How To Hire Your Future Employer

A jigsaw puzzle illustration of people faces

While of course the world is always changing, today, for many, the rate of change seems to be speeding up. Globally, more and more people are now working in gig-, freelance-, and consultant-driven roles.

As old structures morph or dissolve, new opportunities are also being born — every day! Here's one way that you can thrive in today's upsidedown world.

At first glance, our article title sounds provative, impudent, arrogant, rude — though that's not intentional. Rather, I wanted to find an unusual, slightly puzzling title. As a result, the content is about how anyone can help in a different way, so please stay with me.

Two key problems for job hunters today include:

  • Change is happening too quickly for many people, and yet ...
  • A lot of folks are still using the same old methods to apply for jobs, even when the landscape is different (though still looks the same: that's the problem).

We're a little feisty here today at, so let's explore one way to help job hunters get ahead. If you like conventional ideas, that rarely work well, stop reading now.

Getting The Job You Want Using Strategy 9

While your next employer may choose you, you also choose them. This blog post explores how to choose wisely.

I have never been a big fan of simply sending a CV — to anyone. Why: as soon as you do that:

  • You're playing someone else's game.
  • We fall prey to various negative effects, and ...
  • The chances of standing out and making a great impression decrease significantly.

Instead, I suggest:

  • First, know your own worth as a fellow human being.
  • Make your own rules. Be proactive, not reactive.
  • Strive to be unconventional.
  • Make a personal commitment to not get tossed around like a piece of driftwood (often, the default condition today).
  • Start or continue to drive your own destiny.
  • Believe that you can make a great contribution, in whatever you choose to do.

Yes, some ideas and sentiments above may sound like worn out cliches, but they're no less valuable: it's your life, you're worth it, and your job is to help find your next employer.

Instead of waiting for employers to choose you, start by choosing them!

Make em' work for your attention — and I know this can sound somewhat crass, even a little rude: it's not intendend in that way. Just to suggest that if you take the harder, driven, more proactive route, you're instantly more valuable. Be different.

So how:

  • First, stop sending CVs, online, post, email, whatever.
  • Stop waiting for job openings. Instead, create your own job opening through: (a) demonstrable competency and (b) work on how to create more interest, contrast, desire.
  • Instead, do some research on Google, Yahoo, Bing.
  • Find companies that you like.
  • Become a detective: identify the key contacts in marketing and HR.
  • Check out your chosen companies or organizations online. Look for weak points (they are almost always present).
  • Make notes.
  • Apply the "Find What's Broken" initiative below.

The "Find What's Broken" Blueprint

Yes, most firms may appear to hate the idea of such realisations, but if you look just below the surface, I can almost guarantee that every — and I mean every company or organization — is making mistakes both online and offline — sometimes using simple basic errors. Your extra effort research, discoveries, investigations could save them from brand damage, extra costs, and so on.

Why: four main reasons:

  • For most organizations, business life is too busy, busier now than ever before. 
  • As companies restructure, often fewer employees are expected to complete more and more tasks. Plus of course, staff shortages also occur during holidays and sickness periods.
  • Rarely is there enough time in the working day to cover everything properly.
  • Even if a company or organization think they have enough people, errors are often made due to the above pressures

All of those problems, are in fact, good news for you. Why: because you can:

  • Find at least 3 mistakes, problems, undiscovered threats, errors, or oversights
  • Use that information to help attract beneficial attention and enhance your value, even before you meet. If you approach the task properly, with consideration, you can generate special, positive, helpful, and memorable vibes.
  • However, do not reveal all at once. Better: drip-feed one discovered  mistake or oversight at your first contact. Suggest, you can probably find additional gains, and can discuss further at a follow-up meeting if desired. 
  • Always keep one or two of your key findings back, to reveal only during a later meeting, or second interview.

Handy tip: if they don't remember you, even for a few hours, you may essentially be invisible. Only what is relevant gets attention. 

Moreover, surprisingly, big companies can often be made weaker through the demands of too much bureaucracy. Their employees are often overstretched.

Small organizations are weak because they're small — and often don't have sufficient help available quickly enough. Also, often, they don't have the necessary resources or skills in the key areas they need to cover.

Medium-sized companies and organizations get squeezed in both ways.

One thing is sure: there are lots of opportunities out there — especially when you get creative.

Naturally, smart and savvy marketing and HR managers tend to be especially sensitive to anything that may be broken yet still going unnoticed, or which may affect their company image or brand.

So if you want to work for a company, instead of working for yourself, I suggest, they are the people to connect with first, but avoid using the "normal" methods.

  • Find out who they are and write a short letter (not an email) directly to them as named individuals. Get to know their precise job title.
  • For larger companies that have a HR department, write to at least two recipients: one person from HR, and another from the relevant department (Marketing for example).
  • Mention to each of your recipients who else you have written to. Why: to demonstrate openness and consideration.
  • Write letters to individuals individually. Do not make each letter use the same cookie cutter text.
  • Make sure you have no spelling or grammar mistakes in your letters.
  • Share one of the shortcomings you identified in each letter. Each oversight must be discernible and easily verifiable to them.
  • Include your contact details, email address, and website URL too if possible.
  • State that you have also identified several more limitations too, and that you would love to help, and ask if they would like to talk with you for 5 or 10 minutes, for more details.

That's it: say no more at that point.

All you're asking for is a little of their time, and in return, they may get kudos and credit for tracking down, identifying, and sharing those mistakes to be fixed with their colleagues, and possible saving their company from embarrassment on-line, maybe just in time!

What you get are five things that are far more valuable:

  • The promise of a conversation with someone who could change your life.
  • Most may ignore your approach: that's to be expected. Lots of "good enough" companies still have fixed structures, entranched ways of working. You only need one, two, or three skilled HR individuals to respond favourably — and they are out there, waiting for "something different".
  • You generate curiosity ("Who is this person that has the audacity …?", they think or say, etc.) where previously there was none. And …
  • You make a connection with at least one new potentially important contact, that has discovered your name and contact details in a way that is completely different to all other usual channels.
  • You can also create some gratitude and admiration for your approach and method of execution: for smart recruiters, all are indicator skills that are transferable to most companies or organizations.

Fingers crossed, in your follow-up discussion, phone call / Skype call, or even face to face meeting, after delivery of your points, you can share that while you were currently job hunting, that's how you were able to come across their problem(s) — right after you found a few glitches at a resource of one of their major competitors, and you're meeting with them next week to discuss that as well.

So even if you don't get a result straight away, you have essentially:

  • Had an informal pre-interview with a competition of precisely zero (big achievement 1), and ...
  • Put your name into more potential job generators. Who knows what conversations that involve your name mary arise later. People can remember unusual approaches better (big achievement 2).
  • Stirred the pot (big achievement 3).

Whatever the outcome right now:

  • Keep fishing.
  • If your initial contacts seek to speak to you again, keep the conversation going. Respond in a timely, but not too urgent fashion. At this stage, think in terms of Poker: do not reveal all of your hand.
  • Be an attractor, a creative problem-solver for others.
  • Your job — even and especially if you don't yet have a job — is to help potential future employers; seek out ways to improve, prevent potential PR disasters, put fires out before they start, and so on.
  • Refuse to let life, or circumstances, or anything else make you into a victim.

We have a lot more power than we might think, and we can use it.

PS: don't forget, you also have other options. If your circumstances allow, you can work for several companies or organizations — or even many. How: work for yourself as self-employed consultant instead, helping others get what they want in so many different ways. Here at, we like online playgrounds. You can too.

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