February 25, 2025 • 24 mins
Does it feel like you’re working hard at your job search but not getting results?
Could it be you’re working hard at all the wrong things?
Well, I’m about setting a direction, working the best steps, capturing data, making adjustments, and finding success fast!
I know job searching stinks.
I know you don’t do this very often.
I feel for you.
I truly do, which is why I created today’s video for you.
It’s about how to view your job search correctly.
Chart your path.
Capture the right data.
With a 9-step formula I know works.
Let’s get after it!
If you'd like to build a great career and lead a rewarding life, check out some of these other places where I share my teachings:
1. Check out the milewalk Academy, my coaching and training site, for freemiums and premiums.
2. I have hundreds of educational and inspirational videos on my YouTube Channel.
3. Grab any of my three books related to interviewing, hiring, and goal setting. All can be found on my Amazon Author Page.
4. Follow me on Instagram, LinkedIn, Twitter (X), TikTok, Threads, and Facebook.
5. Stay in touch with me in your email inbox by joining my newsletter here!
--Andy
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Years back a long while ago I was looking for a way to make it easy on you to actually job
search to increase your results to increase your confidence and to increase the control in which
you managed your job search and the the the the one thing that I notice a lot of people doing is
(00:24):
they are out of work or they don't like their job and what they do is they go online and they start
looking looking for jobs which is the absolute worst way to job search there's nothing wrong with
seeing the kind of jobs that are out there and what's available but number one publicly posted
jobs constitute maybe 20% of all open jobs in the market for so many reasons any of you who think
(00:49):
that a company is required to post a job well that just is flat out not true yes some institutions
organizations or whatever make it a practice to do this and there are ve there are this many entities
in the world that are legally required to do it but there's this many who aren't which is the
majority like 99% of all entities that ever hire do not have to post a job most of the jobs that
(01:11):
are secured 80% are never publicized a lot of jobs are refilled because employees left if I got a
thousand person company even a modest 10% turnover means I got a 100 open positions every year even
if I don't grow and sometimes people are searching ing or search firms are searching for executive
(01:33):
positions where they they want to let somebody go people are replaced all the time sometimes they
quit you don't know about it so you want to you want to be you want to be as proactive in your job
search as possible when you're looking at what you're finding online you're living in a world
that's give to you given to you which is wholly limited so that's the first thing the second thing
(01:58):
is you don't join a job you join a company you don't join a job and the other thing is companies
don't give people jobs systems really don't give people jobs people give people jobs so if you want
a job search the best way to do that is to go at the people and more specifically go at somebody
who could give you a job which is why my boss hunting technique has become incredibly popular
(02:21):
and we give away Carol let's do that now we give away a couple of free boss hunting templates for
you to reach out to different bosses so what I what I want wanted to do was because I know how
difficult job searching is how overwhelming it can be I wanted to create a very simple
goal oriented quota oriented way for you to make sure you were staying in motion on a daily basis
(02:46):
working on the right activities that we going to give you the most control that would lead to the
fastest results and the greatest outcome okay so I created a job search challenge I called it and
it's very simple and I'm going to tell you what that challenge is is and I've been running it for
many many many years uh there are early videos out from 2017 2018 uh but I've been running it even
(03:10):
before even before that so what's it all about so it's it's called the job search challenge it's
actually we have a registered trademark on this on this actual program technique and so on it's
identifying three companies a day now you don't have to open up your computer and say I need to
look for three companies I just want you to Target three companies a day every single day some of
(03:36):
you may think that is an incredible feat others think that's laughable because you probably have a
Target company list of a 100 companies I'm telling you three companies a day keeps it manageable and
three is enough three people per day meaning at each one of those companies I want you to find a
(03:57):
person that you can send a direct message too and then you might say well what do you mean by direct
message a boss hunting message is a direct message to somebody who could potentially give you a job
a message directly to a teammate asking them for their opinion on how much they love working there
and letting them know you're in the middle of a job search and you wanted to reach in and see how
(04:18):
they like working there that's a direct message uh if you send a message directly to the HR person or
a recruiter that's a direct message if you send a message to me coach Andy because you say coach
Andy I see you're connected to the head or the CEO at this startup over there is there any way
you can introduce me that's that counts that's a message because you're moving in the direction of
(04:41):
the three companies so the people I want you to identify are somebody either within the company
or somebody who can get you to somebody within the company and then you say well I I'm I can't really
find a boss find anybody anybody at that damn company is better than the applicant trashing
system which is what I end ly call the ATS because it's the absolute Abyss next thing is those are
(05:05):
the messages that I want you to send because I want you to send one message to each of those
