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How To Find Unadvertised Jobs (glassdoor.com)
71 points by Ashuu 1375 days ago | hide | past | web | 41 comments | favorite

Uh, so the answer to 'how to find the unadvertised job' is 'look at company websites' or 'do google searches'?

I haven't been in the job market for years, so I don't have a great answer, but these seem pretty weak ways to find jobs that aren't advertised, because, if they are on company websites or available via Taleo, they are advertised.

How about:

  * research a company, find out their biggest problem (competitive research), find the manager who should be tackling the problem (linked in), and email him an outline of a solution.  I don't manage a ton of folks, but if someone did this, we'd definitely have a conversation.
  * go to tech meetups and meeting interesting people
  * comment on a corporate blog regularly
  * offer to work for free (if you can afford it)
  * ABL (always be looking)
  * never eat lunch along
  * blog about the industry you want to get into
  * work on an open source project
  * instagram (or whatever the kids are doing these days)
This is an oldie instance that one of my friends did to get hired back before the dotcom bubble: http://donwrege.com/XOR/home.html

"* offer to work for free (if you can afford it)"

I know there are stories where working for free is a good strategy, but they are vastly outnumbered by stories where not working for free was the best option.

I'd argue against it unless you have a really, really, really good reason to work for a specific organization for free.

I think you are correct. One reason I worked for free for an organization was that it was in an entirely different space than my previous experience, and I wanted to know more about it. Other good reasons to work for free: * gain skills * meet people

But you definitely want to be careful and limit it, otherwise you'll get taken advantage of. It's very similar to offering a free software service--often you don't know if what you have is valuable until people start paying for it.

" When you see a job posted on (insert leading job board name here) somebody paid to have it advertised there. You know where it’s free for a company to post all of their jobs? Come on, guess… If you suspected a company’s own careers website, you would be correct!"

If somebody paid for it recently, it is a strong signal they really have an opening. Jobs on companies' own sites might only be there to:

a) show to customers and investors the company is in good shape.

b) keep their recruitment buffers filled just in case.

I've been through jobs in companies with "no recruitment" enforced due to budget cuts and guess what, the job ads on their sites were still there.

My last job we were advertising and interviewing for a position that did not exist on the belief that somebody wanting job X could be talked into job Y instead.

I don't work there anymore.

Unless it's an ad from a recruitment agency. While I'm certain that recruitment agency ads do often advertise real jobs, there are instances where I'm pretty sure there are other recruitment agencies that advertise fake positions. They are then used to collect CVs of the applicants so they have a database of candidates which they can use if an employer asks for someone for another position.

Well this is unfortunate: http://i.imgur.com/41Yn4ye.png

Same here Firefox 26.0 Ubuntu 12.04.

This is why I have Evernote Clearly installed: http://evernote.com/clearly/

You can also use a bookmarklet like these https://www.readability.com/bookmarklets

quick fix to make it readable on firefox, I right-clicked on the paragraph -> Inspect Element, selected the div.single-content and removed the "float:left" CSS rule.

You can also make the large Google screenshot smaller if you use the Image Zoom plugin (or know how to change it using Firebug or the default dev tools). I believe that is what's causing the layout to freak out.

View -> page style -> no style.

One of my favorite features.

That's awesome. Thanks!

You might have more luck getting the developer to fix it by providing some information about your browser. It works fine in the latest stable Chrome on Mac OS X, for example.

Broken on Firefox for me too.

broken on firefox 26, win 7

width="871" on the second image seems to be the problem.

Same thing for me on OS X 10.6.8 with Firefox 26.0.

At least within the area of the UK which I lived in until recently the idea that there are lots of unadvertised jobs is a myth. When I was unemployed I did the experiment of applying both via "the usual channels" and also speculatively based upon fairly elaborate analysis to try to identify suitable organisations. The number of "conversions" - which means inquiries turning into job interviews - was vastly higher for the usual channels, with very few companies responding to speculative inquiries.

What makes you think your methodology was a good one for finding the unadvertised jobs ?

Plenty of unadvertised jobs will go through networks, word-of-mouth and personal recommendation - obviously cold-calling wouldn't give you good results in such cases.

Generally it's estimated that roughly 40% [for 2009-2010] of jobs are unadvertised, and that's calculated using US BLS data (http://www.bls.gov/news.release/jolts.htm) comparing number of job openings companies state they have versus actual hiring numbers.

While there might be variation between countries, I doubt that there's significant difference between the UK and the US.

I think my methods were good. They were based on data mining company information for all companies registered with Companies House, such as changes in numbers of employees, net worth, main products and the like. I tried to apply scientific method to the task of finding employment.

If the unadvertised jobs cannot be detected by any empirical evidence then I would suggest that they be treated like other mythological phenomenon.

Did you miss my link to the BLS data showing the difference between hiring number and job openings ?

There's plenty of empirical ways to show that unadvertised hiring occurs. Another alternative way would be simply to survey companies and employees and ask them.

The fact that unadvertised recruitment happens doesn't mean that the jobs will be available to anyone who attempts to apply via cold-calling.

