For Guerrilla Marketing Job Hunters, There is No Spoon

by The HeadHunter on January 24, 2010

“It is not the spoon that bends; it is only yourself”

In a famous scene from the 1999 box office hit The Matrix, Neo [Keanu Reeves] encounters a young mystic guru sitting on the floor of a waiting room.  Neo curiously observes as the boy appears to bend a spoon with his mind.  The boy engages Neo in a sage-like tone:

spoonboyBoy:  Do not try and bend the spoon.  That’s impossible.  Instead, only try to realize the truth.
Neo:  What truth?
Boy:  There is no spoon.
Neo:  There is no spoon?
Boy:  Then you’ll see that it is not the spoon that bends; it is only yourself.

Casting deeper Cartesian implications [and creepy spoon bending paranormalists] aside, our guru boy suggests the obvious; your perception of a challenge will determine the approach you choose to overcome it. 

Obvious:                 Your approach will dictate your results
Not as obvious:      The right approach to take
Obvious:                 Take the wrong approach and it doesn’t matter how much effort you make

As a recruiter, I encounter masses of talented people who have become tragically sophomoric job seekers because they approach their search with some misconcieved notions of what should work.  From their poorly written resumes to their networking faux pas’ it is glaringly obvious that these folks may be in for a painful process.

Many struggling job seekers simply make the mistake of basing their approach on what has worked in the past.  Technology, processes, communications, information accessibility and networking channels have changed significantly in recent years.  What worked 5 or 10 years ago doesn’t necessarily work  now.  What worked 2 years ago may not work well right now. 

A short list of things that may have changed since your last job search:

  • The last time you applied for a similar job there may have been 75 resumes received by the employer.  This time there may be 750 or more.   There is likely to be a blinding deluge of applicants from which qualified candidates need to be identified. 
  • Applicant Tracking Systems [ATS], customizable software will likely be used to automatically select or de-select you based on the keyword relevance of your resume to the public job description and the undisclosed selection criteria. 
  • Chances are greater now than ever before that you could be the best candidate for the job but not have your resume read by a human being before being electronically deselected.  It is quite possible for savvy applicants to edge out better qualified candidates in the pre-selection phase.
  • Communication is free.  Email in-boxes fill quickly.  Information overload is a standard working condition.  DELETE is the rule.  Response is the exception. 
  • More online information about you is readily accessible.  Chances are, if you make it through pre-selection, you’ll be “Googled” before you’re called.
  • Expanding your professionial network, becoming visible and regularly communicating in networking channels can be done easier, faster and in larger scale than ever before.
  • “Convention” as you perceive it may no longer exist.  “There is no spoon.”

“Unconventional” is the New “Conventional”

If you are tired of staring at the spoon (so to speak) and you’re willing to bend yourself to accomodate the real (“new”) world of job search,  I recommend you read Guerrilla Marketing for Job Hunters 2.0 as soon as you can get your hands on a copy.   The book touts “1001 Unconventional Tips, Tricks and Tactics for Landing Your Dream Job” and it delivers. 

Guerrilla Marketing for Job Hunters 2.0

Guerrilla Marketing for Job Hunters 2.0 is different than other job search guide books.  It is creative, inspiring, thought provoking and provides practical, effective tactics to help you overcome obstacles in your job search path. 

It is based on good research, real-life examples and the expertise of industry professionals.  It is packed with actionable information. 

After reading, you may come to find that actions you once considered unconventional are indeed creative and logical adaptations to game-changing differences in corporate recruitment, selection and hiring practices ["Employment 2.0"?].

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