It’s hard being a job seeker, but it’s not easy being the person on the other side of the interview in charge of picking the right person either. Hiring managers are a bit paranoid, knowing if they hire the wrong person it can affect the entire business. You can use that pressure to your advantage, here’s how:
How to Leverage the Pressure on Hiring Managers to Your Advantage #sportsbiz Click To Tweet
Video Transcript for “How to Leverage the Pressure on Hiring Managers to Your Advantage”
Brian Clapp, WorkinSports.com Director of Content: One of the things I find very effective when I’m trying to write an article or prepare a strong argument, is to put myself in someone else’s shoes. I put myself in the shoes of a hiring manager sometimes and better try to understand their pain points, this strategy helps me relate information to our job seekers.
For example, picture yourself as a hiring manager, you get a stack of resumes for an opening you may have and you are trying to decide from this stack of papers who is a good candidate.
Here is the problem – PEOPLE LIE ON THEIR RESUMES!’
You can’t necessarily trust what someone has put down on paper to be an actual representation of who they are. Let’s say someone puts on their resume, “I am proficient in AVID non-linear editing” well, does that live up to my expectation of what proficient is, or did they just find that power verb in an ebook they downloaded on how to write their resume.
As the person in charge of hiring, I have a problem. I don’t know whether to trust the piece of paper, I also don’t know if the person attached to this resume will be a cultural fit in my work environment.
So what do I do?Hiring managers don't always trust resumes because candidates inflate their skills #sportsbiz Click To Tweet
Most hiring managers, when in doubt, fall back on hiring someone they know and promote from within. That is the secret – hiring managers are more likely to hire from within, to promote someone that is already in the building or to hire an intern on full-time, because they know that person’s skill level and can trust it. They know if the candidate is a cultural fit and can trust it.
How do you use that secret to your advantage?
For one, while in college intern at places you think you may want to work. If that means you need to live in Bristol Connecticut for the summer to intern at ESPN or some other big business in San Francisco or Chicago, do it, because it’s your opportunity to make a positive impression and eventually get hired.
Take that internship seriously, express who you really are and show people that you are a cultural fit and have the necessary skills.
Also, your strategy for entry level jobs should be to explore opportunities at big businesses wherever you can get one, don’t be overly picky. Being at a big business like NBC Sports, Nike or Octagon will provide career opportunities and an ability to grow inside the company by working your way up the ladder.
By being in the building you are going to be more likely to impress people, to show them what skills you have, to learn what skills you need to advance, to make friends in management and eventually grow your way up.
When I’ve been in charge of hiring I’ve always been fearful of hiring the wrong person because when you do it’s at least a wasted 6 month to a year period. If I hire the wrong person and I train them, integrate them in the staff, rely on them to perform…and they become a failure, that hurts as a hiring manager because you have to start the process over again.
It is a much easier scenario to hire from within – so become that candidate that is already on the inside. Take that secret of hiring and start to use it to your advantage.