Table of Contents

Problems with the Standard Job Search

  • most job search feedback is limited and unhelpful
    (did/didn't get interview; did/didn't get job)
  • candidates don't know how close they are to getting the job
    (additional applications and interviews don't mean you're closer to being hired)
  • resumes and interviews aren't reliable or effective ways to sell yourself
    (resumes vary in how they are perceived and interview performance varies)

Unhelpful job search feedback

Candidates rarely get useful information about why they were rejected from opportunities.

Why does this problem exist?

Hiring companies avoid giving feedback on why candidates don't get hired to alleviate themselves of liability.

What can job seekers do to address this problem?

Candidates must get useful feedback before being rejected as candidates. Once you've been rejected companies will be very unlikely to tell you why.

Candidates need to uncover useful information they can use to sell themselves for the job before this roadblock stands in your way.

That means the smartest candidates get information about why other candidates are rejected as early in the job search process as they can and well before formal interviews take place.

Applying to additional jobs doesn't mean you are closer to getting one.

Most candidates only know how far they are within each company's application process.

Most candidates don't know if they are close or far from getting a job.

Why does this problem exist?

Applying to jobs doesn't mean hiring managers consider you qualified for them.

Hiring managers have many perceived options of who they can hire for every role.

What can job seekers do to address this problem?

Because additional applications and interviews don't mean you're closer to getting the job you want, candidates must take another approach to measure their job search progress.

Candidates must measure success in their job search by the degree they've identified and addressed managers' hiring objections to getting the role they want.

Hiring managers have objections candidates must uncover and address before they can be hired for their target position. The key to job search success is to continuously learn more about these objections so candidates can improve how they sell themselves at each next opportunity they encounter.

To solve the problem "how can I get the job I want?", your task is to identify the sales objections hiring managers have to hiring you and address these objections before you get rejected from getting the job.

Examples of hiring manager objections

Resumes and interviews aren't reliable or effective ways to sell yourself

It can be difficult to communicate you're ready to succeed on the job through resumes and interviews.

Why does this problem exist?

Resumes convey an incomplete picture of what you've done in the past and why you're qualified to succeed in the job now.

Interviews are hit or miss. How you're perceived in interviews depends on external factors such as how interviewers feel and what else they have going on that day.

Your interview performance varies for the same reason as well.

Likewise, work portfolios are unreliable ways to sell yourself because the purpose of work and specific considerations between one company to the next vary widely.

What can job seekers do to address this problem?

Hiring managers need to know that candidates will succeed in the role they hire them for, ideally as soon as they start.

It's your job as a job-seeker to do everything in your power to prevent yourself from being rejected from the opportunities you want.

To convey you're ready to succeed on-the-job, showcase how well you understand the role and how to succeed within it.

How to Measure Progress in Your Job Search

Progress in your job search can't be measured by how many roles you've applied to or how many interviews you've had.

The true measure of job search progress is how well you understand the hiring process and whether you've effectively addressed each important aspect of how hiring decisions are made.

  • have you identified your target roles and/or target companies?
  • have you identified the stakeholders involved in the hiring decision?
  • have you identified the key hiring objections of primary stakeholders?
  • have you addressed the hiring objections of the primary stakeholders?

How to Uncover Key Hiring Objections

  1. Find roles you want to be hired for
  2. Find people who work in or manage these roles
  3. Find ways to reach these people informally

    social events
    business events
    social media (facebook, twitter, instagram)
    email
    linkedin
  4. Make contact comfortably

    don't say you're looking for a job
    don't ask for an interview or followup meeting
    don't ask for time commitment
    don't weigh in on controversy or give advice

    ask questions one at a time
    use natural and simple language
    repeat key phrases you need more context on inquisitively
  5. Remember what questions you need answered to get hired

    who are the stakeholders involved in hiring decisions?
    what are key pain points these stakeholders experience working with the role?
    how can you address these pain points in how you present yourself?
    what context do you need to know how to present yourself effectively?
  6. Ask informal questions that you need answers to

    what does it take to succeed in [x role]?
    what's a common reason people fail in [x role]?
    what's does [x role] do that affects everybody else?
    what's the most stressful time of the year for [x role]?
    who does [x role] work most closely with?
    what's [x colleague's] biggest concern working together?
    what's [x manager's] biggest concern about [x role]?
    what are the expectations of someone in [x role] over the first 30 days?
  7. Get the most comfortable form of follow up contact to ask questions you couldn't get answers to

    social media (facebook, twitter, instagram)
    email
    text
    linkedin
  8. Followup informally within 24 hrs

    keep the conversation casual
    followup with short details on something they said and action you took
    ask a question they can easily answer, but one that helps you validate how you should sell yourself and enables you to continue the conversation
    followup quickly to their replies
    keep your replies short and meaningful

How to Address Hiring Objections Before They Occur

Convey You're Ready to Succeed on the Job

  1. Identify the job you’re looking to be hired for.
  2. Identify a core problem you'd be responsible for solving.
  3. Label the problem as the people who would hire you would describe the problem themselves.
  4. Describe why the problem is important.
  5. Describe what risks are involved in implementing a solution and what considerations must be made to preserve prior success and existing stakeholder relationships.
  6. Craft a narrative around the problem you'd be solving that would be easy for your target audience of hiring managers to relate to.
  7. Describe how you would solve the problem using an example that's applicable to the situation.
  8. Publish this content where you expect hiring managers will see it before deciding to interview you and/or making a hiring decision.