Archive for August 2011

Do you know why it’s easier to get a job that’s NOT advertised than one that is advertised? (written by Career Expert, Pete Leibman)

August 23, 2011

While this comment probably sounds absurd, here are 3 reasons why it’s absolutely true:

  1. If a job is promoted to the public, you are certainly not the only person who can see it or apply.  When a job is advertised, an organization can receive hundreds of applications within a matter of hours.  Some top employers even receive thousands of unsolicited resumes every week.  Good luck standing out in a pile of 13,279 resumes.  On a side-note, the best way to stand out in a stack of resumes is not to use keywords or a high-tech software program to beat a computer system’s screening process.  The best way to stand out in a stack of resumes is to never end up in the stack in the first place.
  2. Many publicly advertised jobs are not currently available.  When you see an advertised job (regardless of where/how it is being promoted), it is often too late because the job was already filled.  There is no fool-proof way to know, although the longer it has been posted, the less likely it is still vacant.  In some cases, employers just want to see what is out there, and they aren’t 100% committed to or even that serious about hiring someone.  Have you ever given online dating a try just to “see what’s out there?”  Employers engage in non-committal scoping, too. 
  3. Most job openings are never publicly advertised anyway.  Employers will only promote a job opening to the public as a total last-ditch effort.  Put yourself in the shoes of a hiring person for a second.  Would you rather hire someone you found on Craig’s List or someone you trust from your existing network?  It’s a no-brainer.  When I worked in the NBA, HR for our company would send a memo to the entire staff whenever a position became available.  We could then talk to our supervisors about applying if we wanted to change jobs within the company, or we could refer people we knew.  Jobs were frequently filled without needing to look outside the organization.  Some companies even compensate their employees for helping them identify talent “behind-the-scenes.”  My college roommate once played in a basketball league with a guy who tried to convince him to work for his company.  We later learned that the person would have gotten a $2,500 bonus if my friend had been hired through the employee’s referral.

What’s the takeaway here for job-seekers? 

Stop looking for jobs, and start looking for people!  When you approach the right people the right way, everything else will take care of itself…

 

P.S. To receive a FREE 25-page report on Job Search and Career Success Secrets for Students and Young Professionals, visit my web site at www.PeteLeibman.com

-Pete Leibman (Pete@DreamJobAcademy.com)

-Author of “I Got My Dream Job And So Can You!  7 Steps Towards Creating Your Ideal Career After College” (due out through AMACOM in spring 2012)

-Founder of Dream Job Academy

-Keynote Speaker for The Dream Job College Tour

Creator of The Washington Wizards’ Sports Careers Day

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Do You Know Why Every Great Employer Is ALWAYS Hiring? (written by Career Expert, Pete Leibman)

August 12, 2011

It’s totally ridiculous when “career experts” write articles to notify job-seekers which organizations are hiring.

This is ridiculous because every great employer is ALWAYS hiring!

When I conducted a job search at the start of the recent recession, I was able to get offers from multiple organizations for jobs that each would have paid me at least $100,000-$125,000 in year one.  I was only 26 years old at the time, and several of the organizations who made me those offers were in industries I had never even worked in before.  I also only knew about 10% of what I know now about how to conduct a job search.  

While none of the employers was officially hiring, each organization was willing to create a job for me because of how I approached them.

Hiring someone is nothing more than an investment.  Every employer can and should create a job any time the right person comes along.    

If you can prove to the real hiring decision-maker that you will provide a positive Return on Investment (i.e. your value will significantly exceed your salary), then it would be stupid for the employer not to hire you. 

Great employers recognize this.  Employers who don’t understand this are organizations you shouldn’t want to work for anyway. 

If an organization is not consistently looking to hire top talent, then that organization is headed absolutely nowhere in the future.  Employees get promoted, change departments, leave to work somewhere else, get fired, get sick or injured, or even die.  (Sorry to be morbid, but it’s true!) 

Great organizations recognize that they need to have a pipeline full of talent since they will inevitably experience change and turnover within their organization.  If someone tells you his organization is not hiring, he either doesn’t want to hire you, or he isn’t the real decision-maker.

P.S. To receive a FREE 25-page report on Job Search and Career Success Secrets for Students and Young Professionals, visit my web site at www.PeteLeibman.com

-Pete Leibman (Pete@DreamJobAcademy.com)

-Author of “I Got My Dream Job And So Can You!  7 Steps Towards Creating Your Ideal Career After College” (due out through AMACOM in spring 2012)

-Founder of Dream Job Academy

-Keynote Speaker for The Dream Job College Tour

Creator of The Washington Wizards’ Sports Careers Day

Do you know why credentials are overrated? (written by Career Expert, Pete Leibman)

August 1, 2011

I interviewed with the NBA’s Washington Wizards for an internship position during my junior year in college, and I got rejected. 

When that happened, I initially told myself that I must not have been good enough to get a job in the NBA.  At the time, I assumed that the entire organization was surely composed of Ivy League graduates with 4.0 GPA’s.  An NBA team receiving hundreds of resumes each week would certainly only hire the smartest, most qualified candidates, right?

Not even close.

Here is what I learned after getting hired for a full-time job with the team the next year.  Many of the organization’s employees went to community colleges or colleges I had never heard of, and some of the company’s most senior executives did not even go to college.  Most of the team’s employees simply got hired due to their attitude or personality and/or through networking and personal contacts; they were definitely not hired because of their pedigrees.  In addition, there were men and women of all ages, races, and backgrounds in the company.  Employers value diversity.

Here’s the inside scoop.  Employers hire candidates they know, like, and trust or candidates endorsed by people they know, like, and trust.  As a result, the most qualified people are not always the ones to get hired. 

Credentials are overrated.  Intangibles and endorsements are underrated.  This is especially true when you are a student or young professional. 

This is not meant to give you an excuse for not maintaining a high GPA, doing internships, and being proactive if you are still a student.  Is it easier for a Harvard grad with a 4.0 GPA to get a job than someone with 2.1 GPA from a community college?  Absolutely. 

However, don’t use your lack of pedigree or credentials as an excuse for why you can’t break into a certain organization or industry.  It’s not valid.  (Your major doesn’t matter either.) 

The most qualified person is not always the one who gets hired.  I guarantee there is someone with a weaker pedigree than you who has your dream job right now…

P.S. To receive a FREE 25-page report on Job Search and Career Success Secrets for Students and Young Professionals, visit my web site at www.PeteLeibman.com

-Pete Leibman (Pete@DreamJobAcademy.com)

-Author of “I Got My Dream Job And So Can You!” (due out through AMACOM in spring 2012)

-Founder of Dream Job Academy

-Keynote Speaker for The Dream Job College Tour

Creator of The Washington Wizards’ Sports Careers Day