people preferably those at the organization or use your head is it better to send a cold message to
the boss or is it better to send a message to the to the guy who is the best man at your wedding who
knows the boss right use your use your Noggin here and this is the job search challenge now as you
(05:28):
saw when I flashed up the myok academy specials we have a whole program related to how to do this
that's a paid program it's $499 or it's free if you're in the job search coaching program or this
week if you only want that program it's $299 if that's okay you don't have to pay anything you
(05:48):
could go onto my YouTube channel and search for job search Challenge and there's a playlist of
a couple of of videos that will walk you through this process so those are varying degre degrees
of support or education that you can get on this technique now a lot of people use this technique
but what happens is when you use this technique people say okay well Andy I uh I'm identifying a
(06:13):
whole bunch of companies and I've I've I've got these companies and I'm sending out messages and
I'm not getting responses so there could be any number of things wrong you might not be sending
them the right companies you might not be sending them to the right targets your messaging might be
bad your resume might be a fit boss hunting I want you to think about boss hunting conceptually for
(06:33):
a second if I'm the head of sales or I'm the head of the accounting department or I'm the
head of the engineering team or I'm the head whoever the marketing team if I get an email
from somebody who says I'm interested in working with you if I open it up and you have skills and
accomplishments that are in direct alignment with what I do and what I need I'm going to
(06:54):
want to talk to you but if you don't or I can't see it I'm not going to I'm not going to respond
so this is my way of saying there could be many many things wrong with what you're doing now the
first thing is I want you to think about doing this on a consistent basis because I think doing
it on a consistent basis is going to help you better uh number one the Cadence will help you
(07:17):
with your confidence it will become easier and easier I'm I'm a very datadriven person so I want
the feedback of what's Happening as I'm reaching out to people three a day three a day three a day
at the end of the the first week that's 15 people at the end of the second week that's
30 people if you want to know if you're doing it right every s and a half messages should get you
(07:37):
an interview not a response an actual interview so think about that every seven and a half that
means every 3 days you should be popping up an interview these are averages from people that
are in the program they give me their stats they tell me who they are what they're doing what their
results are can you imagine even if you're even if you're only 50% as good as the average that's
(07:59):
still one interview every every right every other week so you're still you're still you're still
able to generate these but more importantly you're actually putting yourself out there getting some
dialogue going there are people who will respond to you just to network there are people that will
respond to you because hey I was just about to to open up a position and I didn't know I you
(08:23):
know I this is great I'd love to talk to you or I might be willing to trade out somebody for you
hey you just look way better you just never know you never know what's actually going on so the
other thing is I'm all about consistency so that because I said I'm a data driven person I want
to give myself a chance to see what's happening because as I take a step and I take a step and I
(08:45):
take a step I want to look at the data to see do I need to make any adjustments every time I
run a workshop or I teach lessons or whatever I try to change a variable or two at the most
because I want to see I have to calibrate well when did we do that what month was it what was
the topic um what was the what was the product we were selling what was the bonuses we were giving
(09:08):
everything what was the employment market like I we look at all that stuff because I have to
calibrate what adjustments I need to make to better teach you to better Market to you to
better sell and support you same kind of thing when you're job uh when you're going through
the job search challenge if you say well Andy on on I could just send 15 messages out on a Monday
you could do that but then what happens if you get a response and somebody asks a question that's a
(09:31):
great question about something in your background that you didn't highlight that says hey I would
this is so great thank you for reaching out to me I would be especially interested in knowing
if you have any experience with well that's a piece of data that maybe you need to get
into your marketing messages and your what I call your cover letters but were really emails uh that
you're sending directly to people right maybe you want to recalibrate that maybe you want to take
(09:55):
one of your professional experience bullets out of your resume out of the first portion
today's talk and move it up into the highlights to show that you have exactly what they need so
having this daily consistency helps you stay in Cadence stay in motion and what happens is it
will likely give you better feedback faster so that you'll know what's happening and you can
(10:17):
make adjustments and I also don't want you to be bummed out or overwhelmed so 3 a day is not too
tall in order it's it's it's staying consistent so that's that's the first part of what I want
to tell you now I know a lot of you I was thinking about well what do I what do I want to share what
else do I want to share about this I know a lot of you who's used the B can show a hands who's used
(10:40):
the boss hunting technique before Steve Johnson how are you Sean consistency yes Teresa uses it
Lisa Lisa white uses it Tracy uses it come on who uses the boss hunting technique give me a show of
hands any which way you want before I go on to this next slide CU I think you're really going
to like it on day six Claudia I love it Jose more okay so you guys you guys are you guys
(11:04):
