Sergei Mikhailovich Brin is one of the founders of Google Inc. In 2005, he published an article in Fortune about the time spent on job applications. He observed that within his own company, Google, many applicants focused solely on the CV, paying insufficient attention to the cover letter. This prompted him to share his vision on an application method that aligns better with the advertising company. He pointed out that this is not career planning, as that is not what a company asks for in the first instance. For Brin, the application period was divided into three overlapping phases. The first phase is for continuing an existing situation. The second phase is for exploring alternatives. The third phase is for networking.
70%
You have a job or you want a different one. Therefore, you need to make time for it. In Brin’s view, you should spend 70% of your available time on a job similar to your current one. With the same approach and responsibilities, a good CV, and a cover letter, you stand a better chance of standing out. Also, use this time for your intentions on social media, such as LinkedIn.
20%
If the efforts from the 70% period cannot be rewarded, the 20% period comes into play. Then you start looking for positions that border on your current role. This becomes more difficult, because you need to leverage your competencies more effectively. These competencies must align with the requirements of the company that might select you. Responding to and empathizing with the requested competencies is of great importance to get invited for an interview. Keep in mind that the recruiter or HR manager decides within the first 15 seconds whether you will make it to the second round.
10%
The 10% period has more to do with networking. Which relationships do you have to achieve your goal? Your image can be of decisive importance here. A good relationship and a good image can be just the wheelbarrow that gets you in. That is why maintaining your network can be so important for your career.
The question was whether the 70-20-10 rule was still relevant. Now that we are about fifteen years further on, it can be concluded that Brin had foresight. It is certainly relevant, and even more important than when he wrote the article. Just as so many processes and procedures have been increasingly developed and perfected, the same has applied to recruitment procedures. Therefore, pay due attention to it.
