Knowing “Interview Styles” an essential criteria of career management:

Dr.Shruti Bhat, Leader Pharmaceutical R&D and specialist in hiTech formulation development and quality-by-design, brings to you some of her personal experiences and highlights from her reading on topics of personal branding and career development...

During course of my writing my book on “ Experiences of a job seeker in a depressed economy”, I have interviewed scores of professionals, grad students, senior executives in transition, who volunteered feelers about their experiences, most importantly impressions about their interviewers.

Summarizing my findings, presents, five well- identified interview styles so that next time you are escorted into the interview room you can identify them quickly and react in a way that helps you stand out in a good way-

Style 1. The Careful - This style is found in people who are new to interviewing, are below your level or will be reporting into the role you for which you are interviewing. They show their careful quality by asking really simple questions. Almost apologetic.

Here is an opportunity- To lead the interview and to create raving fans within the interview team. Because “the careful” want to do a good job. But they also are nervous about asking tough questions to their future boss.

So ask them of yourself . One successful technique might be “You might be wondering how I like to lead a team. What I am like to work for”. And then it would give you a feeling like” you were interviewing yourself”. Asking questions that lead to the real concerns that could be answered with ease. And you become more confident as the interview progressed. Feels good?

Style 2. The Brash – Brash is often associated with “young”. And sometimes that is true. Sometimes it is also just someone who feels that being on the interview team gives them the ability to be especially confident. These can be a bit tricky.

Few of my volunteers for the my book interview stated “The last time I interviewed, I was introduced to a person who would be my direct report in the role. He happened to be young. Just a few years out of school. Very smart I could tell. He hit me with question after question. Biting. Almost smirky smile.

I marveled how he could do this to a potential future boss. No fear of ramifications? My strategy with him was to respond with strength and detail. As best I could without playing the “future boss” card. Because I wasn’t yet. And I think that this person wants to see strength in return. A tip I gave myself, oil your conflict resolution strategies, this employee could have the potential to be difficult also to his colleagues ! and thank your stars if there aren’t any complaints waiting for you to tackle them. However, train yourself not to be biased or prejudiced.

Style 3. The Unprepared – Sometimes people get busy the day before or the day of an interview. They may have just been added to the interview team. Or maybe they are just unprepared. They walk in late, can’t find your resume, need time to clean their desk. And finally after a few minutes look up and say “OK, let’s hear about you”.

To their defense, most companies are really bad about preparing their teams (circulating resumes, sharing a job description, and identifying specific hiring objectives). But interviewing is one of the most important roles you can are asked to play. The right new hire is crucial. So the good ones prepare on their own. Interviewing with this group is an opportunity. For you to lead the charge by asking great questions, sharing situations in which you had a big impact and leaving the interviewer feeling like they did a pretty good job. Despite their lack of preparation.

Style 4. The Talker – Some interviewers just like to hear themselves talk. And some really want you to understand the complexities of their product line, industry, department, etc. But it can be a challenge to communicate your unique value when the interviewer seems to be honing their own. I’ve fallen into this trap before as an interviewer when the position is new to our company or when it is early in the interview process. Sometimes those first few interviews are an opportunity for the hiring manager to sound out a few new responsibilities for the position. But a few minutes can last longer if the candidate seems happy to just sit there and listen.

A mutually beneficial process here might be, is to engage the interviewer. To interrupt the flow after a few minutes and ask a question that shows you are listening. But that also allows you to share something about yourself. Something that shows you appreciate the complexity the interviewer is trying to get across. Very few people do this. They are afraid of interrupting.

Style 5. The Heroic - A cousin of the talker, the heroic spends the first 15 minutes introducing you to the strengths of their company and their department. Oh, and they like their own work pretty well too. They will tend to set the bar extremely high for new employees. Both in terms of your dedication and your weekly hours (i.e. “everyone here works 50+ hours because we believe in the cause”).

Now your job is to determine if you believe in it. Because if 50+ is really 60+, you need to decide whether that really fits into your life’s plan.

This style is designed to weed people out. People who aren’t dedicated. People who will complain at the first sign of overtime. While it is hard to get past the bravado, usually a few good questions can help you determine whether this is a place you’d like to work (a great, hard working, close-knit team) or a sweat shop.

Research, research, research well about the company, people, culture, financial strength, HR processes WELL before accepting the offer.