are in it now I know you're all having different luck right some of you are like three for five
some of you are three for 50 and sometimes I get I get a a person who I coach and we talk about
say Andy this is great I like your boss hunting technique I like your job search challenge I'm
able to keep up but I've been on this 3 weeks now I've sent 45 messages and I've only gotten
(11:29):
three responses and you told me I should be getting an interview about every third day
that's right okay now if that's the case if that's the case I say to them well when you got 50 4550
companies it's it's hard to know uh whether you're doing the right thing whether you're targeting the
right company whether you're targeting the right unit within the company whether you're targeting
(11:51):
the right boss so one of the things that I that I I want you to do is I want you to be very diligent
in the way that you capture the data so as an example let me give you a little story here
there was a woman who I was working with and she had um she she had like had like I think
like maybe 60 boss hunting messages sent out and she'd gotten five responses and she could work
(12:18):
for different types of companies like a software company a consulting company she had um this woman
actually had healthc care experience she could have worked for a Healthcare Company inside the
technology unit within the Healthcare company she uh you know could have been a hospital she could
have worked for a clinical research company she had familiarity with this and so all of these are
(12:40):
different kind of companies even though she had skills that would satiate all of them well when
she came to her coaching session with me I said can I see your your company list and and I noticed
that the the clinical research companies were all getting back to her but the others were not
they weren't really and she had a lot of good experience researching experience that I would
(13:04):
think a clinical research company would want and so when we looked at the way her her numbers broke
up is so think about 45 companies except she had targeted like eight or nine clinical research
companies and four of them got back to her so she went 50% so she was four for eight and then
zero for the remaining 37 okay well it just meant that these companies boss hunting really liked her
(13:31):
background much much more so than her messaging to the other companies and then when I looked at well
what her message was and what she was sending and to whom she was sending it it was very clear that
she should focus on clinical research companies because she was okay with any of the any of the
four types so some of you say well I'm not it's not working as effectively as as it can be or I'm
(13:53):
just not getting the results I'm not sure what's wrong the more isolated you could get the data the
faster you can make determinations like this so one of the things I teach my job search coaching
program members and and some of the stuff I do just like with this woman in the individual
coaching sessions I wanted to bring I wanted to bring to you so if you're doing the job search
(14:14):
Challenge and let's say you are really reaching out to bosses I want you to do this I want you
to keep track of your metrics this way okay so I want to give this is a big big important important
these are in critical critical steps so I want you to start grouping your target companies so we're
(14:35):
at 3 a day three a day three a day but I don't want you to just say okay where are my three
I want you to say in This Woman's example okay these are software as a Services Company these are
Consulting companies you could even break those up into large consultancies and small consultancies
if you want or you could even break them up into general consultancies or what I had her do is
(14:57):
breaking break them up into I wanted her going going after consultancies that only focused on
Healthcare that could be its own segment the more isolated you could get the company type the better
I don't want you to have 10 different segments I just want you to have different groupings that all
look similar so far so good then I want you to generate your company list by segment not just
(15:20):
by all companies you can think of so in her case she had software as services companies but she
had them in general so I said well what's what organizations develop software for the healthcare
industry let's isolate those make that a group then consultancies same kind of thing because
(15:40):
the more what I call layers meaning the more boxes you check for an organization the the greater the
likelihood that they're going to want to return your message and so I wanted her to have you know
20 companies that were software as a service in healthcare I wanted to have 20 companies
that were consultancies in for healthcare I wanted her to have 20 hospitals I wanted her
(16:02):
to have 20 clinical uh research organizations makes sense so what you're doing is then you're
giving yourself uh groupings so that you can actually investigate who the proper Target group
and bosses well in the software as a Services organization she was going to be going into the
client services area but in a hospital she might have been going into the IT area well the hospital
(16:29):
she might have been looking for the director of it but in in in a in a software as a service in the
client services she might have been looking for the head of client services so these are different
people these are different these are different people so you want to make sure that your target
group and your boss is labeled by segment so that you actually can know then I want you to
(16:51):
draft your marketing messages so that you're targeting the boss and each boss within that
segment is getting a simil ilar style message right so you're highlighting the assets you
bring you're highlighting the key accomplishments right when she talked to the clinical research
organizations she was going to highlight her understanding of clinical research and
(17:12):
her software development skills and all this other stuff when she was targeting the um the
the uh consultancy she was she was highlighting initially she was highlighting her client service
