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When frustrated clients in the middle of a job search tell me they've submitted their resume to hundreds of job postings but have only received one interview, I want to scream: "Get off the job boards!"
All the time I hear job seekers complain about HR never getting back to them. But these job seekers never try to reach out to anyone else. They say that sending their resume to job boards is like sending it into a black hole, but then they keep on doing it. And they wonder why they're frustrated!
In today's job market, effective job seekers know to embrace the use of technology as well as the tried-in-true traditional methods, including the R.O.T.H. Method. What's the R.O.T.H. Method you might be asking yourself?
R.O.T.H. stands for Reach Out To Humans. It means get away from blindly submitting to job postings. Stop waiting for recruiters to call. Get on the phone and talk to a human. Find the email address of a new contact in LinkedIn and send an email. Identify where your hiring manager audience congregates both online and offline. Then send consistent, proactive messaging to those individuals in the audience, with or without a job posting present, to receive serious interview traction.
Just to get the ball rolling, here are five tactics you can start using today that leverage the R.O.T.H. Method.
1. Propose your own position to an organization.
Don't wait for the right job posting to surface or a recruiter to call with an opening. Research the company's needs and connect with prospective bosses using the R.O.T.H. Method. Propose how you can add value in a diplomatic manner; don’t assume the company has a problem in this area. Outline how you can contribute directly to their bottom line.
2. Introduce yourself online.
Develop the relationship offline. Employees, even C-level and other high-ranking executives, are embracing social media now more than ever to communicate news and demonstrate influence. Job seekers can use this fact as leverage to reach out and make an introduction. Network online to make an introduction, and then take it offline to develop the relationship. Which is really the essence of the R.O.T.H. Method.
3. Passive is the new active.
Taking an active approach on social media attracts talent managers. When a hiring manager/recruiter seeks out an executive candidate, that is called passive recruiting. However, the more effort a job candidate puts into branding, the more he or she increase the likelihood of being found. Recruiters are attracted to professionals using social media. They want to recruit leaders who are using progressive tools to communicate a consistent message and attract talent. Therefore, taking an active approach to being a passive candidate generates results.
4. Take advantage of contract and freelance roles.
High-level contract roles and and high-level freelancing are becoming more common in today's job opportunity landscape, as these arrangements allow for company resource flexibility. Candidates, who are open to this type of work, find work faster. Creating positions and proposing them to companies using the R.O.T.H. Method versus applying through job boards or responding to posted positions can often get an accomplished professional in the door faster, leading to direct-hire work in the near future.
5. Participate in online and offline events, then land interviews from the engagement.
If you don't already, start attending your profession's yearly conference and make contacts and follow-up after the event. Participate in a Google chat or Periscope session by your potential next leader, and then reach out to the presenter offline after the chat. Comment on blogs, and then send an email to the author with additional insights and questions to land interviews.
A version of this post previously appeared on chameleonresumes.com.
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