Accessing the Hidden
Job Market
IN THE ‘NOT SO’ HIDDEN DIGITAL AGE
MAUREEN LARSON BONCK, MA, CRC, CDMS
MAUREEN LARSON CONSULTING
Accessing the Hidden Job Market
Hidden or ‘not so’ hidden in the digital age?
May 18, 2017
Job Seeking Skills Training:

Statistics

Strategy

Old Rules

New Rules

Pearls of Wisdom

Questions and Answers
Statistics
2015 RANKINGS: BEST
SOURCES OVERALL
Silk Road: Top Sources of Hire 2015
The Definitive Report of Talent
Acquisition Strategies
Interview Percentages:
Hire Percentages:
Employee Referrals
18%
Employee Referrals
22%
Job Search Engines
25%
Job Search Engines
16%
Current Employees
8%
Current Employees
12%
Job Board
20%
Job Board
12%
Recruiter Sourced
12%
Career Site/Website
11%
Recruiter Sourced
Career Site/Website
5%
12%
Top Sources of Hire 2015: Top External
Sources
Interviews
Hires

Indeed
42%

Indeed
39%

CareerBuilder
11%

Career Builder
7%

Unspecified Job Board
6%

Unspecified Job Board
8%

LinkedIn
5%

LinkedIn
4%

Craigslist
4%

Craigslist
3%

College Recruiting
2%

College Recruiting
4%

Monster
2%

Monster
2%

Recruiting Agency
1%

Recruiting Agency
3%

State Job Board
1%

State Job Board
2%

Job Fair
1%

Job Fair
2%
Top Branded Job Boards
Interviews
Hires

CareerBuilder
36%

CareerBuilder
29%

LinkedIn
17%

LinkedIn
15%

Craigslist
14%

Craigslist
13%

Monster
7%

Monster
7%

Glassdoor
3%

Glassdoor
3%
Candidate Preferences
Organizational Characteristics
Search Methods

Good benefits (Old School)
56%

Company web sites
67%

Work life balance (New School) 52%

Job Boards
57%

Flexible working arrangements (New
School)
40%

Trusted Friend Referral
51%

Newspaper Ads
13%

Professional development (New
School)
28%

General Search: Google, Yahoo 23%

Trustworthy, strong leadership
26%
January 2015 survey: 4 year degree
SilkRoad Talent Acquisition
Candidate Preferences: Continued
Company Websites
Responses

Detailed Job Descriptions

Complete entire application online
58%

74%
Jobs listed by geography and title on
search engines
47%

Clear job and skills definition
85%

Receipt acknowledgement
51%

Periodic hiring process updates 44%
Candidate Preferences continued
Web Browsing

Computers

Applications
80%

Computer
69%
Smartphone
9%

Mobile device
44%

Tablet
8%

Other
3%
Strategy
BEST USE OF YOUR TIME
Preliminary Steps

Ensure your goals match your strengths and interests

Determine your interest/ functions and industries

Research your list of dream companies

Take action steps to procure the training or experience to become a
competitive candidate

Determine your personal branding statement

Chart your course

Build your network
Excerpts: New Rules of Work, Cavoulacos and Minshew
Pre/Early Stage Internet Job Search

Answering ads in trade journals and associations
7%
‘Knocking on doors’ of smaller employers (25-50 or less EE):
47%

Asking for job leads from friends, family and community
(LinkedIn):
33 %
Using Private agencies or search firms
employment

Answering newspaper ads

Accept temporary or sharing/access economy (airbnb, Uber,
Lyft) :
22%

Mailing resume

State Employment Agencies

Reviewing internet: Healthcare and specific
industries
10%

Job Clubs for 40 hours a week

Reviewing internet
4%

Research ‘yellow pages’ for cold calling or visits:


Source: What Color is your Parachute: 2017
Richard N. Bolles
65%
14%
84%
5-28%
5-24%
7%
New Rules: Hidden Job Market

