In fact, it's choice #5.

There are four more "avenues" hiring managers turn to first in the hopes of finding a candidate who is an ideal fit for the role they need to fill.

Collectively, I call these four avenues the "hidden jobs market".

Why am I telling you this?

Because I believe with 100% conviction that you are someone's ideal candidate -- and if you could find a way to reach out at one of these stages of the "hidden" jobs market, you'll open yourself up to a whole new world of opportunity. (I have a lot of experience helping folks do this, by the way.)

Here are the five avenues hiring managers exhaust, in order:

Choice #1:

Try to hire someone they've already worked with -- a subordinate, or a colleague, or someone they worked with at a different company.

Then, if they don't find someone...

Choice #2:

Reach out to someone who comes recommended from a friend or a trusted colleague/adviser they trust implicitly.

Then, if they don't find someone...

Choice #3:

Hit up referrals given from a weaker connection -- like a subordinate, or a friend, or someone in their network -- where they can see some evidence of their past performance (like LinkedIn).

Then, if they don't find someone...

Choice #4:

Maybe if they're lucky, a stranger will show up at the right time and the right place (e.g., a networking event, or they'll reach out to them cold) and will quickly inspire trust and create a relationship.

Finally, if none of the other four avenues yield a solid candidate:

Choice #5:

They'll have HR post the job on websites and run ads in newspapers. HR takes over from this point, and screens all the candidates for interview.

This is how it works, behind closed doors.