How to Get a Free List of Hiring Managers in Your Targeted Companies

November 1, 2012 at 12:02 pm 5 comments

This video shows how to get contact information for hiring managers that hold the key to the 80% of jobs that are never advertised. It was made by Mark Hovind who was a true innovator in job search.

My library doesn’t connect with Dun and Bradstreet’s Million Dollar Database, but they have a similar one. Your reference librarian should be able to help, and it is worth it!

Thanks to Mary Elizabeth Bradford for introducing me to this approach!

Entry filed under: Career Management, Confidential Job Search, Hidden Job Market, Job Search, Networking, Networking, New Grad Job Seekers, Uncategorized. Tags: , , , .

Warning: New LinkedIn Feature Could Out Job Seekers to Their Current Company What if They Ask for a Salary History? My Pay Was Too Low! (Free Guide)

5 Comments Add your own

  • 1. Debra Feldman  |  November 7, 2012 at 6:36 pm

    Kim, be aware ( and tell Mary Elizabeth Bradford, too) that the D and B database is VERY unreliable and frequently inaccurate. The companies submit the data and it is posted as is. It is not verified. It is often outdated or just plain wrong.
    Using this to create a customized mailing list is not precise, not reliable and might be waste of time, if not money. There are so many “false positives” that it is worth calling to check each name and identifying information before sending an email/fax or posting a letter. Add to that the uncertainty of delivery, i.e.,when, to whom and action generated, and the value of this activity is further diminished. for most candidates.
    This technique works best using lists in the tens of thousands and then only yields a small percentage of viable contacts. A preferred alternative is choosing a targeted list of employers and reaching out to each confirmed, appropriate hiring manager directly ( titles are often misleading or outdated) . This produces more networking conversations. These relationships in turn are more likely to lead to more referrals. And we know that networking is the best way to find a job.

    Debra Feldman, JobWhiz, Executive Talent Agent,

    • 2. Kim Mohiuddin  |  November 7, 2012 at 6:56 pm

      Good point, Debra. It should be noted that a mailing list like this, along with a value proposition letter, is meant to be used in bulk. One can expect about a 3% response rate, but that 3% has been proven to open doors!

    • 3. daphne  |  September 20, 2016 at 2:44 pm

      The problem with this is….coverletter advice always dictates that a good cover letter includes the hiring mgr’s name instead of just cold turkey: “Attn. Hiring Manager” so how do we win?

      • 4. Kimberly Robb Baker  |  November 6, 2016 at 3:21 pm

        Use the hiring manager’s name because you’ve researched it, as shown here.

        If you ever don’t know a name and a specific role is being advertised, I like “Dear hiring team.” But much better to reach out to a specific person.

  • 5. careerartisan  |  November 7, 2012 at 10:55 pm

    I have advocated for strategies involving direct mail and tapping the hidden market by going direct for many years now because my clients have had huge success with these methods. They work.
    D&B has worked well as has other direct mail resources. No list is 100% pure and certain databases are updated more frequently then others. I don’t believe Debra even uses direct mail so I don’t know where she is drawing her perspective from – or perhaps she has but she had a different experience than I have with these strategies.

    Actually using varying forms of direct contact I have achieved up to 60% positive response!

    My friend and mentor the late Mark Hovind was such a noble advocate of jobseekers and one of the most brilliant marketing strategists I have ever met. He taught me so much and one thing everyone knew about Mark – he didn’t waste his time on anything that didn’t work and that he couldn’t back up with quantifiable with facts and stats. We all advocate some form of networking – personally I prefer a very targeted approach since “networking” can be such a big time waster. In Mark’s own words:

    “Most executives find a job by networking.”

    This is true, but is this what you want? With networking, you’ll eventually get “whatever happens to come along next.” You’ll spend 12 to 18 months searching (on the average) and compete with thousands to prove that you’ll do the best job at the lowest cost. Even if you get lucky and find a job fast, you will have missed 75% to 90% of your opportunities. Ironically, most executives take whatever happens to come along next, and 60%+ are not satisfied with their current job.


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