it skills those are also very valuable assets but it's different because I might want to play
up certain things in certain company segments so what you're trying to do is you're trying
(17:35):
to isolate so as an example for me for example if we reverse engineered what I was offering
to the public well if you're a career changer and you're investigating my programs I need
to educate you on how it solves the how I have historically solved career changer problems what
are the different problems career Changers have are unique to somebody who's just an accountant
(18:00):
who just wants to be an accountant at a different company so the communication and the advertisement
to those individuals has to be tailored to those individuals effectively it's called selling to the
Gap basically how did I solve your goals and your problems and what do you need specifically from
me while I understand you have a job searching problem and the accountant has a job searching
(18:21):
problem your goal and your your problems are going to be different ultimately than the person who's
just trying to change companies well the marketing messages that you're going to be drafting need to
be tailored to the different segments So In This Woman's case she was going to have four different
messages that she was going to send one to one group one to another and so on whatever marketed
(18:47):
her best to that group then instead of sending all the messages to one segment I wanted her to go
across the segments why would we want to do that because I wanted her to test out to see which ones
were getting back if she would have done if she would have done what I told her if she would have
done this before she saw me she would have been able to see that the clinical research companies
(19:13):
that were scattered all over her company list were the ones getting back to her so she wouldn't she
would have known that right away that there was a Hot Zone there and then she could have made an
adjustment and not spend as much time trying to send messages to these other targets make
sense make sense right so far so good and then let's say you go across your different groups so
(19:38):
if she would sent five messages to the clinical researchers five messages to the hospitals five
messages to the consultancies five messages to the to the SAS companies and she could start to see a
pattern that these are these folks are getting back to me if she couldn't see it yet then go
five across again until you can draw pattern so what you're doing is you're ultimately looking for
(20:01):
your hot spot and you're you're going across the different segments until you can actually figure
out which one is the right one for you based on demand and and you might be wondering well isn't
it isn't it obvious who I should be reaching out to because I'm so perfect for that role
you might be so perfect for that role but maybe that industry segment or company segment is not
(20:23):
or that group of companies is not really thriving right now and there's not a lot of hiring going
for your position type just because you look perfect doesn't mean I have an opening at the
at this moment or that I'm willing to entertain that or create a position for you but I don't
want you wasting a lot of time once you can draw a conclusion make sense Andy verella
(20:46):
says it makes sense and then I just want you to keep iterating the jab search Challenge and I
know that some of you some of you have have been at the challenge for a very long time and if if
if you've been at the challenge for a very long time then it's really about looking at well what
(21:07):
are you targeting because there's going to be there's going to be errors in the organizations
that you are targeting or the messaging that you're providing or the way your resume looks
so I mean if we're in the middle of covid a few years back and you're trying to Target
yourself to hotels that's not going to work even if you're the best person at whatever you've done
(21:32):
or amusement parks or whatever or whatever it was right that's an extreme example but that's what
some people do and I don't you know I'm telling you that if you stay consistent you're going to
give yourself a much much better probability of being successful but what happens what I what I
one of the biggest mistakes that I see people making there's a couple of them so when when
(21:56):
somebody comes to me and they say well I'm not sure the c hunting's not really working how many
messages have you sent out 10 okay well that's not a lot and then they're like well I sent a
few out and somebody wanted to talk to me and I got all excited so I spent all my emotional energy
my physical energy all my researching energy all my studying to get up on this interview and then
I talk to the recruiter and I haven't heard from anybody for for three weeks I know because three
(22:20):
a day three a day three a day is going to have you have more balls in the air if I send a message to
somebody on Monday and the following Friday I've sent my my my 30th message I don't really care
if that person two Mondays ago gets back to me because I'm I'm looking forward and creating more
possibilities and if you stay consistent people are going to get back to you but a lot a lot of
(22:41):
what happens is people slow down or they stop Al together and then what happens and then you invest
time into things that you cannot control which is interviews you cannot control the interviews you
cannot control the pace at which the company wants to take you through the interviewing process right
you can't control the pace of when they're going to give you the offer or why are they not moving
faster they told me they were going to call me tomorrow and it's really next it's next week what
(23:02):
should I do send three more messages every single day that's going to be my answer all the time so
so anyway so I just I wanted to to to make sure that we we talked about that because at a minimum
at a minimum you can start to see that there's ways to look at what's what's happening so it's
not blindly sending three messages each day it's it's not and and and if you are really struggling
(23:30):
