Beyond the Algorithm: Idris Akinlabi, PHRi™ MCIB on Strategic Job Searching

In a recent LinkedIn post, Idris Akinlabi , PHRi™ MCIB offers a strategic framework for job seekers, moving beyond the common pitfalls of endless applications and ATS checkers to focus on high-impact activities. Akinlabi, who holds PHRi™ and MCIB credentials, observed a job seeker who had been applying for roles for two years without success, despite refining their CV and using ATS tools. This prompted a re-evaluation of popular job-search methods, leading to a tiered ranking of strategies based on personal effectiveness.

Prioritizing High-Impact Job Search Strategies

Akinlabi categorizes job-seeking methods into tiers, with ‘S Tier’ activities representing those where he would invest the most energy. At the apex of this tier are warm referrals. As Idris Akinlabi , PHRi™ MCIB explains, a warm referral means:

Someone inside the company knows you, knows your work, or is willing to put your name in front of the right person.

This approach, according to Akinlabi, instantly elevates a candidate from being just another number in a database. Closely following referrals is the strategy of engaging in direct conversations with hiring managers. Akinlabi advises job seekers to identify the likely decision-maker for a role and approach them with a compelling reason to pay attention, showcasing understanding of their problems and potential contributions, rather than a generic request for opportunities.

Effective Networking and Application Tactics

The ‘A Tier’ includes several strong job-search activities that Akinlabi deems valuable but secondary to direct referrals and hiring manager conversations. Recruiter outreach is highlighted as a way to uncover roles not widely advertised. Targeted networking, which involves building genuine professional relationships with former colleagues, industry peers, alumni, and individuals in desired companies or roles, is also placed in this tier.

Furthermore, Akinlabi emphasizes the importance of highly matched applications. He argues that quality trumps quantity:

10 applications where you genuinely fit the role can be worth more than firing 100 applications everywhere.

This involves thoroughly understanding a job description and making it easy for the hiring team to see the clear connection between the candidate’s qualifications and the role’s requirements.

Tiered Approach to Less Direct Methods

In ‘B Tier’ strategies, Akinlabi includes checking company career pages directly and utilizing niche job boards. While useful, he suggests these should not be the sole focus of a job search. He also touches upon strategic LinkedIn content creation, noting that while posting alone won’t guarantee employment, consistent visibility can familiarize key industry players with a candidate’s expertise.

‘C Tier’ methods, such as general job boards, are seen as useful for discovering opportunities but risky if they form the entirety of a job search strategy. Akinlabi cautions against a repetitive cycle of searching and applying without engaging in actual conversations with potential employers.

Finally, ‘D Tier’ methods, primarily mass ‘Easy Apply’ actions on platforms like LinkedIn, are where Akinlabi suggests dedicating the least amount of time. He clarifies that ‘Easy Apply’ isn’t inherently useless, but the strategy becomes problematic when job seekers submit numerous applications to vaguely related positions, equating this volume with a comprehensive job search.

Idris Akinlabi , PHRi™ MCIB’s tiered approach provides a clear roadmap for job seekers to optimize their efforts, focusing on proactive, relationship-driven strategies over passive, high-volume application methods.