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Dateless and Desperate follow this blog post

posted by on Oct. 21, 2009

by Sue Danbom

 

Nothing is as unappealing as desperation.

I used to listen to a radio program called "Dateless and Desperate."  It was about people (okay - mostly women - but it runs both ways) who were so desperate to attract a mate that they actually repelled the opposite sex after the first encounter.  They tried too hard.  It was like they put out an alarm pheromone that made the other party run for the hills. It happened time and time again. And with each occurrence, the level of desperation increased.

Job search in this economy can make people feel desperate.  I am counseling a friend who asked my opinion.  He saw a job posting that appealed to him.  He carefully customized his resume and cover letter and sent it through the human resources representative as directed.  Upon second review - he noticed that the job posting listed the title of the person that this position would report to. His question was should he go ahead and leap frog the HR rep and go straight to the hiring manager.

"I would!" I said without hesitation."Last time I looked, HR reps weren't making hiring decisions."  (Screening decisions, yes.  But not hiring decisions.)  He asked the question because he heard from friends that when they tried that tactic, they were rejected because they did not follow process.  Those who are hiring are being pounded with so many desperate candidates that they are taking more exception than usual to such actions.  (And they've never been fond of them in the first place.)  In this economy is there any way to win?

So my question is considering the above information...what would you advise?  Through HR as instructed - or focusing on the hiring manager?  And if your tactic is to the hiring manager - how would you make the approach?  (Direct or indirect?)  How would I sound cool, calm and collected and  not so desperate?

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12 comments

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  • 1 point 29 days ago

    Ok, I for one, am tired of people throwing out the advice to candidates to go straight for the manager. I have a background in both agency recruiting and corporate recruiting. I've been on the corp side for the last 9 years, but I know all about bypassing HR and the old agency mantra. What I would tell any candidate is, "The answer is: it depends. DO YOUR HOMEWORK FIRST!" If you are dealing with an organization that values and partners with HR, which has a strong and influential recruiting team, like mine, then you are potentially alienating and neglecting your best ally in the process. Here, for example, our managers will almost certainly simply forward your resume right back to HR to be run through the usual screening process. If you continue to be difficult about working with recruiting, you're going to present yourself as someone who doesn't share our values and isn't a fit to our environment. Now on the other hand, there are certainly HR people that fit the old mold and may not have much influence or knowledge about the positions. The managers may be doing most of the recruiting themselves anyway. In these cases, yes - it probably makes sense to connect directly with the manager. So to candidates I say: Try the corporate recruiters first. Don't underestimate the influence and knowledge of the recruiting team. If they tell you that you aren't a fit - believe them! You can't force your way into being a good candidate for the role. Instead, ask them about functional areas of the business where you could be a fit, and how you can stay on the radar. Ask how they prefer you follow up with them and do so to an appropriate degree (don't be a nuisance). If you make an ally in recruiting, you might find that you're at the top of their list when something that is a good fit opens up.

  • 1 point 29 days ago

    I agree with the comments below and just wanted to reiterate, I really think it depends on the company and the people you're dealing with.  So you never really know what the right approach will be until you can learn more about your audience. There's so much information you can gather before picking up the phone or sending an e-mail so do your research first, find contacts on LinkedIn and see if the hiring manager is open to networking.  Chances are, if they have a profile and stay active, they will be more receptive to hearing directly from a candidate.  If the hiring manager is not found but the HR person is, then they may be the more approachable contact within that company.

    Essentially, we are all human and whoever you are, if you maintain a professional and courteous demeanor, people will do what they can to assist. 

     

  • 1 point 29 days ago

    I say call the manager. A well placed, confident call to a manager is often well-received. Your intent is to follow up with the manager because, while you realize they are busy, you believe that the relevance of your experience is such that you can help solve their problem. Do this ONLY in circumstances where you are fairly certain you're a match for their position, and be prepared to explain exactly what it is you've done that the manager will find appealing.

    Things not to do:

    1) Don't call and make a plea that you've always wanted to work for their company, regardless of what motivates you to want to work for them. Your application is proof enough you want to go to work for them, and frankly that desire has very little to do with why you are more qualified than the next candidate.

    2) Don't be monopolous with the manager's time. Ask if they have a minute to discuss your potential candidacy, and if they don't have time at that moment, ask them when a more convenient time to call would be, then be sure you follow up, leaving a voice mail if they do not pick up. When you speak with them, be concise and factual in your presentation. Make them want to hear more. If you pique their interest, they will ask for more info. If you're not right, they will let you know, and at that point, just move on.

