For Problem-solvers, Jobs Come Out of Nowhere

by Susan Zitron
Zitron Career Services
From the San Francisco Examiner

You have an interview. Does it matter whether the company has a bona fide opening? Not by my calculations. I got my last corporate position from an employer who told me no three times.

First he explained there were no openings; second, no budget with which to hire; and last, although he was president, he had delegated the power of hiring to a new vice president of operations, who wasn't starting for another three weeks. Three strikes and you're out, right?

Wrong.

A mentor one told me, "You can't get to a 'yes' until all the 'nos' are heard and accepted." I never forgot his words. So, by hearing the 'nos', the pressure was off. The road between me and this executive was now cleared for real communication. Two months later, he hired me for a newly created position.

If this scenario is unfamiliar, you are probably not making enough contacts. Hiring authorities usually will not need your services at the time you call. However, contacting people who could hire you is often a once-in-a-lifetime opportunity to create a good resource—if you handle it well.

No matter what your jobs have been, there is a very special skill you probably have, the talent most employers really need. It is your ability to solve problems. Think about it. You've been solving problems for your entire career. And you can maximize this strength during your interviews.

If you thought that what you were doing was sales or finance or operations, for example, you were wrong. What you really have been doing is solving sales, finance or operations problems. And you have become very good at it—in fact, it's what you do best.

Employers are much more interested in solving problems for their companies than doing anything else, especially interviewing. When there is an opening, there are problems requiring solutions, and people needed to make it happen. Finding the right person to do the job is not an easy task. Therefore, during the interview process, you have a golden opportunity of making it easier for the hiring managers to see you as the right person by being a problem-solver instead of a job candidate.

Job candidates are generally nervous. They sit uncomfortably waiting to be directed. They are often afraid to fully engage themselves for fear they will make errors. Even if their backgrounds are a fit for the job, they often get dinged due to lack of chemistry.

Problem-solvers, on the other hand, offer expertise. They focus on the employer's most important concerns, patiently paying attention to determine the problems and how their expertise can help. This is exactly what the hiring manager wants you to do.

If the position is a perfect fit for your background, then examples from your own experience will help the hiring authority recognize that. If the position is at or below your current level and of no interest, you can help by making recommendations or referring someone who is better suited to do the job.

Four years ago, a man named Dave did just that. He interviewed for a position that was beyond his scope. However, he enthusiastically recommended his ex-boss for the job. The ex-boss was immediately hired. He was a perfect fit. Three months later, the company called Dave back and offered him another position, one more tailored to his skills. Four promotions later, he is general manager of the company's Japan operations.

What's the difference? Job candidates agree to just about anything, especially when they are down on their luck or concerned about finances. Don't present this impression. It won't help you. During interviews, focus on behaving like the person you are when all is well. Do what you do best:

Focus on their needs. Give them your full attention and take the pressure off yourself.
Provide examples from your past that directly or functionally address their needs. For example, "I have never managed direct reports, however I have been a project leader who supervised 12 people."
Be helpful. If you're not right for the job, recommend someone.

If they see you as a team player, some interviewers may refer you to another position within the organization, or to colleagues in other companies, or to their favorite headhunters. Even if there are "no openings," you'll be surprised at how many opportunities surface for a problem-solver.