Further reading …

20 habits of highly effective job seekers

http://www.drugsinthemaking.com/19/post/2010/06/first-post.html

Finding a culture fit for career success

http://pharmaceuticalcareerdevelopment.blogspot.com/2010/06/evaluating-cultural-fit-for-success.html

8 ways by which an interview can take a turn for the worse

http://www.drugsinthemaking.com/6/post/2010/05/8-ways-a-job-interview-can-take-a-turn-for-the-worse.html

http://timsstrategy.com/7-interview-styles-youll-face-as-the-candidate/

Disclaimer- The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Http://www.drshrutibhat.com
Expert at leading Pharmaceutical R&D.
Translates innovative concepts to PROFITS.
YouTube Channel : Http://www.youtube.com/user/ShrutiBhat10

Do you have questions for the author?

Ace the Interview Meet Objectives at Every Stage

Dr.Shruti Bhat, Leader Pharmaceutical R&D and Expert in hiTech formulation development for over 35 different therapeutic class of drugs moeities, brings to you some of her personal experiences as well as highlights from her reading on topics of personal branding and career development...

Informational Interviews:
Informational interviews are excellent tools for gathering intelligence: about a company or a particular role in terms of its purpose and scope, to assess the caliber of your competition, or to get a better feel for key personalities and company culture. Such interviews are initiated by YOU. They can occur in places you already work and want to advance further. You can outreach to people in organizations of interest to you. Informational interviews can occur in person, on the phone, by e-mail - and can be as short as 5 minutes or last over an hour. In any case, you need to listen far more than you speak in an informational interview scenario. This is an exercise in information gathering, not selling yourself. You don't know how best to sell your own talents until you know what their needs are. Don't jump ahead. The goal is to gather enough information so that you can follow up with your resume and cover letter, making a case for them to consider you for current and future positions of particular interest. Be specific, not general, in that second-phase outreach. Casting a wide net within a single organization actually dilutes your efforts.

Phone Screens:
Phone screening is a common interview technique. It saves both time and money while helping to narrow down the applicant pool for an open position. You need to prepare for a phone screen as much as you would for a formal interview. It starts when they call you to set up a mutually convenient time. Always be at the ready: have a professional tone of voice when answering calls; have a short and professional outgoing message on your voicemail (no music). If you don't recognize the number calling and are actively job searching, let the call go to voicemail to ensure you respond appropriately. Keep a listing handy of where you've applied and for what position so you can reference it quickly and with confidence. Know your calendar.

Once scheduled, do as much research as possible in addition to preparing yourself to answer questions. Look up the company website, understand their mission, and read the position description very carefully to note which items are strengths or weaknesses for you. Rehearse your answers to all common interview questions (widely available online). During the call, take advantage of the ability to have materials in front of you to reference at any point. The phone screen's objective is to clarify that you have the qualifications required (and desired) for the job, including work ethic and personality traits. Your goal is to convey that your skills are exactly what they are looking for, right now. If you are successful in doing so, they will talk to you about the next interview phase - either that day or within a few days of the screening call.

Formal, In-person Interviews:
This will be scheduled in advance. During the scheduling call, learn about dress code, what materials to bring with you, who you will be meeting with and their role, directions to their location, and how much time to expect to be there. Is your interview primarily with HR or will the hiring manager also be there? Will potential team members and co-workers be present? The more people you are scheduled to meet, the better your chances of success because they would not coordinate that many people if your qualifications were in question. Your goal is to be well-versed in the position details, to give concrete examples of previous successes that have prepared you for this role, and to come across as intelligent and likable. There are numerous sites online dedicated to helping you prepare for formal interviews; check them out! This includes not only how to best answer questions, but to sketch out your success stories in advance, and to ensure your presentation style is as free from flaws and distractions as possible.

Final Round:
This may be the second or third time you connect with HR, the hiring manager, and potential colleagues within the prospective organization. You may meet them individually, in small groups, or as a larger panel - be sure to ask in advance what to expect. It is possible, especially for entry-level positions, that your first formal interview will also constitute the final round. What you ultimately want to convey is that the position description is well understood, and that you have the necessary resources to succeed in the role. And if you do not have all the resources you think you will need, negotiate for them during the offer phase. Beyond that, make it very clear that you are ready, willing, and able to do the job - and that you are eager to get started.

With any type of interview, be sure to genuinely thank each person who took time out of their day to meet with you. A personal, hand written note is still an extra nice touch. To do so, collect the business cards of everyone you meet. Make it a habit.

You can do this! Good luck!

