we have your list compiled, Sue will go through and vet the list one more time to make sure that they all meet the criteria set. She will also be contacting you with the employer names. 866.755.9800 stephen@ittechexec.com 8
  • Phase 2: Make It Plain Now its time to prioritize these employers and gather contact names and information. 866.755.9800 stephen@ittechexec.com 9
  • Prioritizing your list of employers. Once we have your list of targeted employers, Sue will then contact you with the list. You will receive employer names, locations, market sector type, and web addresses. She will ask you to give each employer a rating of 0-10 based on your interest/desire to engage with that employer. She will typically ask that you return the results of your rating within a few business days to keep the process moving. 866.755.9800 stephen@ittechexec.com 10 Glassdoor.com is a good site for looking up the employer names. It provides employee reviews and some insight into culture and company background that might help with rating each employer. Try not to overanalyze your ratings; the idea here is to get a basic idea of how the different employers appeal to you at least on the surface level.
  • While youre doing that... We are not just trying to gather contact names; we are looking for contacts that have some connection to you that we can leverage as a way of introducing you to that person and to the company. Heres some basic criteria that Sue will use during her research: Alumni connection: It may seem silly, but the power of alumni connections should not be ignored. When you are reaching out to someone cold, having something that youve shared, such as a college, is a great lead-in for an introduction. Furthermore, studies show that we like to engage and respond to our fellow alum. Military or civic connection: Military and civic connections work much the same way as alumni connections do. Shared associations should not be ignored during a job search (but often are). That is why we will leverage them in this process. LinkedIn connection: First-level connections are great on LinkedIn, but 2nd-level ones and group ones might be even better because these are new connections


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