Q) I have discovered that secretaries and receptionists are very
protective. What method can you suggest of getting past the gatekeepers and to
the person I would like to speak with?
A) Here are a few tips that I share with my clients that may
prove helpful to you.
1) Watch how you describe yourself - Think of the number of times you
have heard the following phrases: “I’m looking for something in sales” or “If
you hear of anything….” Do these statements suggest a clear sense of purpose,
of value-added to a potential employer? Or do they suggest unfocused
desperation and a willingness to settle for whatever the cat drags in? Many
people also describe themselves as an ex-VP, ex-CPA, ex-school teacher. As a
potential hire, all you are is an “ex” something.
2) Send a short note ahead or reference a call in your cover letter - By
mailing ahead of your call, you will alert the person that you will be calling.
You can then honestly say to the gatekeeper yes, he/she is expecting my call.
3) If possible, cite your referral source - Even if the gatekeeper
doesn’t know the person who referred you, you will have more authority.
Remember; try to drop the name in the first part of the conversation.
4) It’s a numbers game - Set daily call goals and stick to it. Fifteen
calls a day including callbacks is reasonable if you are seriously job hunting.
5) Call early, late, and during lunch - If you aren’t calling between
11:30 a.m. and 1:00 p.m., you are missing prime phone time. Remember, the
gatekeeper has probably gone to lunch. If there is someone filling in during
those times, he/she probably won’t be as concerned about the nature of the
call.
6) Handle voicemail cautiously - It seems as if everyone has voice mail
and a lot of people hide behind it. If you have tried everything possible to
talk with the decision maker and still have had no luck, then do exactly what
most voice-mail messages instruct you to do. At the sound of the tone, leave a
detailed message thought out in advance. Use this message technique as a
last-ditch effort. It will either be surprisingly effective or it will end your
chances on the spot.
Q) I don’t want to needlessly drag out my job search. What do you
see as the biggest mistake made by most job seekers?
A) Without a doubt the biggest mental mistake a job seeker can
make is magnifying the difficulties and minimizing the opportunities. A job
search is an opportunity to find a job by choice, not by chance. Yet, many job
seekers only see the reasons why something might not be possible by uttering
statements such as: “Too many are people looking for work now,” “I’m over
qualified,” “I’m too old,” “I’m too young.” Why would anyone even think of
turning themselves down before giving anybody else a chance to do it for them?
You aren’t going to succeed in your search by magnifying the
difficulties, by simply setting your jaw with great resolution, by just
repeating some psychological incantation about releasing the untapped potential
within you, by merely attending seminars, or by reading books. Success in a job
search derives from a combination of three things: rigorous thought, hard work,
and the maximizing of your abilities. These three processes are the only cure
for worry, fear, doubt, and all the other negative emotions that undermine your
self-confidence when engaged in job search activities. When these three are
consistent with your values, and you head in the direction of the goals you set
for yourself, you will feel confident and avoid the biggest mental mistake made
by most job seekers.
Q) How do I explore other job possibilities without creating an
awkward situation with my current employer?
A) Fair question. While employers say employees can no longer
count on job security and must take an active role in their own career
development, many companies are still offended when those same employees look
for job opportunities elsewhere.
The three main issues to focus on are: determining your current
employer’s attitude, being considerate enough not to abuse the company while
you’re searching, and maintaining your job performance.
Smart job seekers will discreetly inquire how management reacted
when other co-workers’ job searches became known. How are departed employees
talked about? Fondly or with disdain? Once you ascertain their attitude, you
will know how to proceed. If you’ll be shot at dawn, then you must avoid mass
mailings, listing your resume with online databases (unless they promise
anonymity), and answering blind newspaper ads.
Q) I have one very serious question. How do I handle the issue of
a 50-something job seeker?
A) Thinking about this issue brings to mind a long-standing
recruiter’s joke that goes…“My client wants a thirty-year-old with forty years
of experience running General Motors.” The joke isn’t funny when age becomes an
issue with shortsighted employers. Unfortunately, you still have to deal with
it. Here’s how:
First, don’t apologize for or obscure your age. Trying to
conceal age doesn’t make a positive impression.
Second, you need to regard your length and breadth of
experience as an asset, not a liability. One way to do this is to talk with
former colleagues who have moved to new companies to find out how they did it
or who placed them. The experiences of other people can teach you what to do
when the same things happen to you.
Third, consider contract work. Companies that don’t want
to load up with pricey full-time employees would probably welcome your
extensive expertise on a contractual basis.
Fourth, networking with other job seekers can be a
tremendous help. They’ll become familiar with your job search and can give you
feedback on your efforts.
Joe Hodowanes, a career strategy adviser in Tampa, Florida, offers a free resume
and career analysis. Fax your resume to (813) 936-0201 or email it to
jmwanes@jmwanes.com For questions, call Joe at (813) 936-0091 or visit
www.jmwanes.com on the Web. All Job Search Advisor articles on this website are the property of
www.jmwanes.com
(J.M. Wanes & Associates). You may download
a copy for personal use. Redistribution without permission is strictly prohibited.
© 2005 J.M. Wanes & Associates.
