The Hidden Job Market refers to over 75% job openings that are never advertised. Yes, the employment ads (online and offline) account for just a small fraction of openings that actually exist. As a career coach and resume writer, I have observed that most of these jobs are filled through networking and other internal channels that job seekers rarely care to exploit.



The Hidden Job Market is powerful, but the strategy that I am about to reveal calls for even more creativity. The following stories illustrate how job seekers got hired for roles that never existed:



Max Smith was about to graduate with a Master’s in Healthcare Administration. Though interested in a Pharmacoeconomics (Health Outcomes Research) Fellowship, he wasn’t qualified for the role. Historically, his “dream company” considered only Pharm.D. or Ph.D. candidates. Max was far from being a doctoral candidate. On the contrary, he was already enrolled in an MBA (Finance) program.



Undeterred by his “lack” of qualifications, Smith took the initiative and called the company. After persistent digging, cold calling, and gatekeeper screening, he was finally able to speak with the head of the Outcomes Research Department.



Max had done his homework and had prepared compelling scripts and presentations to demonstrate how he would add to the program’s diversity despite not being a “wish list” candidate. It clicked. He was invited for an interview the following week -- never before had the company considered similarly-situated applicants.



If you think this was just an isolated case, here’s another example:



Stella was interested in working as an affiliate marketing manager for a startup E-business venture. Unfortunately, she was hired for a search engine marketing role and all her job functions were geared toward driving traffic to the employer’s website (via search engines). She started doing her research and through internal networking conversations, she identified a “solid need” within the company. The company had never hired an internal affiliate marketing manager before and the position did not exist officially.



Stella decided to pitch for the role, though, and she created a comprehensive proposal with robust cost-benefit analysis outlining how the company would benefit from her contributions as an internal affiliate marketing manager. Through the proposal, she was able to convince her employer that she could actually add to the company’s bottom line. Her marketing director was convinced and approved a brand new position.



Amanda is another interesting story. She approached me in 2010. Amanda was working in the technology sector. Traditionally, her target employer would always outsource key roles to its network of consulting companies. Amanda was convinced, though, that an internal employee would deliver more “bang-for-the-buck.”



Convincing senior management was a very challenging task, but I worked with her to create a solid proposal that not only pitched her strengths, but also showcased her idea’s merit on the basis of cost-benefit analysis. Together, we provided industry analysis, key trends, charts, and several insights that convinced senior management that an internal role would be the way to go. The company is now reconsidering its hiring policies.



These stories are not just isolated incidences. In my practice as a resume writer and career coach, I come across hundreds of success stories where a little creativity opened doors to openings that never even existed.