More about a job-hunting challenge

A follow-up to “A job-hunting challenge,” (Advice Line, 11/30/2008):

Dear Bob …

Thank you very much for taking the time to read my message and reply.

I have no problem with anything you say except: how do I go about finding local hiring managers and problems that need to be solved? Again, I believe in researching different companies, as far as I’m able, but pharmaceutical firms won’t even look at me. (If I could find [these] hiring managers that would indeed be progress.) Your comments about learning to code and learning to network make lots of sense. Also, I do know something about clinical trials, even know a few people who have worked at pharma firms and agree I have transferrable skills based on my not inconsiderable experience and expertise.

Finally I’d like to say, if possible, I want to cast a net as wide as possible, and not restrict myself to pharmaceutical companies only. In fact, I’m willing to try educational institutions, state and/or local government, hospitals, even non-pharma firms. The biggest stumbling block as I see it is finding the managers and their problems, probably in the opposite order.

Thanks again for your kind words.

– Looking harder

Dear Looking …

I don’t have perfect answers, just a bunch of things you might try:

• Neighbors – do any work in pharmaceutical companies? Let them know you’re trying to make connections, describe what you’re looking for, and ask if they know anyone who might have an interest in a conversation – just the name, if they’re not in a position to introduce you.* The SAS Institute – if you have any connections there, it’s possible they might be willing, informally, to give you a name or two.

• If you’re a member of SUG, as I recall they used to publish attendee rosters at events, including titles. That might be a possibility. If you aren’t a member you probably know members; ask one of them for help.

• Based on what you know of these things, just figure out the logical job title; then call the receptionist to ask for the department. You’ll probably get the department’s receptionist. Now you get to schmooze. If you get the manager’s gatekeeper on your side, all things are possible.

• If you haven’t, expand the range of possibilities. Entering through the side door sometimes works best, so talking to the training manager in HR might be a good place to start. I’ll bet most of these companies are laying off trainers. When the time comes when they need to train, they’ll be hiring contractors. That might get you in the door.

Does that give you enough to go on?- Bob