Disclaimer- The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Http://www.drshrutibhat.com
Expert at leading Pharmaceutical R&D.
Translates innovative concepts to PROFITS.
YouTube Channel : Http://www.youtube.com/user/ShrutiBhat10
Do you have questions for the author?

How to take days off your job search ?

The economy and job market have made a sea change. Things aren’t the same as they used to be. The marketplace has changed. The job market has changed. Now many more people are looking for the jobs that are out there. So it’s critical that you stand out in a crowded market. If you do, you can take days off of your job search.

LinkedIn is one of the best ways to do that and to be successful in finding a job. You can take days off of your job search when you use LinkedIn.

The first step is to join LinkedIn and set up your LinkedIn Profile. Your LinkedIn Profile is your presence on LinkedIn. You can’t do anything until your Profile is up. Your LinkedIn Profile is not the same as your resume. One of the biggest mistakes people make is to simply copy and paste their resumes into their Profile. And make them backwards-oriented like a resume.

Your Profile is a sales and marketing piece for you. And it’s like your personal Web site. Search engines find your LinkedIn Profile when it’s complete, and you’re not limited in space or format the way you are with your resume. It’s the first impression someone has of you, and they decide to connect or not based on what they see in your LinkedIn Profile.

LinkedIn members are helping people in their networks find jobs. For example, the Susan Todd of the NJ Star Ledger wrote on March 15, 2009 about Abby Kohut’s LinkedIn Success Story: “Abby Kohut got LinkedIn. And then she got work. After creating a detailed profile and shamelessly collecting recommendations, the 42-year-old staffing consultant landed contract work with a non-profit organization and a major publishing group.

“The two jobs found me as opposed to me finding them,” Kohut said. “And the people who found me, hired me after barely interviewing me.” When she joined the social networking site LinkedIn, she was looking for a job, but the contract work gives her more flexibility, more variety, more connections. And there’s another benefit: “I don’t have to worry about being downsized,” Kohut said.

Networking online isn’t new, but it’s getting a big boost from the growing numbers of unemployed searching for work with the help of new digital tools. Although more and more adults are joining the social networking site FaceBook, the more staid LinkedIn is still considered the serious site for professional networking. The two are different — think of it as going to a party and going to a work party.

At the end of last year, LinkedIn had 33 million members, and there were signs many were stepping up their activity. The amount of time individuals spent online increased 22 percent since the start of the year and the number of recommendations soared 65 percent, according to Kay Luo, a spokeswoman for LinkedIn.

A recommendation and referral like this definitely helps. Even with a referral, recommendation or LinkedIn Introduction, your LinkedIn Profile still must show that you’re qualified and the best person for the job.

Here’s what happens when a recruiter or hiring manager is looking for someone to fill a position:

They do a search on LinkedIn for qualified candidates based on their criteria, such as job titles, keywords, and geographic location. Then a list of people who meet those criteria comes up in the LinkedIn results list. They skim- and-scan the list of Profiles to find people they want to follow up with, and eliminate those that they don’t want to contact. They choose based on what they see in your Profile.

Imagine what they see. Pages of names, photos (or not) and what I call your professional headline. That’s the few words below your name at the top of your LinkedIn Profile.

How do they select the ones to follow up with? When they skim-and-scan the results list:

1) If there’s no photo, they skip right over the Profile and go somewhere else. Gone.

2) If your professional headline catches their attention and is compelling, they click on your name to see your entire Profile. They skim-and-scan your entire Profile. (They don’t read it.) If they like what they see in the Summary section, they move down to look at your credentials.

3) If they like what they see in your credentials, you go on their list of people to follow up with.

4) If your Profile doesn’t catch their attention and show how you’re the best candidate for the job, they skip over you. You’re out of the running and still in the job pool.

So your LinkedIn Profile has two critical jobs to do for you:

1. Come up in the search results list. Be found.

2. Show that you’re the best person for the job.

Show you have what they’re looking for, and how you stand out from other candidates who do similar things. That means that your LinkedIn Profile must have the best keywords built in. It shows who you are as a person and shows you as someone they want to work with.

And the Summary section must show your “DNA Expertise” – what you’re known for and that differentiates you from other people who are in the running for the same position. If your LinkedIn Profile does these two critical jobs well, you’ll take days off your job search.

Evaluating cultural fit for success- an insider view of a job seeker.

If you’ve ever found yourself in a company that doesn’t value your skills, then you’ll appreciate the discussion on finding the right corporate culture for the skills and talents you bring to an organization. In this post, we’ll take a quick look at how you can overcome a very common barrier for moving your career to the next level.