really really struggling like you've been at this for months and you're not getting you're
not getting the bites I'm I'm I'm going to tell you it's your targeting and it's your messaging
meaning it is not plain and obvious exactly how me and my organization are going to benefit from
having you I just don't understand what you do I don't understand what you've accomplished because
(23:53):
I'm telling you if that is really clear for people to see even if they're not hiring you're going to
get bites because people are going to want to talk to you so so so I just I want to drive that home
Years back a long while ago I was looking for a way to make it easy on you to actually job
search to increase your results to increase your confidence and to increase the control in which
you managed your job search and the the the the one thing that I notice a lot of people doing is
(00:24):
they are out of work or they don't like their job and what they do is they go online and they start
looking looking for jobs which is the absolute worst way to job search there's nothing wrong with
seeing the kind of jobs that are out there and what's available but number one publicly posted
jobs constitute maybe 20% of all open jobs in the market for so many reasons any of you who think
(00:49):
that a company is required to post a job well that just is flat out not true yes some institutions
organizations or whatever make it a practice to do this and there are ve there are this many entities
in the world that are legally required to do it but there's this many who aren't which is the
majority like 99% of all entities that ever hire do not have to post a job most of the jobs that
(01:11):
are secured 80% are never publicized a lot of jobs are refilled because employees left if I got a
thousand person company even a modest 10% turnover means I got a 100 open positions every year even
if I don't grow and sometimes people are searching ing or search firms are searching for executive
(01:33):
positions where they they want to let somebody go people are replaced all the time sometimes they
quit you don't know about it so you want to you want to be you want to be as proactive in your job
search as possible when you're looking at what you're finding online you're living in a world
that's give to you given to you which is wholly limited so that's the first thing the second thing
(01:58):
is you don't join a job you join a company you don't join a job and the other thing is companies
don't give people jobs systems really don't give people jobs people give people jobs so if you want
a job search the best way to do that is to go at the people and more specifically go at somebody
who could give you a job which is why my boss hunting technique has become incredibly popular
(02:21):
and we give away Carol let's do that now we give away a couple of free boss hunting templates for
you to reach out to different bosses so what I what I want wanted to do was because I know how
difficult job searching is how overwhelming it can be I wanted to create a very simple
goal oriented quota oriented way for you to make sure you were staying in motion on a daily basis
(02:46):
working on the right activities that we going to give you the most control that would lead to the
fastest results and the greatest outcome okay so I created a job search challenge I called it and
it's very simple and I'm going to tell you what that challenge is is and I've been running it for
many many many years uh there are early videos out from 2017 2018 uh but I've been running it even
(03:10):
before even before that so what's it all about so it's it's called the job search challenge it's
actually we have a registered trademark on this on this actual program technique and so on it's
identifying three companies a day now you don't have to open up your computer and say I need to
look for three companies I just want you to Target three companies a day every single day some of
(03:36):
you may think that is an incredible feat others think that's laughable because you probably have a
Target company list of a 100 companies I'm telling you three companies a day keeps it manageable and
three is enough three people per day meaning at each one of those companies I want you to find a
(03:57):
person that you can send a direct message too and then you might say well what do you mean by direct
message a boss hunting message is a direct message to somebody who could potentially give you a job
a message directly to a teammate asking them for their opinion on how much they love working there
and letting them know you're in the middle of a job search and you wanted to reach in and see how
(04:18):
they like working there that's a direct message uh if you send a message directly to the HR person or
a recruiter that's a direct message if you send a message to me coach Andy because you say coach
Andy I see you're connected to the head or the CEO at this startup over there is there any way
you can introduce me that's that counts that's a message because you're moving in the direction of
(04:41):
the three companies so the people I want you to identify are somebody either within the company
or somebody who can get you to somebody within the company and then you say well I I'm I can't really
find a boss find anybody anybody at that damn company is better than the applicant trashing
system which is what I end ly call the ATS because it's the absolute Abyss next thing is those are
(05:05):
the messages that I want you to send because I want you to send one message to each of those
people preferably those at the organization or use your head is it better to send a cold message to
the boss or is it better to send a message to the to the guy who is the best man at your wedding who
knows the boss right use your use your Noggin here and this is the job search challenge now as you
(05:28):
saw when I flashed up the myok academy specials we have a whole program related to how to do this
that's a paid program it's $499 or it's free if you're in the job search coaching program or this
week if you only want that program it's $299 if that's okay you don't have to pay anything you
(05:48):
could go onto my YouTube channel and search for job search Challenge and there's a playlist of
