Applying for job - Should I contact hirer on LinkedIn?

[Mont Blanc]

Bad thread title due to lack of space.

What I mean is:

I have seen a job I really like the look of and will be applying in the next few days. I have a verified LinkedIn profile, and I keep it up to date, fully complete, and have had a professional CV expert check it over and re-write a few bits of it. In short, it is quite presentable.

I'm not a massive fan of LinkedIn for all the 'blowing your own trumpet' and 'look at me' stuff, but being on LinkedIn has previously resulted in a new job being offered to me, which I took, and also being approached regarding a Board position, which I also took, so I can't knock it too much.

Before I submit my application for this job I have found, should I either view, or contact the person I would be working under, via LinkedIn (they are on there and seem active) so that I can inform them I am going to be applying, and this may cause them to browse my profile.

I googled this query, and got lots of career advice sites saying that yes, it is good practice that I should contact the hirer and/or prospective manager before applying. Some went as far as to say that is almost a requirement when applying for senior positions.

But I have never done this before, and it feels slightly stalker-ish to me. But maybe thats just my perception?

Lastly, what are your thoughts on mentioning current salary of my current position when applying, when it doesn't specifically ask for current salary? I'm thinking of doing this to reinforce the indea that I'm not someone on a £30k salary applying for a £90k position. More like a person on £87k looking for something of a similar level, just a little different.

Thanks

[Scabutz]

It probably won't hurt to send a message and show you are keen.

I wouldnt mention the salary though, your experience should show you are doing a job similar and so you are qualified for this one. Doesn't need pointing out with your current salary. By giving that information away it makes it harder to negotiate. Oh you're on 80k now great, how does 90 sound, nice pay rise, shh don't tell him we had budget upto 110.

I don't tell people what I'm on when directly asked. It's not important. What's their budget snd what do I think I'm worth in this role.

[Mont Blanc]

Scabutz said:

It probably won't hurt to send a message and show you are keen.

I wouldnt mention the salary though, your experience should show you are doing a job similar and so you are qualified for this one. Doesn't need pointing out with your current salary. By giving that information away it makes it harder to negotiate. Oh you're on 80k now great, how does 90 sound, nice pay rise, shh don't tell him we had budget upto 110.

I don't tell people what I'm on when directly asked. It's not important. What's their budget snd what do I think I'm worth in this role.

Thank you.

good points regarding the salary. I agree, and I will not metnion it.

[The Rotrex Kid]

I did it for my current job, saw it advertised, I ‘reached out’ (LinkedIn speak innit ) to the MD with some questions prior to applying, then went though a formal application.

As above, wouldn’t mention salary, deal with that later.

[fat80b]

Maybe it depends a bit on the role?

In sales, 100% yes. Getting a new job is effectively a sales process where you are selling yourself. It would count against someone if they didn’t try and sell themselves but just chucked a cv over the wall imho.

I’m in product management and I would send a message first as I would expect a product person to have done their homework, figured out the needs and requirements and tailored the approach to the opportunity.

But for a more generic operational role, maybe you could argue it’s less common / needed perhaps?

[Mont Blanc]

The Rotrex Kid said:

I did it for my current job, saw it advertised, I ‘reached out’ (LinkedIn speak innit ) to the MD with some questions prior to applying, then went though a formal application.

As above, wouldn’t mention salary, deal with that later.

Thanks.

Appreciate the input.

[fat80b]

And definitely leave salary out of it. You can get ruled out of a first conversation if the numbers don’t work, but if you get in there and demonstrate your value, they will find the budget.

In the early stages, I always dodge the “what salary” question with something along the lines of. “I’m sure we can make the numbers work once we both know it’s a great fit”

More than once, I’ve been way too expensive on paper but ended up getting the job at the money I wanted.

[Mont Blanc]

fat80b said:

Maybe it depends a bit on the role?

In sales, 100% yes. Getting a new job is effectively a sales process where you are selling yourself. It would count against someone if they didn’t try and sell themselves but just chucked a cv over the wall imho.

I’m in product management and I would send a message first as I would expect a product person to have done their homework, figured out the needs and requirements and tailored the approach to the opportunity.

But for a more generic operational role, maybe you could argue it’s less common / needed perhaps?

The role isn't sales. It is a 'Head of' position managing property for a large local authority/council.

This is the type of work I have done for years, and the job description matches almost perfectly with what I am doing now, and have been doing previously.

The people in the business I am applying to see reasonably up to date on LinkedIn, hence me asking the question about contacting them.

[WY86]

The problem is everyone now reaches out, so unless your early to applying and reaching out, you will just be buried under a load of other candidates reaching out.

[Mont Blanc]

WY86 said:

The problem is everyone now reaches out, so unless your early to applying and reaching out, you will just be buried under a load of other candidates reaching out.

Potentially true, however I guess anything is worth a try.

In our sector, and this area particularly, it seems quite difficult to recruit at the moment with loads of these sort of roles advertised on and off for months, so perhaps it isn't as flooded with suitable applicants as you might think.

[InformationSuperHighway]

As above its a sales process to get hired for any role, not just sales roles.

Fully agree on leaving out salary.


On the outreach, I would for sure connect with a brief note mentioning you have applied and you are looking forward to connecting about the open role. Make sure there is no call to action. Putting pressure on a hiring manager outside of the formal process is always annoying. I get it every day from applicants that want to discuss the role with me prior to applying. I let the recruitment team do their job of the first pass.

However I'll always connect and take an early peek at their profile. Many times I have gone to the recruitment team and said 'accelerate this person, they look good'.

Extra points for adding value in your post:
'I read this article that really resonated with me regarding this role, I thought I'd share it as it sums up my perspective as well'.


Some good templates here:
https://www.linkedin.com/pulse/better-way-message-...

