#006: Capitalizing on the Last Hiring Push of the Year

After Labor Day through the end of November is the last big hiring push of 2017.

First, I want to talk to those of you who haven’t yet started a job search, but plan to launch one in 2018.

Use this opportunity to pull together your performance evaluations, sales results, marketing achievements, and other documents. You (or your resume writer) will need this information AND it brings your accomplishments to the front of your mind, which will be a tremendous benefit during job interviews.

-Make sure you have a clear brand message on your resume that is carried through to your LinkedIn profile. This brand message should differentiate you from all the other candidates you’ll be competing against.

-Metrics are key! I like to use text boxes, graphs, and charts on sales resumes to visually represent your successes.

Get some new recommendations on LinkedIn that speak, as specifically as possible, to your brand attributes. (Note: I’m talking about written recommendations, not endorsements.)

-Think of your brand attributes as a puzzle, with multiple pieces. Which pieces of your brand are missing from your LinkedIn recommendations, or which pieces are only spoken of by an old recommendation?

-These recommendations are third-party, expert endorsements of your brand; they are much more impactful than if you say the same things about yourself.

-Your goal should be to have a minimum of three recommendations, but I suggest you get 10. You’ll probably want to ask two people for every one recommendation you hope to receive, because not everyone will follow through.

Connect with decision-makers at your target employers on LinkedIn and start a conversation.

-This begins with determining the companies you really want to work for, and then finding the decision-makers at those companies.

-These conversations are separate from any jobs that may be posted. You are having a conversation about your fit with the organization, not your fit for a specific job posting.

For those of you who have been job searching in 2017, and are still looking:

For any companies you have interviewed with but haven’t received a rejection notice from, make a call to determine the status of your candidacy.

-Be sure to ask them what their timeline is – are they planning to make a decision by the end of the year?

-What is their target start date for the selected candidate?

For positions you’ve applied for but haven’t been invited in for an interview or received a rejection notice, make a call to determine the status of the job search.

-Same questions as above – when are they planning to make a decision? When do they want the selected candidate to start work?

-If they seem receptive, ask another question, such as what is the primary quality or skill they are looking for in this position? What has been their biggest challenge in hiring for this position in the past?

If you’ve been looking for a while with less-than-stellar results, speak to an expert like me who can assess your job search and identify strategies you can implement to get better results.

-If you want to do this yourself, conduct an ROI on your various job search activities. Simply group the activities you are doing into categories, such as applying on job boards and networking, and determine how much time you are spending on each. Then assess the results you’re getting from each category.

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