8 Key Touches to closing your sell (you are the product)

In the previous blog we talked about getting your list of hiring managers and saving up to 3 searches.  We also mentioned the need to track your contacts with each potential hiring manager.  While some may find it important to meet with them face to face in an informational interview, for some of us, an easier way is to get introduced via LinkedIn and only meet with those who show an interest in meeting.  Their time is valuable and you much rather spend time on those who show an interest in your product (you). So for the latter group, I'm providing this blog.  As in all blogs I invite your success stories and or feedback on the utility of the information or your couseling session so I can share updates to my followers in future blogs. 

The suggested time between touches is generally 1 week so as not to be pesky but you need to appear persistent and focused.  So if you communicate with 20 hiring managers a day, note the need to do so again in your log or box of 3 by 5 cards 1 week later.  Make sure you have a system of recording information about each contact if and when you make an electronic or personal contact.  In another blog I'll talk about the need to do some business intelligence quickly for those you are finding interested in problem (pain point) resolution.  This can be found in a free webinar by Sam Richter.

In this blog I'm giving you touch #1 (getting their email address & inviting them to email you)

Make a list of 100 to 300 hiring managers (using the information from a prior blog) to get a list and email message.  Remember you can message them but you don't have their email address yet.  I indicated earlier that the first contact must be short, strategic and not be 'wishy, washy" like I'm trying or hoping to.  Also you must be prepared for a (no response to your mesage).  These are busy people who may not know you.  Remember that it generally takes 4-7 touches before you can close a sell and get interviews.  In this economy, the hiring manager can be pickier and it isn't just the best product he/she hires, it is often the best package and/or service before and after the sell that lands you that job.  The larger the company, the more they can expect that you have experience in their industry.  The smaller companies are more apt to look for your knowledge and skill in solving their problem.  Also remember your first contacts may not be the right time for the manager to consider you.

To get a copy of a template email, email me at neldondemke@yahoo.com.  I indicated earlier that I'm available at the Riverton Employment center each Tuesday evening from 5:30 to 9:00 pm.  If I get more traffic than 5-6 each night, I might suggest an appointment.  For now I'm seeing those just showing up so have some patience.  To be a good candidate, you must be a professional job searcher and ready to move to the next level of your job search.  If you have a favorite template, I'll link it to the blog post but I don't want to allow vendors to link unless I can vouch for their product. 

One last point, if you're spending more than 10% of you job search responding to jobs from the various job boards, you're not spending your valuable time wisely.  I suggest 2 job boards:  Indeed and Simply Hired because they crawl other job boards and provide you daily updates if you create your searches.