Why applying to a company trumps applying to a job

In my years of experience guiding talented designers, engineers, and managers through their career paths, I've refined my approach to ensure it's beneficial for all involved. A cornerstone of my methodology involves a key question I pose to candidates: "If your dream company was hiring, who would it be?" This query serves a dual purpose.

Firstly, it helps me gauge a candidate's ideal workplace, shedding light on their preferred products, work culture, and technical environment. This insight is crucial for me as a recruiter to identify potential opportunities. If I have connections at this dream company, I can facilitate introductions; if not, it becomes a reason to establish new connections.

However, I often find that many candidates struggle to answer this question. This might be due to a lack of clarity in their career goals or a reluctance to share their aspirations. But this introspection is crucial when searching for a new role. Typically, job seekers scour niche job boards, engage with recruiters, or tap into their networks. While these are valid approaches, they tend to be reactive rather than strategic.

The alternative? Focus on targeting companies, not just open positions. This shift in strategy involves two key questions:

Which companies align with your career aspirations, and why?

Which organisations have a history of hiring professionals with your skills and experience level?

Identifying Your Ideal Employer

Pause and reflect on which companies you'd genuinely like to work for and why. This thought process is invaluable, not just for prioritising your applications, but also for evaluating multiple job offers when they come.

Consider factors like the company's vision, its products or services, size, growth opportunities, and compensation. Keep your unique preferences in mind and use platforms like LinkedIn, Xing, or Twitter (X) to compile a list of companies that resonate with you.

At this stage, don't limit yourself by technology stack, location, or office language.

Matching Skills and Levels with Potential Employers

With your list in hand, sift through it to identify companies that historically hire professionals with your skill set and at your level. This isn't about whether they're hiring right now, but about their usual recruitment patterns. Utilise social media to research current employees and assess if your skills align. This is the stage to consider language abilities and specific technology skills, removing companies that don’t align. Also, consider logistical factors like location and the possibility of remote work.

Finalising Your Target List

Hopefully you should have a concise list of companies that appeal to you beyond just current job openings and that have a history of hiring individuals with your skills. The next step involves proactive engagement.

Check their career pages for relevant openings, and even if there are none, consider signing up for job alerts or reaching out to their hiring managers on platforms like LinkedIn. Express your interest and stay visible for future opportunities.

Ongoing Networking and Adjustments

Keep networking with key individuals in these companies. Your persistence and visibility might just make you the top candidate for future openings. Regularly update your list based on your evolving career needs and preferences. Remember, applying to companies, not just advertised jobs, might reveal unlisted opportunities.

This sift in strategy is just another string to the job search bow. Feel free to share amongst your own network if you feel someone could benefit learning how to approach companies and not just live jobs so we can collectively bring simplicity to the chaos of recruitment.

Peritus Partners is a next generation recruitment team that focuses on blending education, business and community together. Interested to see how we can help find the best talent for your team or interested in finding a new job? Reach out today 😎