If you’re a job seeker stuck in the apply-and-wait loop, you’re probably going to be twiddling your thumbs for quite a while. In today’s market, simply submitting applications and hoping for the best can work, but it’s rarely the fastest path to an interview. Instead, you need to elevate your job-search outreach strategy.
Yes, outreach. Not sit around and wait.
Putting yourself out there is the aspect most job seekers miss when in a search. Instead, they spend hours looking for positions, tailoring resumes, and applying—but they miss the human connection.
Let’s shift your search by exploring two ways to create more opportunities: reactive outreach and proactive outreach.
Communication Is Vital to a Successful Job-Search Outreach Strategy
I talk to 10–30 clients each week, most of them in active job searches. Some just find jobs and apply. Others work the system. The latter are the ones who typically see results faster.
Yes, you can apply and wait. And yes, it sometimes results in calls to interview. But the challenge is that you’re left playing a numbers game. The last client I had for whom this approach was successful sent out 150 applications a week. Yikes.
On the flip side, the clients who thoughtfully apply to positions that are a great match with their experience and goals, follow up with a recruiter, and start conversations see much better results—usually without all the work of applying to hundreds of jobs. When they pair that approach with connecting with former colleagues and meeting industry insiders, suddenly a stalled search starts to create tremendous traction.
Why work harder when you can work smarter?
Reactive Outreach: The Alternative to “Apply and Wait”
Applying to jobs that meet your career goals and experience will nearly always be part of a comprehensive job search. I get that. But what’s no longer in vogue is waiting for the phone to ring. This isn’t high school, Susan.
In today’s market, you need to make the call yourself (figuratively, I mean—although if you really want to call, I won’t stop you!). I know that you’re going to push back on me for this, but give me a minute because it’s not as hard or challenging as you might imagine.
- First, go to LinkedIn and look for the company page.
- Then, scroll down to the people tab on that page and click on it.
- Right below, you’ll see a search bar. Enter “talent” for talent acquisition. If that yields no results, try “recruiter.” Still need to dig deeper? Try “HR,” “human,” or “people” for people and culture. In smaller companies, you might be looking for an owner or president.
- Review the results and choose someone, making an educated guess on who the right person might be.
Once you find a person, click on their picture to go to their profile. There are then three ways to engage this job-search outreach strategy:
- Look to see if you have anyone in common. If you’ve built your network strategically, you may be able to ask that shared connection for an introduction. This is, of course, gold, but not everyone can go this route.
- When introductions aren’t available, try to send an InMail. Even if you don’t pay for LinkedIn Premium, you may still be able to send an InMail because many recruiters have what’s called an “open profile,” which allows anyone to InMail them for free. If you do have LinkedIn Premium, you may decide to use one of your allotted InMails here.
- Your last resort is a connection request. Always choose to “add a note” when you click on connect. Premium members get 300 characters and nonmembers get 200 characters, so you need to bring it fast. Also, if you don’t pay, you can only send five notes a month (which is why I suggest starting with an InMail).
You can also reach out to someone who might be the hiring manager using this route. The more tentacles you get into the company, the better!
Proactive Outreach: Gain Insights and Build Relationships
While following up after applying may make sense, this proactive job-search outreach strategy can feel like brand-new territory. And that’s probably why so many job seekers don’t even consider it. Here, instead of waiting for an open role and applying, you’re reaching out before you apply—and even when no open roles are available. If you have target companies where you really want to work, this approach is gold.
Start by researching companies that interest you to create a target list. This should be anywhere from five to 20 companies, and they can range from startups to multinational conglomerations. Look on Google, Glassdoor, and LinkedIn, and if you’re not sure where you want to work, enlist the help of AI to provide you with a list. You may be surprised at the results.
With your list in hand, head over to LinkedIn, where you’ll once again go to the company page. This time, however, you’re not looking for a recruiter; this time, you’re looking for a decision maker. Ideally, you’ll want someone who’s a step above your targeted role. You could also reach out to anyone you find interesting because your goal here is to request a brief informational interview.
That’s right: This proactive job-search outreach strategy is not about asking for a job. Instead, you’re making connections, gaining insight, and building relationships. When you get them on the phone, a Zoom call, or in a coffee meeting, you’ll ask questions:
- Talk about their career journey, such as why they chose this path.
- Ask what they love about their current company and what attracted them.
- Discuss upcoming opportunities and challenges they may be facing.
Listen for opportunities and nuggets of wisdom. It may turn out that they are facing a problem you can solve. If so, say so!
