Has the company decided to downsize? Have you decided to take a break after several stressful years? Or perhaps you’ve realized you want to work in a different corporate culture. The result is the same: you’re in the job market.
The deadline is set, your experience is packaged, and your resume is visible. But after weeks of searching and radio silence from employers, you start doubting your own worth.
What’s happening? How do HR professionals search for jobs and hire colleagues? Let’s break down the common challenges:
- Sourcing Channels. Why aren’t applications working? Often, the initial screening is done by a sourcer or a junior HR manager. Due to limited experience, they may not do this entirely professionally or might rely on personal biases. Therefore, diligently sending applications doesn’t always guarantee you’ll move to the next stage. You might simply be filtered out early.
- Ineffective Self-Presentation. By habit and profession, we’re used to listening to others. Knowing just how useful and versatile our experience can be, it’s sometimes hard for an HR pro to focus on specific, relevant examples. Your presentation must be prepared and rehearsed to address the specific pain points of the employer, based on prior research.
- Competitive Advantages. Prepare real, concrete case studies to back up your unique experience. Be ready for a hiring manager to ask for details. Vague experience in “a bit of everything” will not impress anyone.
- Unofficial Requirements. If you get a rejection with “vague reasons” after an interview, it’s likely due to requirements you can’t prepare for: age, a very specific educational background, or a particular type of experience.
- References. You may have parted ways saying “let’s stay friends,” but reality can be different. To avoid surprises, you can conduct an “undercover employer” check. Ask a friend to call your previous workplace and request an oral reference about you.
Recommendations for an Effective Search:
1. Reach Decision-Makers Directly. If you’re invited to a small team or department, the final hiring decision likely rests with the head of that unit. If you have recruiting experience, finding the right contacts shouldn’t be difficult. A preliminary conversation can reveal whether you want to work with this leader, saving time for both parties.
2. Leverage Professional Contacts and Networking. Talk to former managers and colleagues. Let your network know you’re actively looking.
3. Engage in Industry Events. If you’re confident in your expertise, consider speaking at conferences, publishing articles, or leading seminars. While this isn’t a full-time job, it significantly expands your network of valuable connections.
4. Explore a New Development Vector. Today, there are many avenues for recruiters to apply their skills: career consultant, coach, business trainer, or perhaps a niche that doesn’t even exist yet. Deep expertise in a specific area can be a fantastic launchpad.
5. Seek New Experience and Training. Consider an internship at a well-known company, offer your expertise to a notable figure in your field, or attend an advanced masterclass.
If your search is taking longer than expected, don’t panic. Step outside your comfort zone and don’t be afraid to experiment. Every new experience makes you stronger, and personal interview failures teach us to be more empathetic towards other candidates, to not mistake odd answers for deception, and to analyze situations in greater detail.
Image: Freepik