A big issue for many working professionals is in finding a good fit for success within a company. Fit is usually broken up into two factors: job and organization. Job fit is fairly easy for the company and the individual to figure out; that is, you have the skills for the job or either the company feels they can teach you what you need to know. Organization or culture fit is much more difficult. It is essentially the alignment of beliefs and values of you and the company. Yes, the company has their own set of values. Why? Because companies are usually run by people and these people have values.

When companies interview candidates for hire, one would hope that they are asking questions that will assess both fits. Unfortunately, many companies don’t know what their values are. It’s fairly safe to say that many people that get involved in the interview process don’t fully understand their own company’s culture. Assessing whether you will fit or not is too difficult for most interviewers and usually doesn’t happen. The problem is that the interviewer will assess you with their own values. If there is a gross mismatch, they won’t recommend you. Even if there is a match, the interviewer’s values may not be the same as those in higher levels of the organization. This is important if you want to move up in an organization.

Defining your values. It is useful for you to have a good understanding of why you work. Sure, we all work for the money. But do you work for increasing technical challenge, higher levels of authority, or high visibility? One thing most highly educated professionals value is graduate degrees. I know you are saying to yourself, of course they do. They’ve spent a lot of time and effort into obtaining the degrees so they want to get a good return on it. The advanced degree is a tool for supporting the desire to do higher level tasks.

Other values that professionals seek are affiliation, autonomy, intellectual challenge, managing people, power, influence, prestige, recognition, security, variety and so on. If you want to achieve higher levels of success within someone else’s organization, you have to know your values and how you will use them. For example, I have a highly technical background. No matter what position you put me in, I will use analytical methods to resolve issues and perform my work. Now, consider putting me in a management position. Will my analytical skills be necessary? Maybe, but I will use them anyhow because it’s who I am. I can’t turn that off.

To know what type of environment that you would thrive in, you must first understand what you value. If your values are not present in your environment, you won’t be happy. You’ll become restless and will make a change. Sometimes this change is a conscious move to another company or it can be a subtle transformation to self-defeating behavior that drives a wedge between you and the company, forcing them to remove you.

Aligning your values. As mentioned earlier, ascertaining the values of a company from an interview is a big challenge. So maybe it isn’t the best place to look. You should consider your career goals to define the location for a values assessment. Let’s say you just completed your MBA and are looking to leave your current company to find a middle management position in another company. How do you determine if management will value your MBA? The best way is to evaluate their backgrounds. If management doesn’t have graduate degrees but possess many years of work experience, they most likely won’t see much value in your advanced degree.

At all levels of management, values are different, but most managers strive to be similar to the managers at the highest levels of the organization. Henry Mintzberg defined the Ten Managerial Roles in 1973, outlining the typical behavior for CEOs. Later on, Pavett and Lau (1983) performed similar studies of lower and middle level managers and found that they emulated the higher level managers. One might think that managers desiring to be part of the executive groups will mimic their behavior so that they resonate with them and will increase their chances of being accepted into the group.

One of my clients struggled with achieving even the smallest levels of success in his organization because of a misalignment of values. My client held three advanced degrees, mostly because he wanted to differentiate himself from his competition. Unfortunately, with such high levels of education, he differentiated himself from his management. He appeared more as a threat to them. Management is about competitive advantage, to some extent. Those that sit at or near the top won’t value things that they don’t have. No one would intentionally rule themselves out of the competition. Therefore, to align your strengths and skills with an organization, you need to align them with the values of higher level management. If they value what you have, you will be more successful. If they don’t value it, you’ll have a difficult time becoming extremely successful. After all, people don’t like to change, especially if they value security.

Reaching your career goals in someone else’s organization is a difficult task. We often find ourselves in groups that don’t appreciate our unique skills and abilities. Of course, we don’t know what kind of culture we are in until we are neck deep in it. At that point, it can be painful and waste a lot of time trying to get out of the company and into a new one. You are better off taking the time to align your values with those that will be promoting you to higher levels. You can do that by aligning your values with their values.

Disclaimer- The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

Http://www.drshrutibhat.com
Expert at leading Pharmaceutical R&D.
Translates innovative concepts to PROFITS.

YouTube Channel : Http://www.youtube.com/user/ShrutiBhat10
Do you have questions for the author?

Get Your Job Search in Gear

Recent news reports suggest that the economy is slowly recovering, and that unemployment figures are falling. While this news is hopeful, it may be difficult to hear for those currently on the job market.