More often than not, however, you won’t find an easy in with them—and that’s okay. Since turnaround is fair play, they’ll ask about you. And you’ll be ready with a response:
“I’m currently exploring new opportunities, and your company is on my target list. I really appreciate your willingness to share your experience and tell me more about the organization. I’m not sure whether you’re hiring right now, but I’d love to stay connected. Would it be okay if I sent you my resume? And if there’s someone else you think I should be speaking with, I’d welcome an introduction.”
No pressure. No awkwardness. No sales pitch. Just a professional conversation.
Why Informational Interviews Work
Some job seekers resist these kinds of informational interviews because they feel inefficient. After all, you’re talking to someone who may not even have a job available. But step back a minute to realize that’s exactly why they work! The pressure of an honest-to-goodness interview dissolves. Instead, you’re just having a conversation.
And you know what people love talking about more than anything? Themselves! When you approach them to talk about themselves and show genuine interest in learning from them, most people are happy to connect. First off, they get to talk about themselves. But perhaps more importantly, they have the chance to give back and share some of their insights to help someone else. We all love doing that.
Plus, you never know where these conversations will lead. One introduction becomes another. One contact knows someone else. One informational interview turns into a referral six months later. Networking often feels slow—until suddenly it isn’t.
Job-Search Outreach Strategy Case Studies
You should know by now that I’m not one to give out busy work. If I make a suggestion, it’s because I’ve tried it and/or my clients have tried it. While I can’t say that either of these outreach strategies will meet with 100% success, I can tell you that consistency will accelerate your results. Here are two examples:
Proactive Outreach
One client shared with me on a Wednesday that she didn’t know what to do in her search other than apply and wait. She asked for a strategy, and I naturally shared my proactive-reactive approach. She took my suggestions to heart, and by Friday, she had reached out to some past colleagues who worked in companies she was targeting, two of whom introduced her to hiring managers. She had lined up two calls by the end of the week.
Reactive Outreach
Another client was dutifully updating her resume, applying, and following up on LinkedIn. Over the course of two days, she sent eight applications and LinkedIn InMails/connection requests. Four of them followed up with her and asked to interview her. One turned into a job offer, which she accepted.
I, too, have used these approaches to make connections and secure new contracts. They work.
Follow-Up Is Where Most Candidates Give Up
Even when people can sort of wrap their heads around doing something that feels uncomfortable, they too often stop with one outreach. This strategy is a process, however, not a one-and-done.
Whether you’ve applied for a position or completed an interview, your follow-up strategy matters. The first follow-up should happen immediately—or at least within 24 hours. Thank them for their time. Reiterate your interest. Keep it brief.
Then comes the follow-up that most job seekers skip. Approximately one and a half to two weeks later, reach out again. Remind them what position you applied for or interviewed for. Restate your interest. Reinforce a key value proposition. Offer to answer any additional questions.
Your final outreach comes about a month after your initial event (applying or interviewing). This is your final note to regain some control in the process and not get crushed by ghosting, which happens far too often. That note might look something like this:
“I recently applied/interviewed for the senior operations manager position at ABC Company. At this point, it appears I may not be moving forward in the process. While I’m disappointed, I appreciate the opportunity to have been considered. I hope you’ll keep my information on file should future opportunities arise that align with my background.”
This simple message does something powerful: It closes the loop.
Instead of wondering what happened, refreshing your inbox, and checking LinkedIn every 15 minutes, you’ve taken control of the situation. And surprisingly often, you’ll even receive a response. At least you won’t have to worry about this role any longer.
Even Rejections Can Create Opportunities
One of the biggest mistakes job seekers make is disappearing after receiving a rejection. But that might be a missed opportunity to start a relationship. Instead, respond to the rejection. Thank the person, express appreciation for the opportunity, and stay connected.
You may not have been the right fit for that position, but that doesn’t mean you won’t be the right fit for the next one. I’ve seen job seekers receive calls months later because they handled rejection professionally and maintained the relationship. Remember: People hire people.
Along the same vein, if you don’t hear anything from either proactive or reactive outreach, don’t despair. Try another person, even on the same recruiting team. I had one client do that after not hearing back from his initial contact. The second person he connected with on LinkedIn responded and referred him to the person who was managing the search—and that person scheduled an interview.
The Real Goal of Outreach
Here’s the part that surprises most job seekers: The goal of outreach isn’t actually to get a job. It’s not even to get an interview. The goal is to create relationships. Relationships lead to:
- referrals
- conversations
- interviews
- opportunities
Applications are still an important part of the process, so don’t stop applying. But if you’re relying exclusively on applications, you’re putting all your faith in a process designed to filter people out.
A strong job-search outreach strategy gives you another path. It helps people know who you are before your resume lands in front of them. And in today’s competitive market, that visibility can make all the difference.
***
Need help navigating the job-search process? As Your Career Advocate, I support you from initial application through salary negotiation. Learn more at https://yourcareeradvocate.co.