#038 - The Only Job Search Strategy You'll Ever Need

(Before we get started, feel free to read all of the below right now but know that you can bookmark or save or flag this email and return to it whenever you need based on what stage of the job search process you’re at. Just FYI.)

So.

Your role has just been made redundant.

Or you’ve been looking for a new job but haven’t had much luck and need to reset a little bit.

Or you have a micromanager. Or you’re being underpaid and overworked. Or you’re being forced back into the office. Or your job is ‘fine’ but you want more than that. Or it’s time to make some moves towards your dream industry.

Whatever the case, you - just like my puppy somehow happens to be whenever I accidentally drop a bit of food - are in the right place at the right time, my friend.

Let’s be like Jason Statham at the 1990 Commonwealth Games and dive right in:

(Yep. Look it up.)

1. Update your CV.

If you’ve been tracking your results and achievements - and let’s be honest, most of us don’t - then you can simply add them into your CV.

If you haven’t been - which is much more likely, and certainly more likely than you knowing that Jason Statham was a diver in the 1990 Commonwealth Games - then it’s time to write down those beautiful, juicy, concrete results and achievements.

Just write them all down for now. Everything you can think of. You can review and edit after. “Write drunk, edit sober,” as Hemingway said. (He took that quite literally, apparently.)

If you get stuck, write down what you were responsible for and then ask yourself this: “What happened as a result of me being responsible for that?”

Now you have your results and achievements in front of you, I bet you achieved more than you thought. (If not, keep digging into every nook and cranny of your memory.) (What a great phrase.) Also, it will be pretty obvious which roles you should be applying for.

(If you want to completely change roles, one, you might need the patience of a saint, and two, read this: Time To Pivot: The Ultimate Guide To Changing Industry.)

I also love a good summary on a CV. It’s like a mini cover letter, only it’s 100x more likely to get read. Think of it like a film trailer. Why? Because that makes it cooler, that’s why. Pick a few results that are relevant to the role for which you’re applying. No buzzwords. Keep it to three or four lines long.

The goal? You want the recruiter or hiring manager to read it and think, “They could be a great fit. I’ll keep reading.”

2. Update your LinkedIn.

At an absolute minimum, your LinkedIn profile should have:

• A clear headline. Something like this could work well, for example: Senior Software Engineer | 10+ years experience in tech | Python, R, Javascript. Role? Check. Years of experience? Check. Industry? Check? A few choice skills? Check.

  • No buzzwords or phrases, please. They’re like the word ‘hakuna kitu’ in Swahili: they mean nothing.

• A fully-filled-out Experience section. And hey, you literally just wrote down all your achievements! What are the odds! All you have to do is copy and paste. Please do that. Because if a recruiter comes across your profile and you look potentially promising, and then they find out you have a barely-filled-out Experience section, they’re going to move on to the next.

  • (The amount of profiles I see without a fully-filled-out Experience section is alarming. Flabbergasting. Bamboozling. This is like cuddling your puppy at least 50 times a day: a must.)

You also need to signal you’re open to work. You don’t have to use the green ‘open to work’ banner if you don’t want but you must go to your profile page, click on ‘Open To’, and fill out the necessary details. This way, recruiters who use LinkedIn Recruiter - and most of us do - can see you’re ‘open to work’ and will be more likely to slide into your DMs.

3. Network!

Time to dust off that Rolodex!

(Only people who are 100 years old will get that reference.)

The important thing with networking is to start with who you already know. Friends, loved ones, people you get on really well with. A lot of us only think about networking with people we don’t know, for some reason, but there’s usually a pretty low ROI with that. Maybe even lower than Beyonce’s voice goes in that new Texas song of hers.

So.

Tell your friends, loved ones, people you get on really well with that you’re looking for a new job and ask them if they know anyone you should speak with - or, even better, ask them to introduce you to said person. They care about you, supposedly, so they cannot refuse. (Emotional manipulation at its finest.)

