- Internet Marketing

How to Use Inbound Marketing to Land a Tech Job

Before you start wondering when did job search turn into an inbound marketing campaign, some extra information about making yourself available to the right customer (read: recruiter) will clarify things about the way inbound knowledge can help you when you are hunting for that perfect tech job.

Using marketing techniques to land a job in a tech startup or in an app development agency doesn’t mean that you have to open a website, leverage social media as a company or chase leads by sending well-targeted emails. Nonetheless, recruiters looking for talent to go for exploring multiple online resources before they invite candidates for an interview or make a hiring decision. It has worked perfectly for many developers. Therefore, wide exposure can help you not only showcase your talents but also get in touch with the right app development agencies.

How to Use Inbound Marketing to Land a Tech Job

Despite the similarities between looking for a tech job and the stage of attracting customers in the inbound marketing methodology, the best inbound tools can be used during the job interview or, in the vocabulary of inbound, the “convert” stage. Building an emotional connection with the interviewer and closing the deal with excellent job test results are equally important, but when you craft adequate positioning statements for your job history, your skills and your experiences, you show that you have done your homework in the preparation stage. That will help you to answer the toughest questions during the job interview.

Get an Interview with Suitable App Development Agencies

Inbound marketers use the attraction stage to get in touch with the right customers. As a job candidate, you also want to find a tech job appropriate for your skills and values. Let us assume that you have made your best to present what you can do, created a wow-resume, got the email and are now a few days before that oh-so-vital job interview.

Getting the interview means that you have most likely completed half of the job about the positioning statements: you have learned about the specific industry problems and conducted an in-depth research about the particular app development agency. Positioning statements are a lot like specialized unique selling points – they are solutions to the customer’s problems (in this case, your potential new employer’s problems). The right positioning statement will do wonders when you get that knotty, yet full of opportunity question: “Why do you think you are the right candidate for this job?” or simply put “Why should I hire you?”

To develop great positioning statements closely examine the app agency you are applying to and use your past experience to make a connection to the current business. Have at least three solutions to a problem at hand before you attend the interview. Even if the positioning statements don’t work for this question, you can use the later in the interview process. If you get stuck in the statements’ development – who knows? Perhaps this is a way to discard a job that doesn’t fit well and do yourself and the app development agency a favor. If you don’t see in this job, the process of building your positioning statements will direct your focus to a more advantageous job.

Build Emotional Rapport with the Interviewer

Regardless of all elaborate inbound marketing methods, customers get their hands on a product or a service that makes them happy or satisfied. We all know that it is never enough to be able to come up with a spectacular website design or make a phone app that will grow fast in revenues. A good emotional rapport is the key ingredient that will help a recruiter make the choice between two or three equally skilled candidates with great resumes. In the end, they are looking for someone who will also get along with the team and contribute to long-term growth.

Two essential questions can make or break the emotional rapport. The first is the dreadful “Tell me about yourself”, which gives a hint about your shared values and purpose and how they fit in with the agency that you are applying to. This is typically asked during the opening stage of the job interview, and is perhaps the best moment to establish the rapport. You can think of it at as the “convert” stage of the inbound process – the moment when the interviewer becomes interested in what you have to offer and is very close to sending you that job offer. Make sure that you check out the company values before you apply and then present them when you answer this question. If they mismatch, your day-to-day activities in that particular app development agency will not meet your perfect job expectancies.

The second question is the delicate “What would you change in your last job?”. While you should be able to demonstrate that you know how to articulate and handle difficult problems, avoid blaming the colleagues or the clients. No one expects that you present an unrealistic problem solution and fake positivity, but you should look like a problem solver. A failsafe approach to try is placing the responsibility on technology. Bring in a new solution to an old problem you may have had. Why don’t you suggest a new app development and make it all about your first project when you take on this job?

Ditch the Inbound Test-and-Try Approach

As a job candidate, you don’t really have the time to test email campaigns and see what works and what doesn’t. Not only you don’t have email automation software to measure results, but you also have only one customer to impress. Now, that one very important customer stands in front of you at the job interview and asks tricky questions to test your flexibility ability. For example, during the same interview, you can get opposing questions about your abilities to take risks and show humility. While recruiters have the time to see you in many different lights, as a job candidate you have limited experimentation scope.

Going overboard with risk-taking can erase you from getting into the next stage. When asked how would you handle a situation in which you had to challenge a leader’s decision, put the accent on the lessons learned. If you are someone who challenges the established process too often, the recruiter may just go for someone who knows how to fit in the team. Showing the benefit from the past experience is somewhere between risk and safety and a good way to ace a tech job interview.

How to Use Inbound Marketing to Land a Tech Job

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