Why is the job search so hard (and why it doesn’t have to be)

The reason I want to cover this today is that I hear this often. People say in random conversation, “Why is the job search so hard? Why does it have to be like this? We don’t understand.” That’s why we’re going to talk about that today.

 

What you’re going to learn:

• How the recruiting process is broken (and how to get around it)

• Why you’re not having great success in your job search right now

• How your resume can be stopping you from getting noticed

 

The process is broken.

 

You may have noticed it’s a million resumes to one employer. That might be a slight exaggeration, but not by much. That’s what I mean when I say that the process is broken. It makes it very, very difficult for the average person to succeed and get through this process if only one person can get picked of, say, a thousand or two thousand people. That makes it really hard and really discouraging. From the job seeker’s perspective, it is totally broken because it will never work. One in a million.

 

There are too many people doing the exact same thing.

 

 

Everyone is trying to break down a wall. That means that the chances of breaking down this wall suck, because they keep putting the wall up higher and higher, because more people keep trying to climb it.

 

Here is a good visual: the front door is always crowded.

 

screen-shot-2016-04-16-at-9-25-12-pm
 

It’s so crowded that they have to put barriers to keep people out. You (the person who may be the best fit for the job) will never be spoken to or get an interview. And it’s not your fault. It has nothing to do with you. It has to do with the process. On the other side of the coin, the hiring manager is flooded with resumes, so that’s why they’re trying to keep people out.

 

screen-shot-2016-04-10-at-10-48-37-am
 

Another problem stems from the hiring manager having too many resumes to sift through. A lot of the time, organizations use keywords to distinguish the good candidates. And I tell you, ‘keywords to distinguish whether or not you’re a good fit for the role’ is off. It’s completely weird, because how could you ever figure out if a person is good for the role, if you can work with that person, if they have a good vibe, if they’re a good fit, if they’re going to get along with the people in the building? You have no idea from keywords, and that’s all that they go on to bring people in for an interview.

 

Anybody can write good keywords on their resume—even a robot. Actually, a robot would probably get all the keywords right in an instant. But they don’t want to hire a robot, so that’s part of the problem.

 

So, the solution…

 

Obviously you’re thinking now, “OK, I understand. I can’t rely on this process anymore, because it has failed me up until now, and it’s going to continue to fail, because the process is broken.” It’s not you; it’s the process.

 

The solution is to bypass the broken process.

 

The way in which you do that is by talking to the people, because there’s a wall between you and the hiring manager, between you and the person you want to speak to. That wall is the process. You want to get around that wall and not have to go through the front door. I call this my ‘Side Door Application’ technique.

 

Do something different.

 

 

Stop using the ‘Black Hole Method,’ as we like to call it in our industry of career coaching. The Black Hole Method doesn’t work, just stop doing it altogether. The solution is to do something completely different.

 

The way that I teach it to network with people. Reach out to people on Linkedin as a human being. Start the human contact connection, because if you think about it, you can go on amazon.com and order something and have it at your house in one click, and that’s great for an inanimate object. But when you’re hiring a person, that system doesn’t work so well.

 

You want to have a warm connection first. It’s really weird that we’ve been doing it this other way. We have somebody come in for an interview. We talk to them for an hour. Then we decide that we’re going to hire them.

 

But really, that’s not enough time to get to know somebody. It’s not enough time to get to know and trust the person. Networking is where it’s at. Get on Linkedin. Use connections.

 

I have a free guide that you can download at my website nataliefisher.ca. In the guide, I’ll show you how to start reaching out with word-for-word scripts, so that you can start talking to your hiring managers directly and bypass the wall.

 

Use stories to distinguish yourself as a real person.

 

Breaking the rules is so important here in the job search nowadays. You’ve got to tell stories on your resume and in interviews. You want to be a storytelling machine. Whenever you answer a question, you want it to be in the form of a story, because people remember stories more than they remember facts.

 

If you have a memory of somebody telling you something, it’s probably because they told it in the form of a story. The brain remembers the story so much faster. If somebody says to you, for example, “Tell me about yourself,” how would they remember that answer better? Would it come from hearing all the schools listed in chronological order that the person went to?

 

Or would you rather hear about how the person came from being an accountant to being a salesperson? That’s a pretty big shift. I would be curious myself to see how they discovered that career path and made that career change.

 

Use interesting stories.

There we have it.

 

Here, you’ll find more great job search lessons, on topics such as negotiating your salary, networking, getting more interviews, getting more job offers etc. I’ll help you get started right away with step-by-step, word-for-word, fill-in-the-blank stuff.

 

Have you ever had a frustration or a situation in the job search where you’re feeling demotivated? If so, leave a comment below. I’d love to hear all about it. I respond to all the comments personally!

 

11 comments on “Why is the job search so hard (and why it doesn’t have to be)

  1. I love your Side Door technique! In the past, I always used keywords, as I knew I was qualified and it would at least get me past the “robot check” and one step closer. But using a contact within the company who was friends with my current manager is what rocketed me to the front of an interview for my current job.

  2. Thanks for sharing this info. I think that the side door technique is not something many people think of as the obvious way is what is most prevalent.

  3. It’s exceptionally sad, particularly considering the condition of the employment showcase, yet there really is a predisposition against unemployed competitors. Truth be told, a genuinely late overview demonstrated the inclination against unemployed individuals can kick in just a month after the hopeful has lost their occupation. What’s more, the study indicated it didn’t make a difference if the hopeful had been let go, cut back, or quit their previous occupation.

  4. I will chip this in, most individuals would prefer not to offer something to somebody who truly needs it. Urgency smells and makes individuals trust you are a “terrible speculation” regardless of the possibility that you are definitely not.

  5. Heey there just wanted to give you a quic heads up.
    The words in your article seem to be running off the screen in Firefox.

    I’m not sure if this is a format issue or something to do with internet browser compatibility
    but I thought I’d post to let you know. The layout
    look great though! Hope you get the issue solved soon. Thanks

    • Thank you very much for your comments. I appreciate your feedback. I do post a video on youtube once/week and if you have a question you’d like me to help you with I often do Q&A videos addressing specific reader questions and struggles.

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