a couple of of videos that will walk you through this process so those are varying degre degrees
of support or education that you can get on this technique now a lot of people use this technique
but what happens is when you use this technique people say okay well Andy I uh I'm identifying a
(06:13):
whole bunch of companies and I've I've I've got these companies and I'm sending out messages and
I'm not getting responses so there could be any number of things wrong you might not be sending
them the right companies you might not be sending them to the right targets your messaging might be
bad your resume might be a fit boss hunting I want you to think about boss hunting conceptually for
(06:33):
a second if I'm the head of sales or I'm the head of the accounting department or I'm the
head of the engineering team or I'm the head whoever the marketing team if I get an email
from somebody who says I'm interested in working with you if I open it up and you have skills and
accomplishments that are in direct alignment with what I do and what I need I'm going to
(06:54):
want to talk to you but if you don't or I can't see it I'm not going to I'm not going to respond
so this is my way of saying there could be many many things wrong with what you're doing now the
first thing is I want you to think about doing this on a consistent basis because I think doing
it on a consistent basis is going to help you better uh number one the Cadence will help you
(07:17):
with your confidence it will become easier and easier I'm I'm a very datadriven person so I want
the feedback of what's Happening as I'm reaching out to people three a day three a day three a day
at the end of the the first week that's 15 people at the end of the second week that's
30 people if you want to know if you're doing it right every s and a half messages should get you
(07:37):
an interview not a response an actual interview so think about that every seven and a half that
means every 3 days you should be popping up an interview these are averages from people that
are in the program they give me their stats they tell me who they are what they're doing what their
results are can you imagine even if you're even if you're only 50% as good as the average that's
(07:59):
still one interview every every right every other week so you're still you're still you're still
able to generate these but more importantly you're actually putting yourself out there getting some
dialogue going there are people who will respond to you just to network there are people that will
respond to you because hey I was just about to to open up a position and I didn't know I you
(08:23):
know I this is great I'd love to talk to you or I might be willing to trade out somebody for you
hey you just look way better you just never know you never know what's actually going on so the
other thing is I'm all about consistency so that because I said I'm a data driven person I want
to give myself a chance to see what's happening because as I take a step and I take a step and I
(08:45):
take a step I want to look at the data to see do I need to make any adjustments every time I
run a workshop or I teach lessons or whatever I try to change a variable or two at the most
because I want to see I have to calibrate well when did we do that what month was it what was
the topic um what was the what was the product we were selling what was the bonuses we were giving
(09:08):
everything what was the employment market like I we look at all that stuff because I have to
calibrate what adjustments I need to make to better teach you to better Market to you to
better sell and support you same kind of thing when you're job uh when you're going through
the job search challenge if you say well Andy on on I could just send 15 messages out on a Monday
you could do that but then what happens if you get a response and somebody asks a question that's a
(09:31):
great question about something in your background that you didn't highlight that says hey I would
this is so great thank you for reaching out to me I would be especially interested in knowing
if you have any experience with well that's a piece of data that maybe you need to get
into your marketing messages and your what I call your cover letters but were really emails uh that
you're sending directly to people right maybe you want to recalibrate that maybe you want to take
(09:55):
one of your professional experience bullets out of your resume out of the first portion
today's talk and move it up into the highlights to show that you have exactly what they need so
having this daily consistency helps you stay in Cadence stay in motion and what happens is it
will likely give you better feedback faster so that you'll know what's happening and you can
(10:17):
make adjustments and I also don't want you to be bummed out or overwhelmed so 3 a day is not too
tall in order it's it's it's staying consistent so that's that's the first part of what I want
to tell you now I know a lot of you I was thinking about well what do I what do I want to share what
else do I want to share about this I know a lot of you who's used the B can show a hands who's used
(10:40):
the boss hunting technique before Steve Johnson how are you Sean consistency yes Teresa uses it
Lisa Lisa white uses it Tracy uses it come on who uses the boss hunting technique give me a show of
hands any which way you want before I go on to this next slide CU I think you're really going
to like it on day six Claudia I love it Jose more okay so you guys you guys are you guys
(11:04):
are in it now I know you're all having different luck right some of you are like three for five
some of you are three for 50 and sometimes I get I get a a person who I coach and we talk about
say Andy this is great I like your boss hunting technique I like your job search challenge I'm
able to keep up but I've been on this 3 weeks now I've sent 45 messages and I've only gotten
(11:29):
three responses and you told me I should be getting an interview about every third day
that's right okay now if that's the case if that's the case I say to them well when you got 50 4550
companies it's it's hard to know uh whether you're doing the right thing whether you're targeting the