A company that receives a strong recommendation for a candidate via someone they trust may well create a new role especially for that person, but obviously such a role wouldn't exist if someone unknown tried to apply speculatively.

Where did you obtain data about 'changes in numbers of employees' for 'all companies registered with Companies House'?

I'm genuinely curious about where to access that data, because AFAIK employee data doesn't exist in either of the regular statutory filings collected by Companies House (the Annual Return (AR01) and the annual accounts).

HMRC _does_ have that data (as it's included in the P35 Employer Annual Return) but I'm not aware of any way to access it.

Similarly, the best data I've seen on 'main products' for _all_ UK companies is the SIC code, which isn't particularly specific.

I'd appreciate any pointers to accessing the data you described (changes in # of employee; main products) for all UK-registered companies.

You misunderstand how "unadvertised jobs" work. They are "sold" through word of mouth. Unless you're within the employer's personal network - and your message does not indicate it - you'd never find out. Your speculative inquiry would not get a response because they don't know you, and they prefer to give the job to someone who comes with a referral.

Obviously, companies advertising a job are more likely to have a job; this does not nearly imply the converse (that a majority of jobs are advertised).

Your experience might also reflect the type of job you were looking for. For a job with a large pool of potentially compatible employees that advertising gave me easy access to, it would be prudent to advertise.

Finally, I could offer anecdotal data in the opposite direction.

I have done the same and come to the same conclusion.

Isn't it better to let a recruitment company do the hard work for you?

In a technical job market there are recruitment consultants that know all of the companies, what might work for you and where there might be a need. In my experience they do provide a very good service. However, we tend to dislike them when they are not needed so we might overlook them as our first point of call.

Isn't it better to let a recruitment company do the hard work for you?

If you want to entrust your professional future to someone who doesn't understand the work you do and whose interests aren't necessarily aligned with yours, sure.

Recruiters aren't all bad - they can be one prong of your job-search strategy. (I just found a great startup job through a recruiter.) But don't put them in charge.

And read Ask The Headhunter.

Plus one for reading Nick (the author of 'Ask the Headhunter': http://asktheheadhunter.com/

The site has been 'online since 1995' and looks like it, but has a wealth of advice for taking control of your destiny when looking for a new job. This is my favorite piece on how to interview: http://asktheheadhunter.com/basics5.htm

There are also a number of people looking for jobs who simply refuse to use recruiters/headhunters. Most just need to fill a quota. It's very rare to find one who truly wants to find the right job for you.

"Recruiters aren't all bad"

I keep hearing it, but I haven't really ever seen it.

Recruiting is a huge industry. They are obviously not all bad or useless.

Most small companies simply cannot afford to employ a full-time in-house recruiter. If you were running a startup, with a thousand things to do daily, you too would outsource the basic search and screening function.

I used some good recruiters, as an employer.

>In a technical job market there are recruitment consultants that know all of the companies, what might work for you and where there might be a need. In my experience they do provide a very good service. However, we tend to dislike them when they are not needed so we might overlook them as our first point of call.

wait, really? There exist recruitment consultants who are paid by the employee, and not the employer?

I mean, I'm mostly asking 'cause I kinda want that job. I think I'd be good at it; I have a pretty good track record of getting my friends jobs. Hell, I'd show up for the interview.

(If you are talking about the regular kind of recruiters, who are paid by the hiring company... that's a very different thing. They can be useful, but you need to remember who they actually work for.)

A company like "Glass Door" perhaps?

It could be a waste of your resources, because many such listings are actually not designed to lure good qualified prospects, they have a completely opposite intent - lure idiots and unqualified people. Even if you apply, they'll talk to you, then talk again, then disqualify you on some ridiculous grounds.

I'm talking about Green Card PERM process in these companies. The law mandates them to advertise, but their intent is to prove to the DOL that there's no adequate candidates around. They _already have_ someone for this position, moreover, this person (most likely) already occupies this position, they just started his/her GC process.

Taleo makes a great job making it as painful as possible to search and apply for jobs. I find it pretty funny a "hack" of how to look through taleo listings is in an article about unadvertised jobs.

Yup. On the one hand, recruiting is hardly the rocket science of software engineering, and on the other hand, it's hard to imagine a more user-unfriendly system than Taleo, yet somehow they seem to dominate the market.

Silk Road and SuccessFactors are just as terrible in my opinion but seem to also have a healthy percentage of the market. I believe all these HR software systems follow a similar pattern of starting out solving a fairly simple problem, then as Sales brings in more and more disparate customers, the developers keep tacking on stuff until it is a hodgepodge mess.

I was expecting a post that told you to "get off your lazy ass and look for some in your area". Instead, I got a primer on Google search operators.

In my experience 'Option one' is not so bad. You need different industry directories (not just "yellow pages") to find most relevant companies and then contact them. Laborious but better than being one in a hundred applicants.

Can't you just used Indeed.com? I thought every major ATS allows you to submit your job listings to Indeed.com and similar sites.

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