Cold Outreach for Job Search
Since the massive application doesn’t work well in this competitive US job search market anyone, I started to investigate cold reach out and networking as a strategy. This is what I learn.
A Probability Game Mindset vs A Relationship Building Mindset
Having a personal connection, especially an in-person connection, can be very powerful for a job search. There is a big debate about having a Relationship Building Mindset versus a Probability Game Mindset. My sales friend, Aayush, believes that cold outreach is a probability game. Since you are not the center of other people’s lives, the best strategy is to scale by sending as many emails and messages as possible. To optimize your response rate, you can send interesting messages. On the other hand, my startup founder friend, Niklas, believes that outreach is about building a relationship with the person, rather than relying on lucky chances to get a referral.
Both strategies have their merits. The Probability Game Mindset prevents you from becoming overly attached to the outcome by encouraging experimentation and testing of new strategies. On the other hand, the Relationship Building Mindset requires patience and a people-centric approach for long-term real relationships, but it can be energy-consuming since building a relationship takes time.
From what I have learned, when we are only messaging our target, the Probability Game Mindset is more useful. However, when we get a chance to talk to the person, the Relationship Building Mindset fosters a deeper connection.
Probability Game Mindset for the first message
Netflix trailer strategy
We brainstorm intriguing hooks, no matter it’s writing, images, or videos to catch people’s attention. Here are some creative experiments to increase the response rate with my Probability Game Mindset.
My friend has a recently popular 2B cold outreach strategy with customized videos. For job search, my friend will attach their personal introduction video to create a stronger impression of themselves too.
Value Alignment strategy
Typically, a traditional cold outreach email consists of a brief introduction, and a few key points highlighting one’s qualifications and interest in the position. However, I’ve come to understand that emphasizing the strengths and values of the recipient can be just as crucial as showcasing your own abilities.
When when I asked why did she like one specific cold email, she said, “He happens to be hitting on the exact values I care about hustle, automation, bias to the action. I’m not sure how he got that so right.”
“This is hard! I cannot see that even after I talked to you!”
“Well, it’s very safe at a startup to assume that these traits are important in an “operator” role!” she responded.
Two takeaways from our conversations are: (1) The email should not only showcase your skills but also demonstrate shared values with the recipient, creating a sense of union that can be pleasantly surprising. (2) Depending on the role you are applying for, you can hypothesize the values and characteristics of the hiring manager or employer, and tailor your message accordingly.
Relationship Building Mindset for chats
Relationship Building Mindset applies best when we can have an online or in-person chat to create a stronger connection. The biggest challenge for us here is that scheduling a chat and having a call is so costly. Without a lucrative reason, why would someone what do spend extra effort in their busy day to chat with a stranger?
To tackle this time and mental barrier from the receiver, Niklas gave me suggestions for executives or top-level professionals and entry-level professionals or junior-level professionals.
Executives or top-level professionals
- Discover a more 10 + year senior version of yourself in prominent positions. For instance, my friend usually seeks out accomplished, single, and successful white men who want to leave something in the world. For me, I search for female leaders who I have a similar career path with.
- Request a brief 10-minute conversation. Conduct thorough research beforehand and engage in a way that aligns with their interests and values. Thirty minutes might feel too long for some people, but 10 minutes should feel easier. When reaching out, you can express in a way that you’re a younger version of themselves, which might inspire them to mentor you. To do this, you’ll need to conduct adequate research into their interests and values. However, don’t explicitly tell them that you’ve done so. Instead, drop hints during your conversation to create an unexpectedly pleasant experience. For example, if the professional you’re speaking with writes extensively about agile learning, you might say, “I’m incredibly enthusiastic about embracing agile learning…Wow, we have very similar interests!”
- Engage your colleagues effectively by framing your situation instead of making direct requests. For example, you could say, “I am currently facing a challenging situation where I have received two job offers and I’m having difficulty deciding which one to choose. I would greatly appreciate any insights or advice you could offer in helping me navigate this decision-making process.”This is the stage where my friend received a direct offer from the director, who said, “Why don’t you just work for us?”
To successfully achieve this, I believe one needs to find their future senior self to engage in the conversation with enough level of excitement.
Entry-level professionals or junior-level professionals
- Contact the person and request a 10-minute chat.
- During the chat, ask for any unique “insights” about the company. These insights don’t need to be technical knowledge, but rather something that people outside the company might not know. It’s better if the insights are fun or memorable enough to spark a conversation with others. For instance, a Tuesday burrito night for all employees.
- When the 10 minutes are up, express your excitement and ask if the organization is a good fit for you. Rather than directly request a referral, you give people to choice help you. This can empower the person to help you more because now they are part of your application journey, and they persuade you to be in their company. For instance, “Hey, Emily. Great chatting with you. From our conversation, do you think your company will be a good fit for me? What’s your recommendation?”
During the actual interview, you can mention insights you gained from someone within the organization, making it seem like you are already part of the team. For example, you could say, “I spoke with Emily and learned about burrito Tuesdays. Do you know Emily too? I really enjoyed talking to her.” Remember that interviewers are people too, so making a personal connection can build trust quickly. Best of all, if you get the job, you already have a buddy to start with!
Book recommendation: Niklas recommends Never Eat Alone for more strategies.
This is the 5th post from my 30-day writing challenges. I was inspired by Tung Nguyen, a friend who is a famous blogger. He overcame the fear of creation through mass-producing blogs and eventually found his own niche audiences.