right company whether you're targeting the right unit within the company whether you're targeting
(11:51):
the right boss so one of the things that I that I I want you to do is I want you to be very diligent
in the way that you capture the data so as an example let me give you a little story here
there was a woman who I was working with and she had um she she had like had like I think
like maybe 60 boss hunting messages sent out and she'd gotten five responses and she could work
(12:18):
for different types of companies like a software company a consulting company she had um this woman
actually had healthc care experience she could have worked for a Healthcare Company inside the
technology unit within the Healthcare company she uh you know could have been a hospital she could
have worked for a clinical research company she had familiarity with this and so all of these are
(12:40):
different kind of companies even though she had skills that would satiate all of them well when
she came to her coaching session with me I said can I see your your company list and and I noticed
that the the clinical research companies were all getting back to her but the others were not
they weren't really and she had a lot of good experience researching experience that I would
(13:04):
think a clinical research company would want and so when we looked at the way her her numbers broke
up is so think about 45 companies except she had targeted like eight or nine clinical research
companies and four of them got back to her so she went 50% so she was four for eight and then
zero for the remaining 37 okay well it just meant that these companies boss hunting really liked her
(13:31):
background much much more so than her messaging to the other companies and then when I looked at well
what her message was and what she was sending and to whom she was sending it it was very clear that
she should focus on clinical research companies because she was okay with any of the any of the
four types so some of you say well I'm not it's not working as effectively as as it can be or I'm
(13:53):
just not getting the results I'm not sure what's wrong the more isolated you could get the data the
faster you can make determinations like this so one of the things I teach my job search coaching
program members and and some of the stuff I do just like with this woman in the individual
coaching sessions I wanted to bring I wanted to bring to you so if you're doing the job search
(14:14):
Challenge and let's say you are really reaching out to bosses I want you to do this I want you
to keep track of your metrics this way okay so I want to give this is a big big important important
these are in critical critical steps so I want you to start grouping your target companies so we're
(14:35):
at 3 a day three a day three a day but I don't want you to just say okay where are my three
I want you to say in This Woman's example okay these are software as a Services Company these are
Consulting companies you could even break those up into large consultancies and small consultancies
if you want or you could even break them up into general consultancies or what I had her do is
(14:57):
breaking break them up into I wanted her going going after consultancies that only focused on
Healthcare that could be its own segment the more isolated you could get the company type the better
I don't want you to have 10 different segments I just want you to have different groupings that all
look similar so far so good then I want you to generate your company list by segment not just
(15:20):
by all companies you can think of so in her case she had software as services companies but she
had them in general so I said well what's what organizations develop software for the healthcare
industry let's isolate those make that a group then consultancies same kind of thing because
(15:40):
the more what I call layers meaning the more boxes you check for an organization the the greater the
likelihood that they're going to want to return your message and so I wanted her to have you know
20 companies that were software as a service in healthcare I wanted to have 20 companies
that were consultancies in for healthcare I wanted her to have 20 hospitals I wanted her
(16:02):
to have 20 clinical uh research organizations makes sense so what you're doing is then you're
giving yourself uh groupings so that you can actually investigate who the proper Target group
and bosses well in the software as a Services organization she was going to be going into the
client services area but in a hospital she might have been going into the IT area well the hospital
(16:29):
she might have been looking for the director of it but in in in a in a software as a service in the
client services she might have been looking for the head of client services so these are different
people these are different these are different people so you want to make sure that your target
group and your boss is labeled by segment so that you actually can know then I want you to
(16:51):
draft your marketing messages so that you're targeting the boss and each boss within that
segment is getting a simil ilar style message right so you're highlighting the assets you
bring you're highlighting the key accomplishments right when she talked to the clinical research
organizations she was going to highlight her understanding of clinical research and
(17:12):
her software development skills and all this other stuff when she was targeting the um the
the uh consultancy she was she was highlighting initially she was highlighting her client service
it skills those are also very valuable assets but it's different because I might want to play
up certain things in certain company segments so what you're trying to do is you're trying
(17:35):
to isolate so as an example for me for example if we reverse engineered what I was offering
to the public well if you're a career changer and you're investigating my programs I need
to educate you on how it solves the how I have historically solved career changer problems what
are the different problems career Changers have are unique to somebody who's just an accountant
(18:00):
