How to land a job during a pandemic; advice from those that have done it.

"Network, Network, Network - talk to every single advocate of yours from your last couple of jobs". Sabrina Houssami-Richardson, Senior Talent Acquisition Specialist, Class Ltd.

This may sound like obvious advice, but just how hard do you really need to network to land your next role in the current climate? Jumpii surveyed 25 top Senior Talent Acquisition professionals, who’d recently landed a new job, to see how they did it. Here's some key takeaways from the results:

How long were you looking for work?

On average, it took them just over 5 weeks to land a new role. The shortest time was 2 ? weeks with the longest, just over 7 weeks.

What have you done to keep busy? Did you have a particular strategy?

The common theme here was to structure your day and to find things to keep busy. In some cases they volunteered within their industry to keep sharp and add value to another business at the same time. Others kept to their same working schedule; getting up early, going to the gym, and then beginning the job hunt with a fresh mind. Online courses were popular and gave a great opportunity to up-skill. Coaching for peers was also prominent with a few respondents – something they might not have the time to engage in otherwise. Some sought to broaden their search ‘net’, being open around the type of engagement that they’d consider (part-time, FTE, contract etc) and therefore busy through sheer time spent across all platforms (including Seek, LinkedIn, Slack etc) to ensure nothing was missed. Overall though, set yourself little targets each day on things to achieve. They don't have to just be job search-based. You’ll get that feeling of succeeding, even if it’s just folding the washing!

How did you land your new position?

There was common consensus here. Every person that landed a new role, who responded to our survey, highlighted that they were successful through knowing or connecting with someone in that business. They may have applied via Seek, LinkedIn or just through word of mouth, but they absolutely leant on every relationship they possibly could. If you’re applying for roles directly, check out who you might know or if you have second/third degree connections there and use your network to get an introduction. There were numerous cases where interviews simply wouldn't have happened without that call. Think of it like this, with 200 applicants for some of the roles, you're essentially a 200-1 shot. Would you bet on that horse? So the key here is to try and increase your odds and get the inside advantage. Focus on a plan to make yourself the favourite.

Did you do anything to stand out from the other applications during the process?

The good news was there’s nothing too outlandish here. Key trends included speed. Speed to respond, speed to follow up and speed throughout the process. The aim here is to keep front of mind (without being annoying) and demonstrate efficiency in work and commitment to the opportunity. Honesty was also a common thread; being clear about what you’ve achieved but also where you can improve. Demonstrating 'EQ' through the process will always help you stand out. The final trend was research, research, research. The job description should act as your focal point; how can you submit the best version of you to the role. Your CV, cover sheet and LinkedIn profile should all directly speak to your chosen audience and the role you’ve applied for. Prior to the interview, use everything at your disposal to know the business inside out - from studying the LinkedIn profiles of staff members to ASX announcements on the company. Leave no stone unturned. 

Is there anything you are particularly proud of during your job hunt?

The common theme here was that of resilience and hard work. For the most part each respondent worked around 3 hours a day looking for work. Resilience covered knock backs, ghosting, filling out registrations, answering 'irrelevant' pre-qualifying questions and chasing up feedback. It appeared that keeping a positive attitude and setting the right tone with all of your messaging was paramount (even though at times you feel like screaming!). As one respondent highlighted "life is rarely easy and it's the difficult times that really show us what we're made of".

What was your process from finishing your last role to starting your new one. Did you focus on one particular area? 

In the case of all respondents, it was that there’s no 'magic bullet' and that working hard across all the usual channels was key. Networking and leaning on your own contacts was the common theme throughout. Every single person kept busy with related work, volunteering or writing relevant content. It’s no coincidence that those that have been successful have all put themselves out there, are highly active on LinkedIn and have created their own personal brand. Writing articles, posting relevant videos on LinkedIn or even just commenting on relevant posts all helps. 

Is there one tip you could give to anyone out there reading this on how to land their next role, what would it be?

Some of our favourite answers are listed below. Great thoughts and ideas that demonstrate the lengths people have gone to in securing a role right now. 

"In times like these, we need to think of ways to stand out. A good practice to get into is to ask yourself what you are strongest at and to think of previous roles based on key achievements rather than just a list of tasks. Passion and desire go a long way in interviews and can be the reason you get hired even if your skill base isn't quite as high as your competition” Anon

"I would strongly encourage someone who has lost their job to volunteer or help someone in your network. I joined Project F as a volunteer and approached Emma via email to see if she needed help. I had never met her, was very nervous about approaching her but it has been the best thing I ever did. Many companies stated this was impressive and one of the reasons they called me. I also found a great mentor in Emma herself, she is truly amazing and I continue to learn from her everyday." Prabina Lord-Doyle

"In looking for a Head of Talent/People role, I began by mapping out all of the tech start ups in Sydney. I narrowed them down to companies post-Series A funding but <150 people as they would be at the applicable size for my desired role(s). From there I org mapped each company, determining the setup of their people team in relation to the company size and growth aspirations (based off articles, blogs, funding etc.) If I saw a potential gap, I then reached out directly to the founder/CEO (or individual who I perceived would be in charge of creating a role for me) and stated my findings alongside interest in understanding how they were intending to scale + structure their people team. While of course many were not in a place to create my role, they still answered to let me know that. Why? Because I made the effort to research their business, understand their problems and propose being part of the solution. This not only shows my interest in the company, it also shows my interest in finding the right company for myself. As I said above, the fit goes both ways." Myranda Heipel

Many thanks to all the respondents who contributed to this survey with a special mention to Sabrina, Myranda, 'J', Shirley, Paula, Prabina for going above and beyond. If you need any assistance from Jumpii on CV feedback, your LinkedIn profile or help reaching out to the relevant people in your target business, just drop us a line at [email protected]