Find jobs before blasted online

Regularly follow your dream company

Inform your network community of your search

Ask for hiring referrals from your network

Optimize your internet job search

Monitor social medias; follow dream companies on Facebook, Instagram
or Twitter

Join Facebook and LinkedIn groups and industry specific groups

Develop a job tracking worksheet to manage follow-up contacts
Pearls of Wisdom

Apply for jobs before they are open or posted on line to decrease your competition

Focus on scheduling interviews and jobs will follow

Spend your time on most effective job search efforts

Looking for work is a full time job

Dispersing mass resumes only ‘feels’ productive

Networking is a continuous process

Best search for work is during employment, internship or volunteering

Employers wish their problem solved with a low risk hire

Employers create jobs for the right skills set to solve a problem

Employers with 25-50 employees create jobs

Jobs can be less narrow with smaller employees which increases transferable skills
Biggest Pearl of Wisdom:

80% of job openings are hidden (Old School)

Networking was the best method
72% of employers search internally through inhouse referrals, internal resume
databases, talent community/ network before posting (New School)

Networking is valuable especially for higher positions

2016 Requires more balanced approach
Source: Richard Poulin, ResumeHacking.com
Referrals: Best Access to Hidden Market

30-50% of hires come from referrals

Referred candidates are 4x more likely to be hired than non referrals
Source: Robert Coombs, I built a bot to apply to thousands of jobs at once-here’s
what I learned, www.Fastcompany.com
Referrals:

78% of recruiters rank referrals as best source of quality hires

Source: 2015 Recruiter Nation Survey
New Rules for Work: Post Internet

Online immersion to explore companies and industries

Leverage LinkedIn for contacts and job ideas

Contact connected people through an introductory email asking for 20 minutes to
discuss your purpose.

Schedule face to face short informational interview

Prepare questions compatible with your purpose

Solidify your career path
Excerpts: Alexandra Cavoulacos and Kathryn Minshew, The New Rules of Work, 2017
New Rules: Build your Personal Brand

Determine your brand attributes: 3-4 word descriptors

Draft your branding statement: 1-2 sentences

Refine your LinkedIn profile: compelling and consistent with other social
media

Create your personal website: display your work, connect with others and
establish yourself as an expert in your field

Activate your brand: create content and conversations
New Rules: Networking

Based on ‘old school’ rules to meet interesting people

Social media amplifies your personal brand

Develop continuous not episodic relationships

Smaller get togethers: book clubs, classes

Create your own gatherings

Participate in Facebook or Twitter chats

Search LinkedIn for an active group relevant to your industry, profession or interests

Focus on your purpose, mission and swap information

Determine quantitative goals for your networking gatherings

Set a regular schedule to follow up
New Rules: Elevator Pitch

Brainstorm a list of what you wish someone to know about you

Reduce to the size of a ‘post it’ note

Put your passions and goals in the pitch

Read it aloud to sound genuine

Practice in an empty elevator between floors

Keep the ‘post it’ note visible for a daily review
Advantages of Informational
Interviews

Advantageous to gather “intel” at any stage of your career

May lead to “insider scoop”

Job descriptions may not portray current needs

May lead to “inside connection” and introduction to hiring person

You may change your mind regarding a career transition

You may commit more strongly to a career transition

Asking for one displays fearlessness and proactivity

Source: Jenny Foss, www.themuse.com/advice
New Rules: Asking for Informational
Interviews

Target the right people: dream company and dream role

Target accessible employee on LinkedIn with a connection to you

Ask in a cold ‘call’ or email with a clear message of why you are emailing and clearly ‘ask’ the action you wish them to take

Ask for help or assistance. People like to help!

Be clear about a quick meeting i.e.: over coffee and purpose.

Direct the time frame by setting parameters

Have a hook: admire career path, notable work or shared connection to personalize the ‘ask’.