When you’ve done that, then you can get in touch with people you used to know well but haven’t spoken to in a while. Maybe you have their number, maybe you have them on LinkedIn, maybe you have their email, another social media, their PO box, their carrier pigeon address. Whatever the case, reach out to them:

“Hi [name]. Been a while! I can see you’re a [role] at [company] now - what’s that like? Would love to hear from you and maybe catch up. Talk soon!”

4. Outsource.

You don’t have to do absolutely everything by yourself, you know. (Note to self.)

Seeing as there’s already a lot of things in the job search which you do have to do by yourself - updating your CV and LinkedIn, networking, interviewing, negotiating your offer - then it pays (perhaps literally) to give other people (and machines) some work they can do for you.

For example, you must sign up to job boards (including LinkedIn Job alerts). You don’t need to spend hours and hours trawling through job board after job board after job board only to find, like, 4 suitable roles. No. Just sign up to them, set your parameters, and let the jobs come to you.

There are job boards for remote roles, tech roles, mid-level roles, senior roles, ‘green’ roles, gaming roles, and probably anything else you can think of. A quick Google (or Bing or DuckDuckGo) (not sponsored yet) search should do the trick.

You should also be letting some role or industry-specific recruiters know you’re looking for work. If you’ve ever worked with any before, let them know. If you haven’t - or you just want to cast your net a bit wider - do another search.

For example: “gaming industry recruitment agency London”. Pick a few and get in touch with a recruiter at each of them (either through the website or on LinkedIn). You could say something like this:

“Hi [name]. I’m currently a [role] at [company] and I’m looking for a [role] in the same industry. I’m looking for a salary / package between [x] and [x]. I’ve attached my CV and you can check out my LinkedIn too: [profile link]. Do you have anything that would be a good fit for me right now? Even if not, maybe we could have a quick catch up for any future roles? Thanks for reading and talk soon!”

Last, you can use LinkedIn to ‘signal interest’ in a company even when there aren’t any roles available. I’m not sure of the ROI on this, truthfully, but it’s about as low effort as sitting on the couch and re-watching The Office (again) so you might as well try it.

5. Tailoring & Applying.

No, not the suit-tailoring kind of tailoring. But after being in recruitment for nearly a decade and seeing how uncommon it is, I figured I’d make the distinction.

(Shots fired, I know. Only because I’m trying to help. Promise.)

First, seeing as you’ve already written down all your results and achievements and added them to your CV - thus making it as obvious as a purple cow (shout out Seth Godin) which roles you should be applying for - then any tailoring you need to do shouldn’t be taking too long at all. A few minutes, maybe.

For example, if I was applying to a Lead Recruiter role and there was more of an emphasis on recruitment-related projects than there were in other Lead Recruiter roles, I’d make sure my CV had more of an emphasis on the recruitment-related projects I’ve led and been a part of.

Gosh, I know. So complicated and time-consuming, isn’t it!

(No, it’s not.)

Read the job description. Make sure your CV reflects it. You’ll be in the top 5% of candidates - at worst.

Now, just like I wish you could do when it comes to jury duty, it’s time to apply.

Can it help to reach out to the (potential) recruiter or hiring manager? Yes. Is it guaranteed to help? No. Should they do a reboot of The Office? I don’t know, I’m torn.

If you do reach out - and you might as well - you could write something like this:

“Hi [name]. Just applied for the [x] role at [company]! I have experience in [x] and [x] so I think I could potentially be a great fit. My CV and LinkedIn profile should tell you everything you need to know but please let me know if you have any questions. Even if I don’t hear from you, thanks for reading and have a great day!”

Another thing you might have to do when applying is fill out inane application questions that seem to act as a way to filter people out and nothing more.

Still, if you really want the job - and you potentially want to put massive separation between you and other candidates - then you’ll want to fill them out.

Seeing as you will - and should be - applying to similar roles, make sure you save your answers somewhere. A Google doc, your diary, write them on a scroll and lock them in a steel safe, wherever works.

Why? Because you’ll probably be answering similar questions, that’s why, and you don’t need to keep writing the same answers again and again in slightly new ways.

Just use a template - your own - and it’ll make this process similar to stubbing your toe while high on meth: it happened, and it should hurt, but it didn’t.

