Crack the Code: Reaching Out to Hiring Managers as an Internal Candidate

As an internal candidate, you might wonder if reaching out directly to the hiring manager is a good strategy. While this approach can demonstrate initiative, it's crucial to navigate it thoughtfully to maximize your chances of success and ensure you make a positive impression.

Reaching out directly can be beneficial and if done correctly, it shows you are proactive and genuinely interested in the position. However, if not handled properly, it could backfire. As a recruiter, I understand the concerns candidates have about bypassing the recruiter and reaching out to the hiring manager. I don’t get upset when candidates do this, but there are some important considerations to keep in mind to ensure you make a positive impression.

Hiring managers are typically busy with their regular responsibilities. Adding the task of conducting interviews to fill an open position can strain their schedules. As a result, they may not have the bandwidth to conduct informal informational interviews; however, if they do and if you approach them well-prepared, some may appreciate your initiative.

Here are some best practices for reaching out to the hiring manager:

• Start with the Recruiter: Reaching out to the recruiter first is a good idea. This will enable you to understand the position better and what the hiring manager is looking for. This step can provide you with valuable insights and ensure you’re well-prepared.
• Complete Your Pre-Work: Ensure your resume is current and tailored to the job description. Apply for the position formally and gather information from other internal employees on the team in similar roles. This will help you develop a clear action plan for success in the role.
• Inform Your Current Leader: Your current leader can provide valuable insights and possibly introduce you to the hiring manager. They might be a great reference and provide feedback on your performance. It's crucial that your current leader hears about your application from you, not from the recruiter or hiring manager.
• Limit Informational Interviews: If you seek an informational interview, limit it to 10-15 minutes. Ensure your updated resume is ready and sent in advance. Respect boundaries and avoid turning an informational session into a formal interview.

Pitfalls to avoid include being disrespectful of the hiring manager's and recruiter's time, attempting to turn an informational session into a formal interview, or presenting your action plan during an informal interview. Additionally, ensure you complete an application before reaching out to the hiring manager or recruiter. It is challenging to discuss your fit for the role without a clear picture of your skills and experience.

Before reaching out, update your resume to align it with the job description, apply internally, and upload your resume with your application. After applying, email the recruiter and hiring manager, attach your resume, and explain your interest in the position. If you have an action plan, include it as well.

Make sure to inform your current manager about your application. If you're unsure about the role, set up a career exploration call with the recruiter or your HR Business Partner to discuss your skillset, experience, and career aspirations. If you are new to the company or have had recent performance issues and are uncertain about your transfer eligibility, consult your HRBP before applying to the role.

Reaching out directly to a hiring manager can be a strategic move if done correctly. Start by engaging with the recruiter, ensure you’re fully prepared, and keep all communication professional and respectful. By following these guidelines, you can navigate the internal application process successfully and make a positive impression.

Good luck! If you are a Comcast employee and would like to set up a career exploration call, reach out to me directly to put time on our calendars.