How Can a Hidden Job Find You?
The ideal situation for a job seeker is surely one where employers compete to hire them. This can happen in real life too, but it is not wise to just wait around for luck to strike. In job hunting, it is best to take an active role. That way, you might end up choosing from several different opportunities.
First, it is important to understand that most jobs are filled without being publicly advertised. When hunting for a hidden job—or a need-based job, as it is also called, it is good to be systematic and organized. Take notes using tools like Excel. Record who you have spoken with and what was agreed upon.
Taking an active role in job hunting also means keeping an eye on publicly posted jobs. Be aware that from the moment a need for talent is identified to the point where a job description is created and a job ad is published, or direct search assignment is signed—not to mention getting recruitment approval—can take months. In companies with open positions, there are always hidden opportunities. Every company has talent needs that have not yet materialized into job openings. Sometimes the need is not even recognized until someone proposes themselves as a solution to a problem that has not been noticed.
Think about who in each company knows about these hidden opportunities. Not everyone in the company does for sure. Consider who to start the conversation with—who makes the decisions.
When you begin active job hunting, listen to signals from your network, read newspapers, follow social media, stay in touch with former colleagues, supervisors, clients, and your entire contact network. It is important that your network knows you are looking for work—otherwise, no one can help. If your previous job has ended, set your LinkedIn status to “looking for opportunities.” Do not hide your job search in any network, whether it is a parent association or a sports club.
When you want to start hunting for hidden jobs, first define your career goal. It is easiest to proceed with one clear goal, like “Sales Director in a tech company.” If you have several options—Sales Director, Controller, Consultant, Coach—you can explore multiple paths. If you cannot define your career goal, return to this step once you can. Talk to a career coach—me included.
Once you have defined your goal, ask yourself—and maybe your partner—if it is realistic. If it is, start listing industries or, better yet, companies that interest you and that you have some connection to. Make a list under each career path. For example, which companies would you work for as a Sales Director, which as a Controller, etc.
Next, list the decision-makers you know in each company. Also list people you know in those companies who are not in decision-making roles; they can help you figure out whom to talk. Look for contacts on LinkedIn and company websites. The most natural contact is your potential future supervisor. Do not hesitate to contact the CEO directly in small and middle-sized companies.
Now gather more background information about the company. You might already know it, but Google its reputation and news (e.g., “company name experiences”) and thoroughly review its website. Public sources (in Finland asiakastieto.fi and finder.fi) can provide free financial data, board members, and other decision-maker info. Ownership structures may also be inferred from this data. Research the company’s competitors, industry outlook, and culture. Ask your network for insights and experiences. All this prepares you to speak knowledgeably with the company. Be ready to impress with your knowledge—it shows genuine interest.
Next, research who works at the company. LinkedIn is the best tool for this. Look at education/experience backgrounds, average age, work history, skill profiles, job tenure, overall staff trends, and the number of employees in the function you are targeting. Think about what skills the company lacks and what you could bring.
Before reaching out, prepare your pitch—your “elevator pitch.” Have both a short and extended version and be ready to adapt it to different situations. Consider how to address each contact and what might appeal to them.
Reach out in a way that feels natural to you. If you are a sales-oriented person, calling might be best. If you are a researcher, communications expert, or social media pro, email might be more natural. Think about how each contact is best reached—a LinkedIn message?
The goal of reaching out is to spark interest so you get a chance to share more. Your call or email should start in a way that makes the other person want to listen or read on. When you get the green light to continue, do not freeze—seize the opportunity. The more concrete your proposal, the less likely the conversation will end with “Keep an eye on our open positions” or “Send an open application.” A door might open with a proposal for a fixed-term role or consulting contract. Remember, the outcome might be a different role to the one you proposed. Enthusiasm and genuine interest are appreciated. An employer’s worst nightmare is not finding skilled people who want to work. A smart manager is always open to hearing innovative ideas for improving the team or company.
Additionally, network with others in similar situations. They can offer valuable tips about companies and contacts. If possible, network with company decision-makers and recruiters. Keep your LinkedIn profile up to date.
When you are efficient and active and follow the steps above, even a hidden job can find you. So, get moving if job hunting is relevant for you. Feel free to ask me for advice.
The above is based on my personal experience supporting job seekers over the past twenty years. I believe many others share similar thoughts, but you’re welcome to disagree. I am happy to discuss job hunting and recruitment.