Show consideration for their time

Don’t act like you are looking for a job (even if you are)

But… bring your resume

Mention your job search after you’ve met and made a good impression

Follow up with 24 and 48 hours

Be ‘pleasantly persistent’ every few weeks until you receive a confirmed answer
New Rules: Informational Interviews

Main goal is to make a new connection within a company or industry

Ask advice on industry, future positions and career path

Not an official interview but an opportunity to make an impression

Research interviewer’s career path on LinkedIn, Twitter or Google

Prepare insightful questions on industry and job

Make an impression using your elevator pitch and wait for cues

Ask specific questions geared to your purpose, i.e.: positions or interview tips

Allow your contact initiate referral to a hiring manager or forward your resume

Ask for other suggestions for people for building your network

Send a ‘thank you’ note and maintain regular contact
New Rules: Cold ‘Call’ Emails

Develop a script before making your call

Magic concept: “to your benefit”

Cold emails: Less is more

Design to easily read on smartphone with out scrolling

Keep subject short (1-2 words) and meaningful to recipient

Start request immediately in first sentence with meaningful message

Don’t over do name dropping when using your referral name

Be persistent and email a few days after the first email

Only ask for one call to action and not decisions for better response

Make it simple to respond, i.e.: reply to your email or end in a question start a conversation
Source: Geoffrey James of Inc on www.the muse.com/advice
Cold Email Tips

Avoid corrective “actually”

State “I apologize” instead of overused “sorry”

Avoid internally focused “me/myself/I” and use “you, us, we, the team, our
company, our department” to connotate teamwork

Research hiring manager’s email address through Google: “Jane Doe email”,
“Jane Doe gmail.com” or “Jane [email protected]“

Try Twitter: “Jane Doe Twitter”

Try Googling “Jane Doe LinkedIn”

Ascertain email pattern from a current employee
Email: Increase Responses
Average Email Response
47.5% Response Reply

Emails with a Sign off
Above 47.5% Response Reply

Expression of gratitude
36%
Reply increase

“Thanks in advance”
65.7%
Reply increase

“Thanks”
63%
Reply increase

“Thank you”
57.9%
Reply increase
“ Best”
51.2%
Reply Increase



“Please” and “thank you”:
Gracious consideration of time
Source: Boomerang Data Scientist: Brendan Greenly from Stephanie Vozza, Fast Company.com
Applications

Cover letters and Resumes are still required!

Applicant’s purpose is to procure an interview and rule yourself in!

Hiring personnel’s purpose: rule you out!
New Rules: Applications

Online applications are unique challenges: ask yourself two questions:
1. Do I meet 75% of the job description skills and qualifications?

Notice preferred vs. required skills for employers “wish” list
2. What exactly do they wish?

Match key characteristics with your skills and qualifications

Tailor your cover letter and resume accordingly

Review social media to ascertain a ‘cultural’ fit

Contact industry experts for ‘cultural fit’ perspectives
Applications: Underqualified

Focus on transferable skills from a previous industry or job

Spell out the connection in your cover letter or resume

Trade “additive” skills unique to you to offset your under qualifications

Don’t discount your other valuable experience even if not directly correlated
to job description
Resource: Sara McCord, www.the muse.com/advice
Applications: Under vs. Unqualified
Underqualified

Lacking one or two qualifications

If company wants someone to hit the
ground running

If you perceive yourself as an imposter,
but have all of the qualifications
Source: Richard Moy
www.themuse.com/advice
Unqualified

Have only one requirement that
applies from entire description

Company prefers life-long learners

Job is a senior level role in a new field
Lack of Experience
Don’ts:

Don’t apologize or call out your lack of
experience in your cover letter

Despite my limited experience in____;

Although, I have limited experience in
___;

While I only have experience doing ___;
Source: Lily Zhang
www.themuse.com/advice
Do’s:

Redirect by wording positive
transferable skills

I’m eager to take the next step in my
career to ______.

I’m excited to parlay my experience in
____to a more____ position.

I’m eager to translate my success as
a ___to___.
Cover Letter Purpose
Applicant
Answer Hiring Party’s Questions

Introduce your resume
Skills match job requirements?

Identify the job you wish to fill
Compatible with team?

Present reason you can do the job
Honest, willing to work, and right attitude?

Dispel any disparities
Good fit for organization?

