1 00:00:00,750 --> 00:00:00,980 Use 2 00:00:04,500 --> 00:00:09,430 so sometimes for job hunters it can seem like organizations have these big walls around. 3 00:00:09,690 --> 00:00:15,420 And one way to get access to opportunities is to launch yourself over these walls by using strategic 4 00:00:15,420 --> 00:00:21,520 information in an intelligent way. 5 00:00:22,590 --> 00:00:27,570 Any labor market Ninja would tell you that the first thing they're going to ask an organization when 6 00:00:27,600 --> 00:00:29,440 a job is open is this. 7 00:00:29,550 --> 00:00:31,790 Why is this position available. 8 00:00:31,800 --> 00:00:33,560 That's something you can always ask. 9 00:00:33,630 --> 00:00:36,270 And usually there's one of four answers. 10 00:00:36,270 --> 00:00:40,920 One would be because the organization is growing if the organization is growing. 11 00:00:40,930 --> 00:00:45,350 We want to know why they're growing and generally take that as a good sign. 12 00:00:45,360 --> 00:00:47,730 You want to be onboard with their strategy. 13 00:00:47,730 --> 00:00:52,770 The second reason that an opportunity could be available is because the person who was there before 14 00:00:52,950 --> 00:00:55,390 got terminated aka fire. 15 00:00:55,560 --> 00:01:00,720 If that's the case you want to figure out as much as you can about the terms of their departure was 16 00:01:00,720 --> 00:01:06,180 it a performance issue was it cultural match or any way that you can softly ask questions about that 17 00:01:06,410 --> 00:01:09,810 will help you craft your message in an intelligent way. 18 00:01:09,810 --> 00:01:15,980 Another reason that an opportunity would be available would be that an organization is reorganizing. 19 00:01:16,120 --> 00:01:20,090 What that means is that they're shrinking certain teams and growing other ones. 20 00:01:20,190 --> 00:01:24,990 And you want to know the strategy behind that because you can align yourself with that strategy and 21 00:01:24,990 --> 00:01:30,090 appear as a more appealing candidate to those hiring managers. 22 00:01:30,090 --> 00:01:31,970 Finally if somebody is retiring. 23 00:01:31,980 --> 00:01:38,250 Usually they'll promote certain people and have opportunities available on the junior side teams and 24 00:01:38,250 --> 00:01:39,600 certain departments. 25 00:01:39,600 --> 00:01:45,210 The key takeaway is this you want to get that strategic information and then use it in places like your 26 00:01:45,210 --> 00:01:46,220 cover letter. 27 00:01:46,370 --> 00:01:52,620 Informal interviews and just an informal networking because that information will help you get access 28 00:01:52,620 --> 00:01:54,020 to those opportunities. 29 00:01:54,090 --> 00:02:00,770 So let's take a mere For example Amir might have the job search using strategic information like this. 30 00:02:01,020 --> 00:02:07,560 So let's say that he's reading his local business paper that an organization has just decided to take 31 00:02:07,560 --> 00:02:11,850 their retail store online and become an e-commerce destination. 32 00:02:12,060 --> 00:02:13,650 So Amir checks this out. 33 00:02:13,680 --> 00:02:18,960 He starts to connect with a few of these people on Linked-In and then maybe he finds a great article 34 00:02:19,110 --> 00:02:22,540 on how to successfully launch an e-commerce site. 35 00:02:22,740 --> 00:02:27,360 So then he might just send a little Linked-In message that says something like hey I saw that you guys 36 00:02:27,390 --> 00:02:29,900 are launching this exciting e-commerce strategy. 37 00:02:29,940 --> 00:02:33,650 I thought that this piece of information might be really helpful to you. 38 00:02:33,750 --> 00:02:38,850 And then in let's say five or seven days he might write back and say hey did you find that information 39 00:02:38,850 --> 00:02:39,780 useful. 40 00:02:39,780 --> 00:02:43,860 This might be the basis for a relationship that leads to a job for a mere.