(Or so I imagine.)

(Am I in trouble?)

6. Interviewing.

Interviewing can be broken down into three stages: before the interview, the interview, after the interview. (My genius… it’s almost frightening.) (Love that meme.)

Before the interview is all about your prep. The interview itself is all about your performance. (I mean the way an athlete ‘performs’, not in an inauthentic way). After the interview is all about your proactivity.

Okay.

Let’s go:

Before The Interview

Talk to your recruiter. Ask them about the interview process, ask them what the hiring manager wants and needs to hear, ask them about the balance of assessment between soft and hard skills (no jokes please). Get all the info you can.

Second, review the job description. I’m sorry they’re not more interesting but they really do tell you everything you need to know. Come up with a STARR example (situation, task, action, result, reflection) for each bullet point.

Third, write down a result or achievement for every point on the job description.

Fourth, ask the recruiter, your friends, people in your network, ChatGPT (other AI tools are available), and Google (other search engines are available) what questions you’re likely to be asked based on the role you’re applying for.

Fifth, you’ll almost definitely be asked, “What do you know about the company?” or “Why are you interested in working here?” You’ll also very likely be asked some variation of the following: “So, tell me about yourself.”

Sixth, you’re going to be spending maybe 40 hours a week working with this person and at this company. What do you want to know? What’s going to help you make a decision either way? What are your dealbreakers? Make sure you ask questions about these things.

The Interview

As the interview is about to start, remember this: you have more than enough experience and skills to do this role. You have results and achievements to prove that. Confidence comes from evidence - so you have every right to be confident.

Also, remind yourself this is like a first date. No, not because you met on Tinder (hopefully), but because when you go on a first date you don’t know if you want to be in a relationship yet. You’re there because you’d like to get to know them better. No more, no less.

Same with an interview. Even if it’s for your dream role in your dream industry, you don’t know if you want the job yet. You can’t know. You need more information.

Let that take the pressure off. Go from “I’m desperate for this job!” to “I’m really looking forward to finding out more.”

When it comes to actually being in the interview, something you’ll want to do is listen. (Revelatory, I know.)

(That can admittedly be a challenge when you’re trying not to listen to your inner monologue saying, “Don’t be nervous!” “What are they going to ask next?!” “Oh my god I don’t know what to say!” I get it, believe me.)

Why listen? One, that’s how you get the best insight into the hiring manager or interviewer, and also the role and company. Two, you’ll ask better questions. Three, it’s pretty rare that someone makes you feel truly heard, right? Yes. So be the person that gives that to them.

After The Interview

After your interview, get in touch with the recruiter and ask them the following:

• “When can I expect to hear? Should I follow up with you at some point?”

• “Can you confirm again what the next step would be?”

• “Will I receive feedback either way?”

If you hear from them and they say you’re moving forward, great! You deserve a little treat. A Krispy Kreme doughnut, maybe.

Now, make sure to re-confirm a couple of things: what the next step is and also that the salary range and package are still the same. (See point number 7 for more on this.)

If you hear from them and you’re not moving forward, ask for feedback. Hopefully you get some but some companies have a “no feedback” policy - that sucks and I don’t agree with it, which happens to be my puppy’s exact view on our vacuum cleaner - but that’s out of your control.

(Maybe you could get the recruiter to give you some ‘informal’ feedback over the phone. It’s like Steph Curry when he’s literally anywhere on the court: worth a shot.)

Even if you don’t get feedback, you made it to the final interview which means you’re doing a lot right. Any feedback at that stage might not have been useful anyway. Don’t overthink it.

(I know what you’re thinking: “Great advice; impossible to follow.” Shout out to Chris Traeger.)

7. Negotiate.

Some good news: you might not even have to negotiate.

(You may now breathe a sigh of relief.)

More than once - and this will be the same for every recruiter out there - I’ve been able to offer a candidate a salary and package that’s way above their initial expectations.

I wish that were the case every time. Alas, it is not. And that’s why we’re here, isn’t it?

But look, no need to worry. You don’t have to be Henry Kissinger. And you don’t need to be adversarial (thank you, Chris Voss). All you need to be is empathetic, measured, and gently firm.