Tell your next plan of action
Excerpts: Patricia Rivera, CTW Features
News Tribune, 1.08.17
Cover Letters
Do’s

Share your personality

Tell a relevant story for your contact

Expand your resume


Don’ts

Fail to write one

Regurgitate your resume
Highlight key transferable skills

Use stiff, formal language
Address letter to someone specific

Address to “Whom It May Concern”

Include a desired salary
Source: Cavoulacos and Minshew
The New Rules of Work
Cover Letter Mistakes
Mistake
Remedies
1.
Simple, clear and short: under 250 words or
half a page
Doesn’t sound genuine
2.
Use common language and speech patterns
4.
Underselling yourself
3.
5.
Too self-serving
Demonstrate company research and specify
reason for interest
6.
Too much irrelevant filler
4.
Switch negative with positive statements to
sell yourself
7.
Too much college detail
5.
Describe how you can benefit the company
6.
Focus on relevant skills and history
7.
Promote activities and responsibilities
1.
Too long
2.
Too formal
3.
Source: Mark Slack, www.themuse.com/advice
Modern Resume: 2016

Shrink your header: single line beneath name


Don’t include physical address: phone number, email
address
Eliminate ‘Responsible for’ and emphasize achievements and
quantifiable results, not duties

Eliminate articles(a, an, the) to free space

Add city and state if limited geographically

Switch form Times New Roman to a tidy sans serif font: Arial,
Verdana, Helvetica, Tahoma and Calibri

Update email addresses from AOL


Include your LinkedIn profile URL
Update style and punctuation. Single space after periods.
Underline sparingly.
Insert profile section, personal branding statement or
professional summary instead of objective statement

Don’t “References Available on Request”


Save your resume as a PDF(preferred by employers) and Word
document

Use a descriptive headline


Use position specific key words for applicant scanning
tracking systems
Use an easily findable document title with your name and job
title.

Customize your resume for each job opening

Detail only 10-15 years of work history with out dates
Source: Dawn Klingensmith, CTW, The Modern Resume, News
Tribune, 11.27.16
Resume Tips
Do’s
Don’ts

Tailor your information

Make bullets read like job descriptions

Include quantifiable achievements

List “references upon request”

Show, don’t tell


Display accessible contact method
Included confidential information about a former
employer

One page preferred, two maximum

Neglect application instructions

Design to skim quickly

Squish onto one page in six point font

Include key words from job description

Never lie!

Use powerful and unique words

Proofread

Save as PDF
Source: Cavoulacos and Minshew, New Rules of Work
Resume Order
Traditional templates
Recent Grads
1.
Contact information
1.
Contact information
2.
Work Experience
2.
Education
3.
Awards, associations, volunteer
(optional)
3.
Work, internship experience
4.
Extracurricular activities
5.
Skills
4.
Education
5.
Skills
Resume Order: Continued
Career Changers
Senior-Level Candidates
1.
Contact information
1.
Contact information
2.
Summary
2.
Summary
3.
Relevant experience
3.
Work experience
4.
Other work experience
4.
Awards, associations, volunteer
(optional)
5.
Awards, associations, volunteer
(optional)
5.
Education
6.
6.
Education
Skills
7.
Skills
Source: Cavoulacos and Minshew, The New
Rules of Work, 2017
Resume Terms
Worst
Best

Best of Breed

Achieved

Go-getter

Improved

Think outside of the box

Trained/Mentored

Synergy


Go-to person
Managed
Results-driven

Created


Team player

Influenced

Hard worker

Increased/Decreased

Strategic thinker

Negotiated

Detail-orientated

Launched

Under Budget
Source: Erin Greenawald, www.themuse.com/advice
LinkedIn Profiles

Add the “right” photos

Customize your headline

Claim your URL

Revise your summary

Don’t neglect your education

Add volunteer experience and causes

Take skills and endorsements seriously

Ask for recommendations

Expand with groups and companies followed

Add awards and certifications
Source: Nathan Tanner, www.themuse.com/advice
New Rules: Interviews