If you have been searching for a while, or are planning to start searching for a job, there are several methods you can use to increase your chance of being successful. Following are some points outlined-

1. Plan ahead-
Trainees often ask about the best time to begin a job search. My answer to that question is always the same: It is never too early to begin searching! Same is the reply to experience people in transition.

2. Know what you want-
It is critical to make a decision on what type(s) of career(s) you are targeting before you search. It is a waste of time to sit in the lab, on your computer, searching endlessly through job listings.

3. Create a support network-
To assist you throughout the job search process, consider starting a job search support group with friends or colleagues. In this setting, you can brainstorm ideas with one another, offer encouragement, share job leads or networking events, etc.

4. Use many strategies-
Do not limit yourself to using one or two job search strategies. Use a myriad of approaches, as this will increase the likelihood of finding out about job openings. Consider using the following strategies for your search.

• Network
o Tap into alumni/databases at undergrad and grad (and potentially postdoc) institutions, previous work colleagues.

o Join professional associations.

o Join local networking groups in your area.

o Network online, using LinkedIn and other resources. There are over 360 FREE social networking sites available for a job seeker, networker. And be sure to complete your profile on LinkedIn—and keep it updated with any changes.

• Identify specific organizations

o Be aware of trends in career fields of interest. To do this, use local and national journals linked to your areas of interest.

o Check broad, sector-based organizations for employer listings by geographic area, such as biotech council sites.

o Once you have identified specific organizations, apply for jobs directly on their sites. This strategy is more effective than applying on mega-job listing websites.

• Consider temp to perm

o Think about applying with several temporary agencies. Working as a temp gives you a chance to check out the organization, and vice-versa.

o When you apply, ask agencies about their record of temp-to-perm hires.

• Attend local job fairs

o Check local newspapers and community journals for listings.

• Consider professional fellowships

o This strategy may provide an introduction to—and help you to develop substantial experience in—different career fields.

o Volunteer to work for your professional/ community associations.

• Contact placement agencies

o Most agencies assist job seekers with several years of experience – and this may include postdoctoral work.

o If you do opt to put an application on file with a placement agency, be wary of fees, as these organizations are well compensated by the firms that employ their services and should not be charging you, the candidate.

• Resume/job listing “banks,” databases, boards

o Consider the pros and cons to using these mega-sites:

o Pros: easy to use, free

o Cons: time drain, one of the least effective job search methods (so don’t spend much time here!)

Here are some final tips for a successful search:

• Get organized! Create a system to keep track of your search: notebook, online, etc.

• Use a calendar and set short-term, achievable goals every week.

• Keep in touch with people,

• Follow up on leads and contacts.

• Keep positive thoughts...remember this poem?

Invictus

Out of the night that covers me,
Black as the Pit from pole to pole,
I thank whatever gods may be
For my unconquerable soul.

In the fell clutch of circumstance
I have not winced nor cried aloud.
Under the bludgeonings of chance
My head is bloody, but unbowed.

Beyond this place of wrath and tears
Looms but the Horror of the shade,
And yet the menace of the years
Finds, and shall find, me unafraid.

It matters not how strait the gate,
How charged with punishments the scroll.
I am the master of my fate:
I am the captain of my soul.

William Ernest Henley (1849- 1902)

And check out the resources below. Best of luck in your search!

Resources:

One-Stop Career Centers: http://www.careeronestop.org/

Online networking: http://www.linkedin.com/ , http://twitter.com/

Kelly Scientific Resources (Specializes in placing scientific professionals): www.kellyscientific.com

JobSpectrum.org (Resource for employers and job seekers in chemistry, pharmaceuticals, biotech, and the chemical sciences industry): www.jobspectrum.org

Evolution Recruitment Consultants (Provides recruitment services, positions, and candidates for all areas of the biotechnology sector): www.evolutionconsultants.com

Scientific Placement, Inc. (Specializing in recruitment of candidates with commercial product development experience in the microcomputer and commercial software industries): www.scientific.com

OneScience (Biotechnology, pharmaceutical, and scientific job listings, career insight, and news): www.onescience.com

http://blog.happen.ca/?p=1431

http://blog.happen.ca/?p=1422

http://blog.happen.ca/?p=1399

http://blog.happen.ca/?p=1396

http://blog.happen.ca/?p=1389

http://blog.happen.ca/?p=1377

http://www.pharm-education.com/2010/05/personal-development-for-pharmaceutical.html

http://www.pharm-education.com/2010/05/job-search-updates-for-pharmaceutical.html

http://www.pharm-education.com/2010/05/update-on-job-search-tips-mistakes-you.html

Job search strategy series- What further after you have a contact name from Linkedin?

