The Perpetual Paycheck: 5 Secrets to Getting a Job, Keeping a Job, and Earning Income for Life in the Loyalty-Free Workplace by Lori B. Rassas

Author:Lori B. Rassas [Rassas, Lori B.]
Language: eng
Format: epub
Tags: get a job, income for life, parachute, find a job, perpetual paycheck, job search, job, loyalty-free workplace, what color is your parachute, 4-hour work week, career
Publisher: Lori B. Rassas, LLC
Published: 2015-04-20T21:00:00+00:00

By finding out about the candidate who is going to fill the new position, you’ll also learn about the position that person vacated. If the candidate hired had a bit more experience than you, it is possible you are a viable candidate for their prior position. If their prior position was seen as a necessary prerequisite for jobs at the level for which you are applying, working in that vacancy might be the ideal way to fill a gap in your candidacy.

In some instances, a recruiter will reveal where the other person came from, within the context of trying to explain to you why you did not receive the offer. In the event the recruiter is not forthcoming with information about the new candidate, at a minimum you will be provided with some clues as to their identity.

Advertising executive Tim Brewers, 36, interviewed for a director level position at a large cosmetics company. After the third round of interviews, the hiring manager called to inform him that although he was a strong contender for the position, the company decided to extend an offer to another candidate who had been working in a comparable role at the company’s key competitor. Because Tim had done extensive research in preparation for his interviews, he knew which companies they identified as their key competitors. With some quick research and deductive reasoning, Tim was able to identify the successful candidate and submit his resume for the vacated position.

Even if the recruiter does not provide enough information to figure out the successful candidate’s identity, you can often find this information through other avenues. If the position is fairly senior, review the company’s website to see if an announcement is made about the new hire. Such announcements often prominently list the candidate’s prior experience. Similarly, if you are following the company with whom you interviewed on a networking website like LinkedIn, you may very well see an update of its profile announcing new additions to their staff.

Herbert Blackhorn, 48, held a Ph.D. and worked as an academic administrator for his entire career. Eager to take his career to the next level, Herbert spent more than six months interviewing to be a member of the senior cabinet of the president of a large academic institution. The process included a screening interview, a number of interviews with key leaders, an interview with the entire hiring committee, and a full day at the academic institution shadowing other members of the senior team. After a lengthy and exhaustive process, Herbert was passed over for the opportunity.

Although the recruiter for that position was not interested in providing him with any feedback as to why he was not selected, a lengthy announcement about the new hire, including the position she vacated, appeared on the institution’s website soon after the decision was made. Since Herbert knew a number of people who worked for the institution from where the new hire came, he was able to use those connections to get more insight into the departing employees’ prior experience.

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