The college I work at has strict regulations and procedures to make sure “the old boy and girl network” does not interfere in the job process. So even if you know someone who would be a good fit for a job opening, there’s no way to recommend them. In fact, in some cases, an internal recommendation results in a candidate not being considered at all. I’m sure my organization is not the only one out there with strict HR procedures and hiring committees that only see the resumes of those that made it through HR screening.
I’m not looking myself, but I have adult children who will navigating the hiring system soon. What is the best way to do the end-round the formal system?
Advice from Dana:
Great question, and there are so many outliers like the “rule” at your university. The direct answer is that every candidate needs to be prepared to do both activities in his or her job search.
First, they always need to get into the HR system. No way around that. It shows respect for that company’s processes and is the required format, as well.
Networking to leverage a referral or relationship is always recommended, but the job seeker needs to use their judgment. Let’s take your example. If I contacted you to be a referral for me at your college, I would hope you would tell me that the college frowns on that and it may hurt me more than help. Then I wouldn’t pursue that path!
On the flip side, employee referral programs are one of the TOP ways to get a job at most companies. My son, Chad, 23, got his current job in sales by a buddy of his submitting Chad’s resume through the employee referral tool. AND his buddy got a nice $1,000 thank-you check!
In summary, it’s not an end-round at all. It’s an “AND”, not an either-or.