The job search strategy series from Dr.Shruti Bhat's blog will bring articles from several contributing authors; articles that would help a job seeker, whether an executive in transition or a new grad. Read on...

People often tell me they were on LinkedIn, or went to a networking group, or met someone when they were out-and-about and got a name of a potential contact for their job search, but don’t know how to reach them.

“What good is the name without their phone number or email address? It doesn’t do me much good if I can’t connect with them!”

It’s great if you are given a phone number and/or email address with a name, however, with a little creativity and initiative you can certainly find other ways to get in touch. Here are some ideas and techniques to make those connections:

~ Call the main number! Often people forget the simplest and most obvious solution to getting in touch with a new contact… call the company and ask for them! It’s ideal to have a direct-line phone number to the person you’re trying to reach. However, if you don’t, it’s generally pretty easy to find the main company phone number (either from their website online, a phone book, or calling 411), call and ask for the person by name. Generally a phone receptionist won’t put you through to anyone if you ask a general question like “May I speak to the Accounting Manager, please?” However, if you ask for someone by name, they will always put you through. Even if the person works at another company facility than the one you are calling, they generally have the overall company directory and can put you directly through to that person. Call and ask for them by name.

Additionally, if you call after business hours, many companies have an automated answering system with a company directory that will often tell you the extension of the person you are trying to connect to. That’s often a great way to gain the direct-line number of someone.

~ Google! As with so many things… Google is a tremendous resource to find contact information. More than half of the time I'm trying to find contact information, I’m able to do it by searching their name and company name through Google. If, for example, I’m trying to find John Mansky at XYZ Company… I simply search: "John Mansky” “XYZ Company”

I make sure to put his name in quotes to avoid unwanted results like John Smith and Bill Mansky

Scanning down the list of results, I often find some document or site that has their phone number and/or email address. If there are too many results, I may try to narrow the search by trying his name with their web domain. For example: “John Mansky” “xyzco.com”

Their email address is likely to include their web domain, so if the address is “john.mansky@xyzco.com” the search is likely to find it.

If that doesn’t work, I may do a search to find ANY email address at that company to discover what their standard email format is. For example, I may simply search:
email “xyzco.com”

If someone else’s email address pops up that is in a format of 'firstname.lastname@xyzco.com’, for example, I know it’s a very high likelihood that my contact’s address is in the same format. If it’s wrong, their email server will simply bounce the email back to me and no one is the wiser. If it does bounce back, I simply try other common formats like:

firstinitiallastname@xyzco.com
firstname_lastname@xyzco.com
firstinitial_lastname@xyzco.com
…or other combinations.

~ Check emails4corporations! Another great resource to help you find the standard email format for the company where your contact is employed is emails4corporations. Someone has compiled a tremendous list of standard email formats for companies all over the country.

You can find them at: http://sites.google.com/site/emails4corporations

Enter the company name in the search box at the top right corner of the homepage and it will show you the company, email format, address, and phone number. It doesn’t cover every company, however, is a great help if yours is included.

~ Try JigSaw.com! JigSaw.com is probably the worlds largest ‘Rolodex’. It includes the business card information of millions of people. It rarely lets me down and is the last resort resource for me when trying to find someone’s contact information. You can either use it by paying for the service, or for free on a give & take point system. So it take a little money or some effort on your part. However, for me as a recruiter, or you as a job seeker, I believe it’s a very worthwhile resource when you need contact information you can’t seem to find anywhere else.

~ Paid Services. Certainly there are a number of additional paid services (Spoke, ZoomInfo, and others) available online that can provide the information for you as well, however, I’m generally a big fan of “FREE”. It’s pretty rare that I can’t find someone’s contact information through one of the means listed above. Try those and then depending on how badly you need it, a paid service may be worth it.

Generally, I don’t recommend contacting someone directly through LinkedIn’s system. Many people receive a lot of communications through there and have become conditioned to treat them like Spam. It’s generally best to reach them by phone, a professional voicemail, or email first. However, if none of those works, as a last resort, you have nothing to lose by trying the LinkedIn contact system as well.

As always, make sure your communication is professional, well prepared, and succinct!
You can gain more help with that by reading Keys to a great email in your job search! or What to do in an effective networking call!

Be creative, take the initiative, and find the way to connect with those job search contacts!

Reference- http://www.careerrocketeer.com/2010/05/i-got-contact-name-now-what.html