    3) Don't leave HR out of the process-call them too!

     

    What you need to be in a position of doing, is helping HR and the hiring manager do their job. With all of the candidates coming across their desk, if you are TRULY QUALIFIED for their job opening, and are able to clearly and concisely state your case for your candidacy, then you've saved them valuable time in having to sort through a bunch of resumes to get to someone who is qualified, motivated, and can clearly articulate a value proposition to a decision maker.

    Trust me, we all want to make that kind of hire.

    Bob

     

  • 1 point 29 days ago

    Pretty simple in my opinion... submit your info via the standard process (whatever that may be) and then shoot the Hiring Mgr a quick email w/ your resume attached... with a very brief statement.

    A small tip: Please don't follow-up saying "I'm just checking to see if you got my email/resume." Everyone uses that line. Just say "I sent you an email and wanted to introduce myself over the phone as well. I know your busy, but wanted to make myself available if you have any questions." And then get off the phone.

    On another note, if the Hiring Mgr doesn't give you the time of day or knocks you out of consideration, then thats not a HM I would want to work for... right?

  • 1 point 29 days ago

    No matter what you do you are rolling the dice.  I am a fan of going direct to the hiring manager but some of my best contacts in industry are in HR because they often know more than just that job, there might be a better job at that company - so you are taking a chance either way. 

    I would suggest that if you have an "in" to the hiring manager that by all means use it to introduce yourself.  "I had a friend tell me that you were looking for a ......" is always good and can't even be faulted by HR (normally).

    My suggestion is to try HR first and if you don't get results to then go direct to the HM.  It can only increase your odds at that point.

  • 1 point 29 days ago

    Great feedback. However, having been on both sides of the table, and now on the corporate side. Don't disregard an "HR Rep". That "rep" (the term which is demeaning in itself), is worth their weight in gold, will have a successfull relationship with their internal business partners, and their opinion and expertise is valued. In addition, on the other end of the spectrum, that "rep" could be a relative of executive management, or another respected leader in the organization. In either case, you want to have somewhat of a relationship with HR. Believe you me, if you are a cut above the rest, contact HR, offer a concise but informative conversation (respect their time), and be genuine. HR generally doesn't mind candidates contacting us directly, but don't be a pest. When you establish a bond with HR they can be your best advocate, and "sell" you to the hiring manager. It is in our best interst to fill that position too. On the flip side, circumventing and insulting HR might get you lost in the crowd, and someone else will become the cream of the crop. The moral is:never discount anyone on the food chain, you don't know who they are OR who they know!

  • 1 point 29 days ago

    Elise:

    I am in total agreement with you, and congratulate you on the articulate and comprehensive nature of your reply. While I sympathize with job-seekers who feel they may not be getting fair review or representation, initiating their contact with a company by circumventing the company's established process is a surefire way to hurt their credibility as a candidate--and a person--before they ever get in the door. I can't speak for all companies, obviously, but all the hiring managers here (where I am the Manager of Talent Acquisition) simply forward voice and emails to me from candidates anyway.

  • 1 point 29 days ago

    Sue,

    Great question! I concur with the other respondents that there is no perfect answer, though I would take a different approach if I knew that the job was a very close match for me. Once I had all the contact info I needed, I would first send both of them an email with my resume attached, and an absolutely killer (brief) cover letter. After a day, I would leave a voicemail with both, briefly expressing my interest, and asking if they had received the email. I would follow that up with an overnight or priority mail of my resume and cover letter to both parties.

    Although HR does not make the hiring decision, they can sure as heck stand in the way, and I have been on the losing side of an HR person who blocked out a candidate more for spite than any other reason on more than one occasion.

    HR is a valuable, worthwhile ally in the process, and needs to be involved, even if the actual Hiring Manager does not need their involvement. A candidate needs to cover all bases to improve their chances. If HR should happen to ask the candidate why they also contacted the HA, rather than letting HR do their job, the candidate could respond truthfully that they know HR is very busy, and that they wanted to maximize the potential that their talents would be noticed. Immediately follow that comment with a great question, such as, "Now that you have my resume, how can I help you determine if my qualifications suit your needs?"

    Jim

  • 1 point 29 days ago

    A great question. As a "hiring manager" in this case, my desire to fill a need is the primary goal. I personally wouldn't have a problem if an applicant contacted me as well as HR. (Especially if it's a sales position. They just got past the gatekeeper). 