And remember: recruiters are used to candidates negotiating. We. Are. So. Used. To. It.

If someone negotiates, it’s not going to throw us off. If anything, we’re expecting it. And hey, we might even be a bit nervous too. Some people on LinkedIn might have you believe otherwise but recruiters are, indeed, human. Let that ease your anxiety a little bit.

Okay, here we go:

Salary and offer negotiation starts from day one.

Get an idea of the salary range as soon as possible - preferably before the first call you have with the recruiter. If not, on that first call at the latest.

Confirm the salary & package throughout the interview process.

It’s the best idea since sliced bread to confirm the salary & package every time you move forward in the interview process.

Why?

One, over-communication is better than under-communication. Two, it holds the company accountable. Three, it’ll probably make you feel better rather than being worried you haven’t discussed money since your first chat with the recruiter and now you’re nervously wondering, “I hope the salary and package haven’t changed.”

The market (and the company) sets the salary band.

Even if you were Henry Kissinger, there would be a limit to your negotiating powers.

Not only does the market set the rate, but companies have their own salary ‘bandings.’ There will be a maximum package they can offer someone and that will be based on the market, the geography, the level of the role, and what other people who do the same role in the company are making.

You might be able to negotiate your way to the very top end of that range - and I encourage you to try - but if a good recruiter tells you there’s nothing more the company can do, I suggest you believe them.

Don’t accept on the spot.

Even though you know that searching for a job means you’re ultimately going to leave your current job and get a new one, when you actually get an offer it’s still as big a deal as having many leather-bound books and an apartment that smells of rich mahogany.

Because all of a sudden, it’s real.

The leaving, the uncertainty, the newness, the emotions, the money. It’s all right there.

So, you could say something like this:

“Thanks so much! That’s amazing. I’m really happy you want to offer me. When do you need a decision?”

Get everything in writing.

When should you officially accept an offer?

Only when you’ve received an official contract, gone over everything in said contract with a fine-toothed comb, asked all the questions you need to ask, and feel totally comfortable signing your life away.

(Joking. I think.)

Also, make sure you know what you’re agreeing to. And if a contract hasn’t been signed by both parties, nothing has been agreed to.

Negotiate!

Instead of saying you need the money because you want to buy a bigger house and book an all-inclusive holiday to the Maldives next year - that’s all about you, not what you’re bringing to the company - you might want to say something like this:

“Thanks for the offer. I really appreciate it.

“In the interview process, it was mentioned the most important problems to solve in this role were [x] and [x]. My skills and experience show I can do that - and do it quickly, efficiently, and at a high level - and I believe I got that across in my interviews, hence your offer.

“You mentioned the top of the range was [x]. Can we find a way to get to that number? If we can, I’ll be thrilled to accept. Again, thanks for the offer, thanks for being a great support in this recruitment process, and I really would love to join [company].”

You still might not get exactly what you’re asking for but I’ve seen this response - via phone or email - get more than a few people a nice bump in salary.

Like pineapple on pizza, it’s 100% worth a try.

You have the most leverage when you’ve been offered the role.

A company doesn’t want to go through the whole recruitment process again. Believe me. Not only is it deflating, it’s a drain on resources - namely people’s time and energy.

If you’re ever feeling too afraid to negotiate, remember that. 

Be okay with walking away.

Yes, I know. But it’s a cliché for a reason.

Hopefully it won’t come to this because you and the recruiter have been discussing the salary & package throughout the interview.

But.

It’s not up to the recruiter what you end up getting offered. That decision lies with the hiring manager.

A recruiter can - and will - do their best to get you the most amount of money possible, but the hiring manager might think your skills, experience, and interview performance warrant offering you on the lower end of the range.

You don’t want to take an offer you don’t truly want to take. (Obviously.) That’s probably only going to lead to resentment and unhappiness, a combination akin to toothpaste and orange juice.

So.

If you’ve negotiated and the numbers still aren’t where you want or need them to be, it might be time to do what Forrest Gump did but only if you watched the film in slow motion: walk away.