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The Unpublished Job Market and How to Conquer It...

Before we talk about the topic, you should all understand how companies, specifically high-level executives, go about fulfilling a job.

Let's presume for a moment that the company is expanding into a new territory or it's introducing a new product. Obviously they need somebody to head this new territory or product and it's reasonable to assume that the company will advertise this job opening. Don't hold your breath. It never happens that way. Here is what usually happens:

  1. The CEO or whoever's responsible for that assignment would probably grab an employee from another department and appoint that person to this position. Which means that job opening was never published to anybody or anywhere.
  2. If they don't do that, they go to their VP's and other individuals in the company and ask them for referrals. Do you think that among the 15-20 VPs the company has, someone will know people who qualify for the position? You bet they do, and they're not going to refer somebody who is not highly qualified; so most likely that job again got fulfilled without being published anywhere.
  3. If they don't find anybody through the internal referrals, they'll probably go to their own database and try to find people they've spoken to before, who have impressed them and call them in for the position. Again, chances are that the job was fulfilled without been published anywhere.
  4. If they don't find anybody there, then they'll go to a recruiter. I hope you realize that until now that job opening has not seen the market. Realize that recruiters have hundreds if not thousands of highly qualified people to fulfill the position. So now a recruiter will find somebody, send that somebody to the company and the job gets fulfilled, again without ever been published. Do you think that the recruiter will do everything within his/her power to find a qualified candidate? You bet; recruiters usually make 1/3 of the candidate's first year salary as commission. So if this job pays $150,000. the recruiter will receive $50,000. as commission. Good enough incentive.

By now you're probably asking, "What happens to equal employment opportunity laws?" Well, at some point they will probably publish the position, knowing full well, they have what's called a pocket candidate, meaning they already have somebody selected, but just haven't publicized it. And if they don't find anybody through this fourth attempt, they will publish the position. But don't you think that this job would be fulfilled after those four attempts? I got news for you; it will definitely be fulfilled.

Therefore the point of all this is that when you see a position posted in any of the job sites or search engines that you go to, most likely, these jobs represent the leftovers.

So how can you tap the unpublished market? Here is the approach.

Every day CEO's, presidents and other top executives are hired by various companies. Such hires are announced via different media, i.e. TV, magazines, mews papers etc. You stay on top of it. When you find out that, let's say Mr. Anderson was appointed as President of company XYZ, you send him a specially crafted one-page resume, with a hand written note on it that reads:

Dear Mr. Anderson, congratulations are in order for an appointment well deserved. I think I can help.

When Mr. Anderson reads the hand written note on the resume, he is flabbergasted that a stranger took the time to congratulate him and send him this note, on a resume. At this point one of the two things will happen.

  1. Anderson will probably throw it in the waste basket, or
  2. As he reads the note, his sight will overflow to the content of the resume and as he takes a quick look the person's credentials, he might grab a self sticky note, which has the insignia "From the President's Desk" write on it "To HR" and give it to the secretary to forward it to the HR director.

The HR director probably has 600-700 resumes to go through, but this one has a self-sticky note that says "From the President's Desk." Don't you think that you are going to be called in for an interview right a way?

We know you will. We have applied this technique hundreds of times, and in most cases it succeeds. If you find five to seven such appointments (like Mr. Anderson's) every week, you will be called in for an interview almost immediately. Here, I want to be fair and submit that 60% of such attempts will be unsuccessful. I don't want to give false hope. However, if you contact a minimum of five such appointments a week, success will be inevitable.

By the same talking, you need to realize that the type of resume you send to these appointed presidents, CEO's etc. IS NOT the traditional resume. We have ways of designing them in a way that will trigger the recipient's interest. Not an easy task; but if you consider that we have been applying this technique for over 15 years now, we have enough evidence that it works.

Another way to get to the unpublished market, actually a way of having the unpublished market come to you, is what we call the discovery method. We have ways of triggering a company's interest and have them come to you, instead of you begging them for the job. We let them "discover" you. It's a unique way of designing your resume and approach them through certain social media, not all of them, where employers and headhunters go to.

However this article is becoming too lengthy, so we will address the discovery method at a later time.

Until then, enjoy!...


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Sunday, 20 August 2017