Strategy > Shortcuts
For any new readers, you can check out some of the previous stuff we’ve put out here.
To anyone that feels like they’re running in circles in the job market at the moment, here’s my tip of the day:
You don’t need hacks or shortcuts, you need a strategy.
It is common knowledge that applying to as many roles as possible and hoping to hear back on something is a poor approach to this market.
Firstly, you’re effectively praying to win the lottery every week.
There’s thousands of people applying for each role you are, equally convinced they are the right fit for the position.
On top of this you can’t monitor/track your progress (and they are not obligated to provide you with an update on your application) and worst of all, you’re leaving your future in the hands of others.
Do you really want your future to be dictated on whether a Talent Executive decides to pick up the phone to you or not?
Approaching the market with a strategy or a plan will help you cut through all of this.
It is a fact that the opportunities are out there. It's up to you to figure out a way to get yourself in front of the decision makers.
Putting together lists of target companies in your space.
One thing that’s always hit me about the ‘spray and pray’ approach is there can’t be much thought that’s gone into it.
The end result of a job search is not just to find a job but to find a job somewhere you want to work and can see yourself at for the mid-long-term.
The GCC is home to most of the major corporates and innovative firms that are sought after as employers world over.
There are no shortage of places for you to target. I’d recommend getting a good list together of relevant places - a mix of agencies, SMEs etc.
Recommended by LinkedIn
This approach is even more useful as the roles you see advertised by companies on LinkedIn constitute about 10% of the actual job market.
Identifying decision makers and approaching them directly.
This is the key part. We want to break the cycle of sitting in a Recruitment funnel and praying that we are plucked from a pile.
To do this, we need to start reaching out to key decision makers in the companies we’ve highlighted above.
I’d always reach out to the relevant Talent/HR person as a formality.
You’ll put yourself on their radar and hopefully they’ll add you to their internal database for future reference if there’s nothing on at the moment.
Secondly, dial in on your niche. If you’re a Product Manager, go for the Head of Product. If you’re a Designer, go for the Head of Design.
These are people who were once in your shoes and know what you’re going through.
They’re also going to understand what you can bring to the table more than a generalist talent leader.
Offering value in your outreach and building a network
This is key. Your message can’t be ‘let’s meet for a coffee’ or ‘can you hire me?’.
We need a more subtle approach than this. This is a strategic play that will put you on the radar of decision makers but might not necessarily come off in the short-term.
Strike up a conversation and look to add value. Make yourself front of mind in a way that doesn’t come across as pushy or demanding.
It’s not likely to pay off in the short-term, but you’d be surprised at how often these conversations pay dividends down the line.
BEFORE YOU GO: Sign up for exclusive updates, content and live roles across our socials here!
Thanks for reading #13 of our Newsletter Series, to get these straight to your inbox every week, sign up here.