[Mont Blanc]

InformationSuperHighway said:

As above its a sales process to get hired for any role, not just sales roles.

Fully agree on leaving out salary.


On the outreach, I would for sure connect with a brief note mentioning you have applied and you are looking forward to connecting about the open role. Make sure there is no call to action. Putting pressure on a hiring manager outside of the formal process is always annoying. I get it every day from applicants that want to discuss the role with me prior to applying. I let the recruitment team do their job of the first pass.

However I'll always connect and take an early peek at their profile. Many times I have gone to the recruitment team and said 'accelerate this person, they look good'.

Extra points for adding value in your post:
'I read this article that really resonated with me regarding this role, I thought I'd share it as it sums up my perspective as well'.


Some good templates here:
https://www.linkedin.com/pulse/better-way-message-...

Thanks for that.

Interesting you mention about prospective applicants asking for a discussion about the role.

A professional CV/interview/Exec coach has told me it is imperative to have a detailed discussion about the role before applying, or more importantly, deciding not to apply.

He went as far as to say be wary of any workplace or hirer who refused to have an open discussion prior to applying.

The reasoning was that time is precious and no one should be wasting it, and a conversation about the detail of the role, from both sides, can help avoid a pointless application and interview to something that could not be of interest (again, from the perspective of either side).

He said it can also help avoid an ‘unsafe hire’ situation, where a job is offered and accepted on the basis of not much more than a brief job description and interview.

Personally, whenever someone has contacted me with regards to a role I have advertised, I will talk to them as much as they want about it before they apply. It makes sense from both sides.

[InformationSuperHighway]

In an ideal world I would totally agree. It’s very specific to the industry and role of course. Currently I’m hiring for Sales Engineers in Tech (West Coast US) and I have roughly 400 applicants for each position. For me, I need the (internal) recruitment team to filter and pre screen the candidates purely to get through the volume.

As mentioned I have many folks reaching out directly on LinkedIn asking for a chat prior to applying. Frankly I don’t have the time or resources to be able to do that. I always appreciate their hustle and message, but point them at the formal application process and our recruitment team for screening.

As I say, it’s industry and role specific, but in my world, reaching out for a chat prior to application won’t get you anywhere.

Reaching out alongside your application will.

“Hi, I applied and wanted to reach out to introduce myself and my profile so give you some visibility into my achievements.. Hope we get to meet in the process soon”

This, for me, is good form.

[Mont Blanc]

InformationSuperHighway said:

In an ideal world I would totally agree. It’s very specific to the industry and role of course. Currently I’m hiring for Sales Engineers in Tech (West Coast US) and I have roughly 400 applicants for each position. For me, I need the (internal) recruitment team to filter and pre screen the candidates purely to get through the volume.

As mentioned I have many folks reaching out directly on LinkedIn asking for a chat prior to applying. Frankly I don’t have the time or resources to be able to do that. I always appreciate their hustle and message, but point them at the formal application process and our recruitment team for screening.

As I say, it’s industry and role specific, but in my world, reaching out for a chat prior to application won’t get you anywhere.

Reaching out alongside your application will.

“Hi, I applied and wanted to reach out to introduce myself and my profile so give you some visibility into my achievements.. Hope we get to meet in the process soon”

This, for me, is good form.

Yep, I understand all that.

I’m in a sector where if you advertise a role and it gets 8-10 decent applications then you are doing pretty well!

[Jazoli]

Mont Blanc said:

fat80b said:

Maybe it depends a bit on the role?

In sales, 100% yes. Getting a new job is effectively a sales process where you are selling yourself. It would count against someone if they didn’t try and sell themselves but just chucked a cv over the wall imho.

I’m in product management and I would send a message first as I would expect a product person to have done their homework, figured out the needs and requirements and tailored the approach to the opportunity.

But for a more generic operational role, maybe you could argue it’s less common / needed perhaps?

The role isn't sales. It is a 'Head of' position managing property for a large local authority/council.

This is the type of work I have done for years, and the job description matches almost perfectly with what I am doing now, and have been doing previously.

The people in the business I am applying to see reasonably up to date on LinkedIn, hence me asking the question about contacting them.

If it is for a local authority the salary will most likely be non-negotiable, I would be very surprised if it’s anywhere near the numbers you have mentioned, I do a similar role for a local authority and it’s under 50k.

Edited by Jazoli on Saturday 6th April 11:29

[fourstardan]

I always look at who is interviewing me, more so as its all mostly done in my line of business on web conference now.

I'm not sure I'd reach out, I'd see that as the interviewer losing his first opportunity to see what you are like himself.

[Mont Blanc]

Jazoli said:

If it is for a local authority the salary will most likely be non-negotiable, I would be very surprised if it’s anywhere near the numbers you have mentioned, I do a similar role for a local authority and it’s under 50k.

Well… I’m sat here looking at the advert and I can read the figures.

I’ve worked for years in Housing, and in the right parts of the country, once you get to ‘Head Of’ or Assistant Director level, you are easily into £70-100k, and you can certainly negotiate and ask for £5k, £10k more, as I’ve done it. The next level up is Exec Directors at £140-150k, and so on.

Where I am at the moment, we pay our regular ‘Manager level staff’ £50-60k.

I’ll stress through, that this isn’t in the Housing Management side, this is on the Asset/Maintenance/Contractors side of things where if you want to hire people, you to have to compete with commercial or private sector wages, and therefore pay more.

This then spills over into local authority housing departments. If they want to hire the right people, or hire anyone, they have to compete with salaries offered by housing associations as the positions are like for like.

I do agree with you that the salary might be non-negotiable due to this being a position with an Local Authority instead of a Housing Association, and LA’s tend to have a more rigid structure of salaries vs HA’s.