How important is researching a company you want to work for? Some say pretty important. We think it’s absolutely vital.
The more you can do to convince a potential employer that you understand the problems they’re facing in their industry, the more THEY’LL be convinced that you’re THERE TO HELP… not just there for the JOB, like everyone else.
Once you have a target list of companies it’s time to research them to find out what makes them tick. It’s important that you find a niche that you can fill within that company. Until and unless you understand an organization and the unique challenges it faces, you are just “looking for a job.” One of the things employers don’t need is someone who’s just looking for a job.
There’s a saying in sales that you can’t sell anyone anything until and unless you know their needs or desires. And let’s be honest here – when you’re looking for a new job, you’re in the business of selling. You’re selling yourself and your skills to a potential employer.
Consider this analogy used in sales seminars:
When a person goes to a hardware store to buy a drill, its not the drill they’re after but the HOLE the drill makes. The more you know about the hole and what it will be used for the easier you can sell them the drill and possibly the picture hooks and framing wire and the stud finder as well. You can only do this if you ask questions. By asking questions you are seen to be helping (part of the solution) and not just selling.
Customers don’t buy products – they buy benefits and results. They’re buying a self-serving outcome. If you think that an employer just wants a secretary, articled clerk, plumber, or a salesperson – you’re looking down the wrong end of the telescope again.
When an employer advertises for an “X”, you need to ask yourself what need or desire are they trying to fill? What outcome do they want from you or the position you are trying to fill?
Once you have the answers to these questions, you can now start to sell yourself. Don’t assume that you know the answers. You need to ask. Once again this involves using my favourite tool – the telephone.
If you are applying to firms that have advertised for staff, ring them and find out more details about the firm. Talk to the person who will be doing the hiring or talk to the general manager or owner. The closer you can get to the person who makes the final decision to hire you the better.
Here’s how the conversation could go.
“Hello XYZ Corp… Amanda speaking”
“Hello Amanda, I wonder if you can help me I saw your ad for… OR … I’m interested in working for your organization……. and before I applied I thought it would be good to find out more about the company, its goals and reputation but more importantly the sort of challenges I would be facing as a ……….. Who do you think would be the best person to speak to about that?”
“Oh, that would be Jo Bailey. But she’s not available.”
Anticipate rejection.
“That’s fine, when would be the best time to call her?”
“Probably this afternoon around three.”
“Thanks for that Amanda. Do you think she would mind if I spent just five minutes asking her some questions?”
“No, that should be fine.”
“Could you please leave her a message to expect a brief call and if it’s inconvenient to call me on 555-5555 so we can re-schedule?”
“Sure.”
“One last thing, how do you spell her name… I want to be sure that I get it correct.”
“That’s Bailey…. B.A.I.L.E.Y.”
At 3pm you ring, ask for Amanda, thank her for her help and then ask her to put you through to Jo Bailey. From the message you left, Jo Bailey will possibly already be familiar with what the call is concerning.
It is important to not go over your five minutes unless they beg you to keep talking. Their time is valuable so you must respect it.
The 10 best questions to ask in five minutes are:
1. What are the greatest challenges you’re facing in your industry?
2. Is your industry/business growing?
3. What main factors do you attribute to your growth?
4. What do you attribute to the success of your company?
5. What makes you better than your nearest competitor?
6. What main benefits does a [position title] bring to your company?
7. What are your dress standards?
8. Besides the obvious skills, what other qualities are you looking for in staff?
9. How do you see these skills/experience [list some of your skills] being of use to you?
10. Is there anyone else besides you, involved in making the final hiring decision?
Question 10 is very useful when dealing with personnel departments of large firms. They will have the facts needed to do the job and concerning the company but the final decision to hire you may rest with the department manager, etc. You need to follow on from question 10 by getting the department manager’s name.
Ring the department manager. Ask for just five minutes of their time, explain how you were talking with the personnel department and you thought it would be a good idea to get the real picture from them – “straight from the source” so to speak. Run through the 10 questions again.
As soon as the five minutes is up, thank them for their time and tell them your next course of action (whether you’ll apply or not). A smart move would be to ask if you could send your application direct to them and if they like it they could send it to personnel. In this way you’re applying direct to the final decision-maker while everyone else is being weeded out in personnel – always a great strategy!
Good luck and remember to visit us at the expert forum if you need more help in this area.
by Acland Brierty
SHAMELESS PLUG: Job Secrets Revealed will teach you how to read between the lines of any ‘situations vacant’ ad to work out how to best pitch your application, regardless of whether you meet their up-front skills or experience requirements.
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