Okay, in our previous video, we talked about the process by which large firms and Fortune
500 bring in employees.
Well, this is a completely different approach in small and mid-sized firms used.
they don't have the same resources, the same human resources department, the same organized
summer internship programs, the rotational management programs that these larger corporations
have.
So, these small and mid-sized firms use a completely different technique.
they actually, sometimes, lists their jobs locally.
that they put out that they're looking for these individuals on job boards and things
like that to actually attract people to them because they're not a known entity that has
relationships to bring in qualify candidates.
The number one way is through personal connections.
It may surprise you to know that almost 80 percent of the jobs in the United States,
just short of 80 percent, are never listed anywhere.
Okay? or never posted anywhere.
Now, we've already talked about in a separate video.
the Fortune 500 jobs that may not be listed anywhere.
that they're never posted out there.
also, when 60 percent of the employers in the United States are small to mid-sized business,
most of these small, mid-sized businesses are never posting the jobs that they need
people for.
rather they're using personal connections to find the talent that they're looking for.
these situations, what they're doing is, asking their customers, their suppliers, their - other
organizations that are affiliated with them in some way.
whether they know anyone with talent and sometimes, they received solicitations from them out
of the blue and they say okay, well so and so, had this person working for them as an
intern or part time employee, I now have their resume.
I'll give them a call and lots of times the positions are not competitively offered.
they interviewed you for positions that may or may not even exists in the organization
that they bring you in because they realized that you can create value at a given place
and they create a position for you.
this is extremely common to small to mid-sized firms.
now, unlike the Fortune 500 companies and the large professional practice firms, they
don't rely on GPA and these having previously taken part in summer internships of a certain
type.
rather, they simply look at your demeanor and what level of work experience you have.
when they initially grant you the interview, they look and say okay this individual worked
in ABC or D. they have the skills and can bring this value.
they rely on this completely on that.
they don't like as much a GPA and things like that.
They knew that you have a degree but they or oftentimes, require or want that you have
a degree but they're not - that's not their primary concern.
it's more about the skills and things like that.
And the of course, when you come in the interview process, as we talked about in later videos,
it's more about finding fit with the employee.
so that's the way it works.
Between experienced hires they're coming in laterally through recommendations.
for new hires, lots of times, it will be again, personal connections or contractors that come
on full time later or maybe a part time employee or a school intern that happens to call up
the company and ask can they be an intern there for the summer for academic credit or
experience or at the end of school year at any time and the company accepts them in and
brings them on.
most of my interns, that i teach in internship course at my university, lots of my interns
are there for academic credits there in any given semester.
work part time there rather than full time.
Oftentimes, during the middle of their internship, the employer offers them a full time job because
they fit well, they have the requisite skill they were looking for and their hard working,
ambitious and that way, that's how small and medium firms bring on people.
The key thing I want you to take away from this is the majority of getting a job in that
situation is through personal connections.
okay?
your resumes still going to have a signaling function that you have a level of experience
or knowledge in this area which tends the way of heavily on work experience.
but more than anything else, it's - if someone they know refers them over, refers to potential
employee over and sets there a quality candidate or would be a good worker, employee, then,
they end up being brought in for the interview and in many cases, hired for that position.
With that in mind, this is setting the stage for what we're going to a little bit later
regarding networking and the importance establishing some level of connections that can help you
moving forward in your career.
http://TheBusinessProfessor.com