Networking Tips

Networking isn’t just for the job search, when you’re coming to your contacts for an immediate payoff. Senior professionals need to make networking a part of their daily routine, not just an alarm they sound when it’s time to switch jobs.

Nevertheless, the move to an active job search is prime time to refresh your existing network, both online and off. The Internet has extended the reach and complexity of networking opportunities, but it hasn’t replaced the need for traditional human encounters. People need to know you, and you need to know people, to establish your credibility and get the inside scoop on new opportunities.

1. Navigating Your Network

Social networks like Facebook and LinkedIn haven't changed where you network so much as how.

Networking used to mean working the phones, attending industry events and trading business cards. It still does. But today you can augment and support those efforts with the click of a button).

2. Alumni Networking Rules

Leverage your alumni association to find and win a job, but know the rules about what is and isn't fair play.

Alumni associations are a great jumping off point to networking, but it’s just the start. A job seeker is still obligated to make a genuine connection before leveraging an alumni connection for a job opportunity.

A simple introduction where you disclose that you’re up for a job and just ask if they have any advice about the industry in general. A better way than a basic cold call would be to meet them through a mutual contact or via a regular alumni association networking event and start up a relationship from there.

3. Apply and Network in One Step

The next generation of job application software will let you see whom you already know at the company, so you can express your interest in helping a particular organisation and network at the same time.

There are many features from the leading automatic online job application software packages, and is being adopted by many HR departments. If you do submit your CV through these channels, you’ll be able to view potential connections between the organisation and your existing professional network.

They are able to link to your LinkedIn account to show you who in your network may be connected to someone at the organisation; that lets you follow up your application with an e-mail to a colleague to request a referral or set up an introduction to someone who can.

Referrals matter!  Studies have shown that more than 60 percent of jobs are filled through referrals. Employers fast-track job candidates who are recommended by current employees; statistically speaking, employee-referred hires prove to be better hires, have longer job tenures and therefore represent a far sounder investment on the part of employers.

A career change is stressful and the process time-consuming whatever the circumstances. Let Macallam support you support through this challenging period.   For more information click here.

How media advances are changing resourcing - For the Better or Worse?

At a recent meeting with a long standing FM client, the comment was made to me “it must be really hard for you guys as social networking and on-line media is changing your industry”.  I banked that one for further thought, but he went on in the discussion to say he was “getting over a 100 emails a day related to applicants”, and the way these were dealt with was to “highlight them all, and press the delete key”!

The insinuation was that social networking sites and on-line job boards have made it much easier for people to apply for roles; hence that makes it more difficult for Search consultants.  In truth, it probably makes it more difficult for clients and consultants – companies are getting bombarded by applicants, many of which are of low quality or little relevance; time is wasted both by people applying, and clients and us having to process them at our end.

In effect, social media has had a negative impact on the quality.  By making it easier to apply, candidates appear to be thinking less about what they are doing and approaching it from a “volume” perspective – get enough out there and something will stick!

This draws the conclusions that specific search, targeted at exactly the right people is more beneficial than ever.  Certainly we are seeing that clients have higher expectations of the specification and knowledge of suitable applicants – even to the extent of knowing specific people in contracts.  The days of taking a gamble with people from outside the sector seem to be increasingly rare – companies are looking for assurity – get the “biggest bang for their buck”.

The mis-conception for many clients that because they get a lot of applicants, there is talent ready and waiting to join out in the market is sadly mistaken. Many good people are more nervous about moving in a “down market” fearing if they don’t integrate well initially, will that leave them quickly out of a job.

Hence companies need to be assessing their approach to resourcing – better targeting of the right people and a campaign of how to attract them through a compelling and differentiated process that adds real weight and quality to the approach and results.

You can now follow Macallam on LinkedIn, Twitter and Facebook!

By Duncan Carter, Director, Macallam