As you know, I am not a fan of the “elevator pitch” when it comes to the job search. I agree with the concept of getting your message across quickly, succinctly and powerfully. Where this concept loses me (as well as most people receiving it) is that it isn’t value packed for the listener. This is particularly important in your job search, since there are a lot of one-sided pitches being thrown at hiring managers and you must stand out here. In my opinion, taking a more solution based approach will do just that.
In past articles, I have talked about the importance of developing Your Solution. This is what you do best – maybe even better than anyone else. If you think about that skill set like a product, there are things it (you) does and doesn’t do. It only makes sense then to target hiring managers who are experiencing the pain and problems that Your Solution addresses.
So, instead of firing off a generic pitch with what you do, take a more pinpoint approach. Begin by asking 2-3 questions that identify if that hiring manager is experiencing problems that you can fix. The answers will either allow you to highlight your accomplishments and what you can do for their company or help you determine that it isn’t the right job for you. The former is just as important as the latter.
This also does something else very important. It gets the potential employer talking about themselves. With this, you can more naturally make Your Solution all about them (which, incidentally, leads to uncovering “hidden” job opportunities). As well, it positions you to be able to share relatable stories with quantifiable results that show what is in it for them when they hire you.
Your Solution + Their Pain = Smart Hire
Taking this approach will narrow down your job search so you are focusing on real, qualified opportunities versus just trying to get any job. It allows you to start hunting with a rifle, not a shotgun. Ultimately, it will help pair you with a job that is not only a good fit, but where you can experience your greatest success.
