SCENARIO: SOS for the Long Job Interview and Hiring Process - Part 1 introduced the common dilemma for job-seekers of expecting to hear back quickly with a job offer after an interview, especially when they have been referred to as an ‘ideal candidate’.
OVERVIEW: The job interview and hiring process has nearly doubled in length from 2010 to nearly 23 days long on average in 2014 according to a Glassdoor study. What can a job-seeker do to bolster their prospects in the post-job interview period while waiting for the job offer?
- Research the Decision-Makers. Do not assume the person who interviewed you will make a strong case for you as the must-have candidate to the hiring authorities. Understand these hiring authorities may not include Human Resources but rather key management in the job function area in which you would be hired (e.g., Finance, Operations, Sales, etc.).
Determine who the decision-makers are in the hiring process. Research using Google search ‘strings’ of the department/division management job title + company name, as well as searching on social media sites LinkedIn, Twitter, Facebook, as well as industry-specific publications.
Key Hint: Proactively develop a list of preferred companies and hiring managers throughout your job search.
- Expand Your Network. Also search on the company name in your LinkedIn, Twitter, and Facebook accounts to find current (or recent past) employees who may know (or can find out) the names of these key decision-makers.
Likewise, search for industry colleagues in social media accounts as this technique may yield the names of the decision-makers you seek.
Key Hint: Company employees may not only know the names of the key decision-makers, but also may be willing to provide you with an employee referral, which would boost your perceived value with hiring authorities.
- Gain Leverage. Reach out to the decision-makers and employees you have found. Follow their Twitter accounts, blogs, and their company Facebook pages, and invite them to connect with you on LinkedIn.
Comment on (with professionalism and industry insights) and share their blog/LI posts via social media, retweet with comments on their Twitter ‘tweets’, develop a connection, and become recognizable.
Then make your case (be concise) with decision-makers for a brief phone, Skype, FaceTime, or face-to-face conversation.
Key Hint: In that 10-15 minute conversation, ask what each of them perceives is the pressing issue the ideal candidate will have to tackle in the first 60-90 days. Then succinctly provide examples of positive results you have gotten with those same issues at previous jobs. Close by confidently asking for the job!