In person

Telephonic

Video platform such as Skype, Facetime or new technology

Challenging questions to access job performance

Behavioral questions to access soft skills

Candidates are expected to ask questions

Ascertain fit for both parties
Interview Questions

Prepare for the typical standards

Prepare anecdotal answers for behavioral questions for soft skills

Prepare for “launching questions”: provocative, open-ended questions
1.
Why us?
2.
Why now?
3.
What type of job suits your best?
4.
Excerpts: Scott Wintrip, www.fastcompany.com, 3.24.17
Key Soft Skills

Adaptability : Most important per 69% of hiring managers

Culture fit

Collaboration

Leadership

Growth Potential

Prioritization
Source: Lydia Abbot, Business.linkedIn.com/talent-solutions
Interview Questions: Soft Skills

Discussion

Practice Exercise
Extraordinary Events
Event

Disability
Remedy

Focus on Essential Functions specific
to job

I have no restrictions that will interfere
with my performance on this job

“To be discussed in interview”
Extraordinary Events: Continued
Event

The “F” word
Remedy

“To be discussed in the interview”

Emphasize a honest non self-righteous
reason with out blame to the employer

Mismatch

By mutual agreement

Older, wiser now and learned from my
mistake

“Wake up call” if genuine

Believe in yourself
Extraordinary Events: Continued
Event

Lay off
Remedy

Down sized

Reduction in force

Department Consolidation

Reorganization
Extraordinary Events: Continued
Event

Gaps in Employment
Remedy

“To be discussed in the interview”

Report productive reason for gap:
attending school, respite care, etc.

List genuine “self-employed” activities

Fill in with volunteer experience

Accept temporary jobs

Starting a home-based business

Believe in yourself
Candidate Questions Examples

Why or when did the last person in this role leave?

How would previous employees describe working here?

What is the company’s biggest problem currently?

What is the company’s latest achievements?

What are opportunities to advance?

How would you describe the work culture here?

What do you like most about working here?

How has your role changed since joining the company?

How do your clients and customers define success?

What would you change here if you could?

What is the best benefit you offer?

How does management deal with mistakes?
Excerpts: Rich Bellis and Harvey Deutschendorf, www. Fastcompany.com, 4.14.17 and 4.18.17
Candidate Questions

Well thought out questions are essential and as important as your interview
answers
Follow Up

Email or hand written note

Strategic to remind hiring manager of your interest

Method to address “red flags” or omissions in interview

Be overly polite and humble

Be considerate but not desperate

Be “pleasantly persistent”

Wait one week for first contact, then switch to every few weeks

Doesn’t mean daily!

Directly ask if you should stop following up if no answer

Try different times of the day for follow-up

Accept ‘no’s’ graciously

Excerpts: Elliot Bell,www.themuse.com/advice
Transitions: Over 50

Review your transferable skills to not limit yourself

Embrace the 21st century

Working experience doesn’t need to be paid

Volunteer, network and add to your accomplishments

Emphasize your age as a plus with out providing details

Focus on achievements and accomplishments

Think smaller employers
Source: Metro Services, News Tribune, 4.02.17
Transitions

Evaluate your reasons to fear a change

The grass may be greener

The grass may not be greener

Pro and con lists can clarify change

Can you meet your needs in a different way?

No guts, no glory!

Content vs. happiness
Final Pearl of Wisdom

Prepare, prepare, prepare

Don’t over prepare!

Its permissible to think before you answer

Follow the ‘golden rule’ with everyone you meet

Companies need a workforce of ‘racehorses and turtles’

Embrace your strengths and the employer will also

Searching for work is difficult

Interviews are learning experiences: critique yourself kindly

Don’t make the same mistake twice

Harness nervousness as a motivator to prepare

There will always be a question in an interview you could have answered better

Were your mistakes “red or yellow” flags to the interviewer?

A follow-up note can rectify a “red” flag
Thank you…
I appreciate this opportunity to present my research and experience
with you.
Maureen Larson Bonck, MA, CRC,
CDMS
Maureen Larson Consulting
[email protected]
253.943.5272