Input channel to work Percentage Friends, relatives or acquaintances 33,1 Auto candidatures 20,4 Public contests 10,0 Contacts within the company 9,9
You get some answers only that… you still do not reach the goal you have been chasing in vain for (too) a long time. Where is the problem?
You are about to discover a terrible secret.
You’ll be disappointed when you hear about it. You may have some reactions of bewilderment and perhaps anger at who (the school or the state) should have informed you of how things really are. It happened to me.
The way of proposing to companies is completely different from that for Selection Companies.
You felt bad, right?
You’ve always been told that the standard Curriculum Vitae should only talk about you. In a maximum of two pages, there must be described in a formal and orderly way your studies, your date of birth (some doubts about the real purpose of this data had come to you), the list of companies in which you worked your knowledge and hobbies. You send it and the recipient has to figure out if it’s okay for its purposes.
How did they suggest this to you?
Simple. Where did you get the format of your Curriculum Vitae? What about the presentation letter? As almost everyone does, you have downloaded templates from a job portal or from that of some Recruiting Companies. Or you copied them from someone who copied them from one of these portals.
You didn’t wonder why certain information had to be reported and others not. You did not oppose the strict rules, you trusted and followed them. The problem is that the methods they have indicated to you only work if you apply to personnel search companies on behalf of third parties.
Recommend a format that doesn’t work with companies, it wasn’t done out of nastiness or stupidity. In the small world of Selection Companies, this is how you rule. Your Curriculum Vitae must first be analyzed by a computer program, then (if your document survived) by a recruiter who evaluates it for 8-9 seconds. Everything is based on trying to discard yourself as quickly as possible and without having to think too much about it.
But then it’s only natural that they gave you the wrong advice…
Does it seem to you that whoever stands between you and the employer can show you how to do without his service?
It’s like a real estate agent makes a tool available to sell or buy a house without needing an intermediary. He would be left without employment!
With companies, it works differently.
There are two reasons:
- They don’t know how to interpret the standard Curriculum Vitae nor the standard cover letter. It is also complex for the recruiters of large and structured Recruiting Companies, imagine for a company that does much more than select people by profession.
- They only care about what you can do. Companies care relatively about you, your studies, your hobbies, and your knowledge. Their real goal is a quick and concrete solution to their problems and you have to prove that you are just that.
How to propose yourself to the final employer.
The principle that has always worked with all companies, regardless of their size, is the one that is sympathetically represented in the film “Pulp fiction” by Mr. Wolf.
Wolf does not show up at the door with his Curriculum Vitae or cover letter in which he reports his studies, the list of his skills, or the ordered list of his previous work experiences. Introduces himself (or is introduced by someone else) as a professional who knows problems and knows how to solve them.
I’ll give you another example. Some time ago a vacuum cleaner salesman showed up at the door. He didn’t start talking about the great features of his product, he asked me if I had a dirty carpet to clean. After 30 minutes, my carpet was beautiful again and the seller left my house with the check-in hand (a check with a large amount reported, I remind you).
You have to introduce yourself to the potential employer in the same way.
Problem (theirs) -> Solution (you) -> Concrete evidence
I had a customer warehouse worker who had been trying to relocate to another company for some time. As good as other warehouse workers, an expert in the use of the forklift like other warehouse workers, precise and reliable like other warehouse workers. In short, he was like other warehouse workers. In fact, for months his proposals for collaboration were ignored as for other warehouse workers.
But … he could do a particular thing. He had found a way to reduce the days needed to carry out the annual inventory of goods in the warehouse from five to three. It may seem like a small thing to you. For a company that moves millions of pieces, on the other hand, two days of downtime cost hundreds of thousands of euros, angry customers, organizational problems, etc.
He found a problem that he knew how to solve.
He wrote a collaboration proposal using the techniques of the Direct Interview Method referring precisely to the problem that torments any company that has a large movement of material. He then introduced the solution he knew how to apply and the testimonies of those who had the opportunity to see him in action.
He was no longer a warehouse worker like the others. It was the solution to the problem and his new employer was delighted to find out.