Most job search advice is worthless because it fails to overcome the #1 obstacle to getting hired–our country’s outdated hiring process. Most companies recruit using a system that hasn’t changed much in centuries. They hang a digital “help wanted” sign and screen out talent based solely on weak predictors of job success like “work experience” and a college degree. The facts show that these are not very predictive of success in a career (see below).
Source: Schmidt, F. L. & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, Vol. 124, pp. 262-274. http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%201998%20Validity%20and%20Utility%20Psychological%20Bulletin.pdf, 7/7/16.
Most recruiters and hiring managers will not spend any effort investigating work experience that is not obviously related to the position they are hiring. They require the applicant to present themselves with the “right” job title and “right” work experience–so they don’t have to be creative or take any risk. Understanding this makes the entire modern job search process work. The words “creative,” “open minded,” and “risk tolerant” will never be used to describe how companies hire talent.
Consequently, applicants must help remove the “blinders” worn by most hiring managers. The problem isn’t your work experience—it’s helping companies see your talents through the narrow, outdated model they use to hire.
Anyone can be an industry expert and establish themselves as an authority in today’s social/digital world. I mean anyone, including:
- Recent college graduates tired of hearing, “You don’t have enough experience.”
- Older workers facing age discrimination in their job search.
- Professionals stuck in a job they hate, trying to change industries…without taking a pay cut.
- Unappreciated workers who are overdue for a promotion.
Steps of the New, Modern Job Search
To get hired today, you must understand the new hiring model and tools available to rank at the top of the talent search. This book teaches how to:
- Position yourself with the right “experience” by creating volunteer organizations or unpaid externships. These give you the “right” job title and “experience” to get past HR department gatekeepers that prevent you from even getting an interview.
- Meet decision makers at the companies you want to work for through educational interviews. Use the provided scripts to easily meet the right people.
- Get recommended by the trusted contacts of hiring managers through giving “value” and “proof-projects.”
- Ace the interview by knowing what to expect ahead of time.
This book will give you all the tools needed to land your dream job in a “do it yourself” format — worksheets, templates, and tools are provided. Together we will design a plan that gives you the title, experience, and visibility to land your dream job. Now, let’s get you in front of hiring managers, to show your talent the right way — beyond résumés and online applications!
Curtis K. is the CEO of the Idaho Leader Podcast. He interviews podcast guests and runs an eCommerce website with sole responsibility for its financials. He is also a college student in his senior year of school, working at a cell phone store to make ends meet. As shown in the image below, Curtis is a multi-dimensional person with many skills. He is not just a student and he is not just a CEO. But corporate recruiters do not see him that way. Recruiters see him as nothing more than a job title. As “Stereotype A” or “Stereotype B” shown below.
I met Curtis prior to his senior year of college. He had followed my podcast, which I started as a hobby (more to come on this later). Curtis wanted to get involved in podcasting, grow business skills, and meet successful leaders. I made Curtis the CEO of my podcast as an unpaid externship. He took the CEO title and ran with it using the process contained in this book.
When Curtis graduates soon, he will likely apply to work as a Financial Analyst with a mid size company. A recruiter will compare Curtis (the “Student”) to other applicants, like “Bob” shown below. Because Bob has already worked for 2 years as a Financial Analyst, the recruiter will perceive Curtis as less qualified. The recruiter is not creative enough to view Curtis’ skills as equally relevant to Bob’s. Even though Bob simply mails checks to vendors, keys information into spreadsheets, and runs canned reports; he looks more “experienced” to a recruiter.
The truth is, Bob has been contentedly mediocre for 2 years. He possesses the basic skills of a glorified intern. Curtis has worked hard developing superior skills during that same 2 years, but without the title.
Curtis is the real “financial analyst” of the two. He actually makes financial decisions based upon his analysis of the podcast’s performance. Curtis has 1.5 yrs experience running the podcast. He pays company expenses and taxes. He forecasts profit and loss, creates financial statements, fundraises, develops strategy, and talks to potential investors. This book shows how Curtis can help recruiters see real talent. As shown below, Curtis becomes the easy choice when the recruiter is able to truly see him without the blinders created by our country’s broken hiring process.
Find all of the tools you need to land your dream job in the book, Get Hired Guarantee.