    However, I don't presume I have a better handle on someone's capacity to do the job just because I'm impressed. Therefore, I'd rely on the expertise of our HR (truly our business partner) to assist in selecting the best candidate.

    Advice for your friend? Unfortunately, I think it's company and hiring manger specific. In our organization, we look for the best people through the front door, back door or side door. On the other hand, there are companies who will definitely react negatively by not following protocol.

    With so many resumes for every open position, what are the chances HR will give him a look if he plays by their rules? Slim, right? If he's looking for a specialized role, perhaps there's fewer applicants and a higher probability he's selected on merit. Otherwise, I suggest walking through any doors that are open.

    In terms of approach, I'd actually recommend an after hours voice mail first. (If the # isn't listed, there may be an dial by last name feature). If you catch the hiring manager at a bad time on the initial call, you're done. If you leave a voice mail, there's a good chance the entire message will be heard (even if the manager is multi tasking). Nail that message! You reserve the option to follow up with a "live" phone call if the message isn't returned. 

    If the HR job description is vague but your friend knows the position well, I'd also craft an e-mail using specifics, addressing challenges and providing solutions that only those with his experience and skill set knows. Demonstrate competency and allay worries about job fit and long training times.

    Best of luck to your friend!

  • 1 point 29 days ago

    Because of all the variables involved in hiring practices across the board there is no one best answer for any job search question.  So my advice is to play the odds.  To that end...

    Definitely focus on the hiring manager.  For all the reasons stated in Kevin Wheeler's recent article We Should be Ashamed.  http://www.ere.net/2009/10/01/we-should-be-ashamed-treating-candidates-with-respect/.

    Send a hard copy resume with a cover letter succinctly highlighting why you're a great match to the position.  Use top quality paper and write confidential on the envelope to increase the odds of it landing in the hiring manager's in box.   With all the other things a hiring manager must focus on (including a loaded email in box), this could very well represent a candidate's best chance to come to the hiring manager's attention.

    The exception to this would be for technical positions.  To play the odds there you still want to focus on the hiring manager but you need to come up with a unique tech savvy way to make contact.  (Not being a techie myself, I don't have any ideas for you there.)

  • 0 points 27 days ago

    Wow!  I am so impressed with the thoughtful depth of the answers here.  Thanks to everyone who commented.

    @ DK Burnaby - I love your follow up question.  "If not this, where else might I fit?"

    @ Adriana Estrada - As my mama used to say, "Good manners trumps all."

    @ Bob Waldo - You are right.  This takes confidence and planning.  Better know how and why you're a fit.

    @ Scott Weaver - Great tip.  My advice:  Don't call to "just check in" unless you are a parole officer.

    @ Jim Sullivan - Who could be offended by a great referral?  Thanks

    @ Elise Thompson - As Aretha would say:  R-E-S-P-E-C-T.  "HR Reps" deserve it too.

    @ Terry Cushman - You obviously have the desired relationship with your hiring managers. You have to be providing them with valued service.  Kudos.

    @ Jim Cargill - Cover all bases?  Seems like that fits more and more situations these days.  Thanks.

    @ Kevin Bachman - I love that you are open to finding the best by any means.  You and your company must be a pleasure to work for.

    @ Shirley Ray - Stand out with impressive hard copy.  Interesting advice.  That could definitely work.

    @ John Leveritt - Besides, networking may open possibilities that aren't obvious from the outside.  Thanks!

    Tally on conclusion:  3 for HR, 2 for Hiring Manager, 6 for both.  Research and look at the individual situation. 

    Thanks to all.

  • 0 points 29 days ago

    Hell yes!  Networking rightly done is a subversive, disruptive, and productive act.  And it is the only way jobseekers stand any kind of chance of securing an interview.  As hiring process owners it is HR's role to function as gatekeepers, blockers, and filters.  However, it is incumbent upon jobseekers to circumvent the gatekeepers and negotiate their way directly to the hiring manager.  The hiring manager is the only person with whom a jobseeker can have an informed conversation about a specific opening.  Work within established processes yes!  But jobseekers must also make direct contact with the hiring manager.  Otherwise what are jobseekers left with?  The prospect of sitting at their computers day after day submitting resume after resume into one more proverbial black hole?  Simply to stay in process in order to ensure HR is happy?

    I think not.

    John