Mar 14, 2024
Strategies to maximise job search outcomes
Strategies to maximise job search outcomes
“Strike it when the iron is hot” the saying is true for job search as well. Just modify it as, “strike it when the requisition is open”. It is easier when there is a position available, budget is allocated and the hiring window is open. Reaching out at other times is waste. The recruitment team receive 500+ pings a day and we don’t remember who is who. I am just being honest.
Put yourself out there. Share your thoughts, learnings, reflections. Share your work. Share your projects. Hiring managers observe all the time. They don’t react or comment but they watch. When the requisition opens and if you are a rockstar, they ask their recruiters to slide into your DMs. We call this as outbound hiring. So build your credibility into a brand and make it visible.
This is going to get me in trouble but let me say it anyways. Notable tags make it easy. If you are from notable institutes (NID, IIT…), notable brands(Salesforce, Amazon, Google, Microsoft, Meta etc) it gives confidence to the hiring manager that you have been there done that. It is not easy to get into all these places. If you did, it means you got something. It is just a simple filter for consideration. You will give more confidence to the hiring team.
Tags is not everything. Hiring is an AND equation. Tags + competence + collaboration + communication + character + affordability + availability matters. This is where skill based hiring stands tall. When there is great skill, we don’t care about the tags. The problem is, if you are silent, skilled with no tags, it is hard to find you. It is like mining gold.
Strong referrals work. It works because people trust people who refer you and pass on that trust to you as well. Make sure your referral has specific things to say about you. If they have nothing to say trust dwindles and there is no point having such a referral. Build a strong network. It helps.
What else can we add to the strategies?
