If you’re in any way involved in executive job search, I’m sure you’ve often heard and read that networking – face-to-face, on LinkedIn and elsewhere online – plays a key role in landing a good-fit gig.
Most of my executive job-seeking clients understand the value of networking . . . that is, connecting with, and staying top-of-mind with, the various people who can help them meet their career goals.
They may know this, but most of them invest minimal time in networking, believing they should spend the majority of their job search time in the solitary practice of responding to the job listings they find on job boards and company websites.
Their anemic networking efforts consist mostly of speaking to people about the jobs they’ve seen posted somewhere.
What most of them don’t know . . . until we have an initial chat . . . is that something like 80% of executive jobs – especially at the c-suite and other senior levels – are never advertised.
They also often don’t know that they may not get to the best-fit jobs by relying on executive recruiters to help them.
Because the majority of jobs are NOT advertised, it makes sense for job seekers to strategically network towards these unadvertised potential jobs at the companies they’re targeting.
What are these so-called “hidden” executive jobs?
According to an article written by Executive Talent Agent Debra Feldman, the openings within companies that aren’t advertised include:
- Jobs that have been budgeted for but, for whatever reason, have not yet been announced.
- Jobs that only internal people know about because they won’t be created until internal processes are in place.
- Jobs that depend on an incumbent leaving, which the company doesn’t want the public to know about.
- Jobs created to accommodate a specific person because of their potential value to the company.
Also according to Debra, the only way you’ll learn about and have access to these jobs is through strategic networking:
- Identify and network your way towards hiring decision makers and their inner circle at your target companies, and stay top-of-mind with them.
- Work towards getting recommended to hiring decision makers by others within the company.
- Find out about and pursue good-fit opportunities early in the recruiting process.
Why strategic networking pushes you to the top of the list:
People hire people they feel they know, like and trust.
If you stay top-of-mind with employees at your target companies, you’ll become at least a somewhat known entity within that organization . . . not an outsider or stranger sending their resume in response to a job posting.
When golden opportunities that are the right fit for you present themselves, hopefully your contacts at the company will connect you with the people who can get you into those jobs.
Executive Job Search and Personal Branding Help
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