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If you send your resume to the employers by yourself, it’s likely that your resume will be overwhelmed in hundreds of or more resumes, and in most cases, the person responsible for receiving and screening resumes is not the final decision maker, so even if you’re the rightest person, your possibility of being shortlisted is a few percent or even less.
But through our DTB (Direct to Boss) service, your possibility of being shortlisted will be greater than 90%, because we will bypass the gatekeeper and send your resume directly to the boss (decision maker).
let’s discuss it in details
If you want to find a new job, you may use the strategy of “bulk-drop”, send your resume whenever seeing a job advertisement, and some job boards also provide the “surrogate” function, it is a kind of chargeable service (usually not expensive), by which, the job boards will make a match between the job requirements and your resume, and your resume can be automatically sent to the employers as long as the keywords you have set hit the defaults
For job seekers, this is definitely the first choice to find a job, because it can maximize the possibility of your exposure to the employers, and the more you present yourself, the more opportunities you may have.
But there may also be hidden risks, for a successful job board, there will certainly be anti-abuse measures. We have conducted such kind of test respectively using the account credentials of an employer and job seeker, in the backend of a well-known job board, the result was that, the resume which had been “bulk-drop” was blocked, that is to say, the resume could not reach the employer, could not be displayed on the search engine as well, while the search engine told that “the resume is suspected of malicious delivery.” in the backend of the employer, but in the backend of the job seeker, there was no any notification telling you that your resume had been blocked, they did not also tell you which rule you had broken.
So, the “bulk-drop” approach should be used with caution.
Now let’s have a look at the criteria the employers use to hire professionals. Generally speaking, there are 4 general criteria.
First, candidates who come from the same industry or similar industries are preferred by the employer, for example, when an automotive engine manufacturer hires a sales manager, they will definitely recruit people from the same industry and a candidate from a construction company will by great chance out of the list. For sue, this rule only applies to some technical positions, such as R&D, engineering, quality management, production, sales ect, but for general functions such as finance, personnel & administration, IT, legal services, the necessity are relatively low;
second, candidates need to have relevant work experience, for example, if your job is a sales manager but you apply for a research and development position, your resume will not be considered. If you have only one year’s work experience, you will usually fail to apply for a department manager position.
Third, cultural adaptability. Different countries have different cultures. Similarly, the culture of enterprises is different. There is even a big gap sometimes. This leads to the result that decision makers tend to recruit people with the same cultural background when recruiting, because it means the same or similar thinking and behavior and therefore facilitate the implementation of corporate strategies; some common examples are that Western executives usually come from other western companies, rather than local ones, the Fortune 500, well-known companies often “look down” on the talents from small businesses or non-well-known enterprises when recruiting, that is not concerning on discrimination, but it really roots in the cultural difference.
Fourth, the personality of the decision maker (for example, the superior’s personality). Even your profile satisfied all the 3 criteria as mentioned above, the preference of the decision maker is decisive, so you can try to self-recommend, but in case, on the day you do it … what will occur if he or she happens to be in a bad mood?
So, we suggest you try our DTB service, because
First of all, we’ll use flexible methods such as anonymous recommendation to send your resume to them, so even if they happen to be uninterested or even feel offended, it will have only negative impact on our image rather than yours,
Second, we offer a new alternative to you, as you know, one more way is more likely to succeed; secondly, headhunters can help you conduct an equal talk with the employer, by using our service, you don’t need to “beg of” anyone or even “ask for” a job;
third, headhunters can help you in some key steps, such as salary negotiation (In this regard, I would like to make it clear that the so-called “salary negotiation” are not about how we can satisfy you no matter how much you quote . Our role is to provide a platform for the negotiating parties to mediate, alleviate the impact of disagreement between the two sides, or we can come up with some solutions so that both parties can come back to negotiate again when there is a big gap between them.
fourth, some companies need to keep their recruitment confidential. In this case, employers usually ask headhunters to search for talents instead of publishing job advertisements, that is to say, job seekers generally do not have access to this kind of information.
Fifth, even if employers do not have recruitment needs, we can recommend you directly to their decision makers and to be the backup in case of urgent needs someday. so that once they have needs, you can be the first choice
In summary, we can act as your “ambassador” to search job opportunities, we can help you approach the ideal employers
DTB service is free for you, however, you also need to do some homework and tell us some related information, as following
- Must do–You need to investigate which companies are the competitor of your current employer or at least you need to know which companies are the ones who are in the similar industry as your current employer
- Not a must but preferred–It will help us speed up the process if you can investigate in advance who the decision makers are in the companies you want to join such as President, CEO, Managing Director, General Manager etc, it is very convenient to get that kind of information through some SNS , for example, Linkedin.com
- Not a must but It will be perfect—if you know the contact info of the decision makers, such as mobile phone or email address
So if you want to try, just click