Job Search Mini Camp 2025 🔴 Job Searching | Session Two

Job Search Mini Camp 2025 - Day 2: Job Searching Summary

Key Concepts:

• Requirements (Criteria Matrix): Defining needs and wants in a job/company before searching.
• Applicant Trashing System (ATS): Online job application portals.
• The Grid: Statistical breakdown of job attainment methods.
• Job Search Challenge: A structured approach to networking and company targeting.
• Boss Hunting: Directly contacting potential managers at target companies.
• Feeding the Funnel: Consistently engaging in job search activities.
• The Great Eight: Eight key areas of value that companies seek.
• CAR Technique: A method for structuring interview stories (Context, Approach, Result).

1. Introduction

Coach Andy kicks off Day 2 of the Job Search Mini Camp 2025, focusing on how to bring oneself to market effectively. The theme of the day is: "If you're only willing to do what's easy, your life's going to be really, really hard. If you're willing to work hard, your life is going to be very, very easy." This emphasizes proactive networking over passively applying online.

2. Requirements: Step Zero

• Importance: Before starting the job search, define requirements (using a "criteria matrix") to guide decision-making and play "great defense."
• Process:
  • Step back and recognize the forced opportunity.
  • Identify needs and wants in a job/company.
  • Develop questions to evaluate options.
• Benefits:
  • Informed decision-making.
  • Planning for success (beyond just getting a job).
  • Clarity on what's important.
• Criteria Matrix: A tool to list and weight factors like appreciation, atmosphere, autonomy, challenges, collaboration, commute, compensation, culture, flexibility, growth, people, role, and travel.
• Example: Prioritizing a coaching boss (10/10) over compensation (6/10).

3. Why Applying for Jobs is Not Actual Job Searching

• Problem: Shoving resumes into the "applicant trashing system" yields poor results.
• Statistics (15-year survey data):
  • 97% of online applications are not even seen.
  • 1 in 100 applications leads to an interview.
  • 80% of hires are never posted publicly.
• Conclusion: Applying online limits opportunities and is statistically ineffective.
• Alternative: Focus on networking and building relationships.

4. The Grid: Statistical Breakdown of Job Attainment Methods

• Methodology: Data collected from 15,000+ people on how they found their most recent job.
• Categories:
  • Researching Companies
  • Published Opportunities
  • Networking
  • Targeted Applications
  • Volunteering
  • Executive Recruiters
• Findings:
  • For those over 50 earning over $100K: 25% researching, 10% published, 50% networking, 10% targeted apps, 3% volunteer, 2% recruiters.
  • For those under 50 earning under $60K: 20% researching, 25% published, 30% networking, 15% targeted apps, 8% volunteer, 2% recruiters.
  • Career changers should spend 85-90% of their time networking.
• Key Takeaway: Networking and pre-networking activities are more effective than applying online.

5. The Job Search Challenge: A Structured Approach

• Concept: A daily quota of company targeting and networking.
• Process:
  1. Create a company target list.
  2. Find three target companies per day.
  3. Identify a boss, teammate, or recruiter at each company.
  4. Send one personalized message to each target.
• Emphasis: Messages must be unique and tailored to the recipient.
• Speed Rack of Templates: Prepare templates for different networking scenarios (boss hunting, teammate targeting, connections, etc.).
• Boss Hunting Messages:
  • Target bosses even if no position exists.
  • Be ready for various responses (referral, rejection, etc.).
  • Always include a call to action.
  • Continue the dialogue and interaction.
• Example Responses and Actions:
  • Referral to recruiter: Get the recruiter's name and connect directly.
  • Referral to ATS: Comply, but ask for the recruiter's name.
  • Rejection: Ask for networking referrals.
  • Inquiry about email source: Explain the research process.
  • Mean response: Ignore and move on.

6. Overall Search Structure

1. Requirements in Order: Define needs and wants.
2. Marketing in Order: Resume, cover letter, LinkedIn profile, interview stories.
3. Run the Job Search Challenge: Consistent networking and company targeting.
4. Interviews: Prepare and execute.
5. Continue the Job Search Challenge: Maintain momentum.

7. Rationale and Benefits

• Join a Company, Not a Job: Focus on company culture and long-term fit.
• Control: Focus on actions within your control (sending messages, researching companies).
• Hidden Jobs: Access the 80% of jobs not publicly advertised.
• Low Competition: Direct contact bypasses the crowded online application pool.
• Consistency Beats Talent: Persistence is key.
• Attention Placement: Success depends on focusing on controllable actions.

8. Potential Problems and Mistakes

• Reluctance: Overcome hesitation and take action.
• Limited Possibilities: Expand search criteria and explore tangents.
• Not Finding the Right Person: Dig deeper and use available resources.
• Not Personalizing Messages: Tailor each message to the recipient.
• Agonizing: Avoid dwelling on unanswered messages.
• Begging: Don't waste time convincing uninterested parties.

9. Measuring Success

• Metrics: Aim for a 10-25% response rate and 1-in-5 to 1-in-10 interview rate.
• Example: Kevin's story: 42 messages, 0 replies initially, then 10 replies and 6 interviews after resume rewrite.

10. Action Suite and Time Allocation

• Feed the Funnel: The Job Search Challenge drives opportunities.
• Time Allocation:
  • 90% - Identifying companies, networking, boss hunting, messaging.
  • 1% - Logistics (scheduling interviews).
  • 9% - Interview preparation and salary negotiation.

11. Beth's Case Study: Transitioning from Nonprofit to Corporate

• Background: Beth, a two-time boot camp champion, shares her experience transitioning from the nonprofit sector to a corporate role.
• Challenges:
  • Direction: Determining the desired career path.
  • Sector Shift: Repositioning skills for the corporate world.
  • Storytelling: Translating generalist experience into corporate-relevant narratives.
• Steps:
  1. Direction Setting: Using the criteria matrix to clarify values, company type, boss preferences, and role requirements.
  2. Resume Reframing: Adjusting language to align with corporate terminology and highlighting skills relevant to corporate activities.
  3. Storytelling: Using the CAR format to craft compelling stories that resonate with the target audience.
  4. Boss Hunting: Concentrating on personalized messages to potential managers.
• Results:
  • 50-75% response rate from boss hunting.
  • 8-10 interviews from 35-38 messages.
  • Three job offers, ultimately accepting one that aligned with her criteria.
• Interviewing Tips:
  • Show excitement and connect with the interviewer on a personal level.
  • Ask questions aligned with the criteria matrix and sell yourself simultaneously.
  • Follow up with personalized emails connecting back to the interview.
  • Always ask about next steps, timeline, and contact person.
• Relocation Negotiation: Successfully negotiated a generous relocation package.
• Key Takeaways:
  • Trust the process and follow the guidance provided.
  • Feed the funnel consistently.
  • Know how to talk about yourself with confidence.
  • Find an accountability buddy.

12. Conclusion

Day 2 emphasizes proactive networking, strategic company targeting, and the importance of defining requirements before starting the job search. Beth's case study highlights the effectiveness of the Job Search Challenge and the value of aligning career decisions with personal criteria. The session concludes with action items and a promotion for the Job Search Coaching Program.