Q: As a career coach, I advise my clients to be “active” versus “passive.” But when responding to an ad, I’m not sure what to tell them to do to be “active.” Short of becoming a nuisance, what’s the best way for them to differentiate themselves from the competition? – Ken

A: Kate: I tell my clients to answer the ad then forget about it, unless it’s a position or company of special interest. That’s when I suggest “surrounding the hiring manager.” The job seeker works to get into the company in other ways, usually networking in to see someone – almost anyone – other than the hiring manager. The goal is to have insiders become advocates for you.

Dale: The downside is that the job seeker might get fixated on that one opening. It’s easy to forget that being perfect for the job and being perfect for the hiring manager are not always the same. We always must assume that every job is a long shot.

Kate: Nevertheless, it’s the “surrounding” process that increases the odds, making your application stand out. You’re no longer just another resume in the pile; you’re coming in via one of the hiring manager’s colleagues, making you an insider-by-association.

Dale: Yes, I’m with you – just as long as it’s one part of the search. Indeed, if the job seeker understands the job-search odds and has a target list of industries and companies, the networking process already is well under way and the “surrounding” process can help. It’s a nice excuse to call contacts and say: “I’m applying at BigCo. Do you know anyone there?” This way it’s part of a “big-picture” search, not part of the “stalker” mentality we see when job hunters let their searches get too narrow. Done properly, it’s both targeting the search and broadening it, all part of getting your clients to think strategically, learning and networking, and becoming increasingly skilled at working the odds.