who just wants to be an accountant at a different company so the communication and the advertisement
to those individuals has to be tailored to those individuals effectively it's called selling to the
Gap basically how did I solve your goals and your problems and what do you need specifically from
me while I understand you have a job searching problem and the accountant has a job searching
(18:21):
problem your goal and your your problems are going to be different ultimately than the person who's
just trying to change companies well the marketing messages that you're going to be drafting need to
be tailored to the different segments So In This Woman's case she was going to have four different
messages that she was going to send one to one group one to another and so on whatever marketed
(18:47):
her best to that group then instead of sending all the messages to one segment I wanted her to go
across the segments why would we want to do that because I wanted her to test out to see which ones
were getting back if she would have done if she would have done what I told her if she would have
done this before she saw me she would have been able to see that the clinical research companies
(19:13):
that were scattered all over her company list were the ones getting back to her so she wouldn't she
would have known that right away that there was a Hot Zone there and then she could have made an
adjustment and not spend as much time trying to send messages to these other targets make
sense make sense right so far so good and then let's say you go across your different groups so
(19:38):
if she would sent five messages to the clinical researchers five messages to the hospitals five
messages to the consultancies five messages to the to the SAS companies and she could start to see a
pattern that these are these folks are getting back to me if she couldn't see it yet then go
five across again until you can draw pattern so what you're doing is you're ultimately looking for
(20:01):
your hot spot and you're you're going across the different segments until you can actually figure
out which one is the right one for you based on demand and and you might be wondering well isn't
it isn't it obvious who I should be reaching out to because I'm so perfect for that role
you might be so perfect for that role but maybe that industry segment or company segment is not
(20:23):
or that group of companies is not really thriving right now and there's not a lot of hiring going
for your position type just because you look perfect doesn't mean I have an opening at the
at this moment or that I'm willing to entertain that or create a position for you but I don't
want you wasting a lot of time once you can draw a conclusion make sense Andy verella
(20:46):
says it makes sense and then I just want you to keep iterating the jab search Challenge and I
know that some of you some of you have have been at the challenge for a very long time and if if
if you've been at the challenge for a very long time then it's really about looking at well what
(21:07):
are you targeting because there's going to be there's going to be errors in the organizations
that you are targeting or the messaging that you're providing or the way your resume looks
so I mean if we're in the middle of covid a few years back and you're trying to Target
yourself to hotels that's not going to work even if you're the best person at whatever you've done
(21:32):
or amusement parks or whatever or whatever it was right that's an extreme example but that's what
some people do and I don't you know I'm telling you that if you stay consistent you're going to
give yourself a much much better probability of being successful but what happens what I what I
one of the biggest mistakes that I see people making there's a couple of them so when when
(21:56):
somebody comes to me and they say well I'm not sure the c hunting's not really working how many
messages have you sent out 10 okay well that's not a lot and then they're like well I sent a
few out and somebody wanted to talk to me and I got all excited so I spent all my emotional energy
my physical energy all my researching energy all my studying to get up on this interview and then
I talk to the recruiter and I haven't heard from anybody for for three weeks I know because three
(22:20):
a day three a day three a day is going to have you have more balls in the air if I send a message to
somebody on Monday and the following Friday I've sent my my my 30th message I don't really care
if that person two Mondays ago gets back to me because I'm I'm looking forward and creating more
possibilities and if you stay consistent people are going to get back to you but a lot a lot of
(22:41):
what happens is people slow down or they stop Al together and then what happens and then you invest
time into things that you cannot control which is interviews you cannot control the interviews you
cannot control the pace at which the company wants to take you through the interviewing process right
you can't control the pace of when they're going to give you the offer or why are they not moving
faster they told me they were going to call me tomorrow and it's really next it's next week what
(23:02):
should I do send three more messages every single day that's going to be my answer all the time so
so anyway so I just I wanted to to to make sure that we we talked about that because at a minimum
at a minimum you can start to see that there's ways to look at what's what's happening so it's
not blindly sending three messages each day it's it's not and and and if you are really struggling
(23:30):
really really struggling like you've been at this for months and you're not getting you're
not getting the bites I'm I'm I'm going to tell you it's your targeting and it's your messaging
meaning it is not plain and obvious exactly how me and my organization are going to benefit from
having you I just don't understand what you do I don't understand what you've accomplished because
(23:53):
I'm telling you if that is really clear for people to see even if they're not hiring you're going to
get bites because people are going to want to talk to you so so so I just I want to drive that home
Popular Podcasts
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com