Talked to VP Operations last week. Senior Manager asked him, “How do I network?” VP was surprised, a 29 year business veteran was struggling with networking.
VP’s first question. “We don’t want to lose you. What’s going on?” Turns out his wife was struggling in her position and wanted a change. VP said he sighed with relief.
VP invited Senior Manager and his wife out to dinner. He pointed out that 70% of all jobs are found through networking. Asked what she was doing.
Turns out, she had good start.
6 ways to network
Build list of business associates who:
-Know your skills.-Understood you coaching style.
-How you build teams.
-Your contributions to existing employer.
Reach out to associates and bosses from previous jobs.
People in professional organizations.
Watch trade journals for companies that look interesting.
Reach out to key LinkedIn contacts. Look for interesting LinkedIn job titles. They identify additional companies to contact.
How about other social media contacts. VP said only if they were familiar with her accomplishments and goals. General friends and acquaintances rarely understand skills and accomplishments.Always ask people in your network for additional leads. Goal: Get 2 additional leads from each person in your network. Sounds hard? Often network contacts won’t be able to think of anyone immediately. But do upon reflection. Follow up in week and ask them if they have thought of anyone.
How to structure daily networking
There is formula that says you should write down 15 contacts each day. Then write down the 10 most promising. Talk to 2 people every day. Job seekers who do this get new jobs much sooner. New jobs. Effective networking. Both take consistent effort.
Your goal: Better job, more recognition, promotional opportunities, and better compensation. That is worth some effort.
15-10-2 seem like lot to do daily? It is. Isn’t better job worth some effort? Strive to come as close to this ratio as possible. At very least talk with 2 people every day. Better opportunities are worth effort.
Many reach out to several search/placement firms. That’s advertising yourself. Good to do, but that’s not networking. Search firms are working for employers not candidates. Yes, they market and sell candidates, but only if candidates meet 90%+ of employer’s requirements..
4 Steps to follow once network is built.
Reach out to them. Tell them exactly what you are looking for. Ideally in 3 sentences. Then let them ask for more. More information they ask for, better leads they can offer.
Before talking with someone, stop. Ask yourself what you want to learn from them.
Names of people working at companies you would like? Ideas on companies that would be interesting? How they rate your strengths? Or skills? Your weakness?We make lasting impressions in 10 seconds. What impression do you want person to have? Communicate that. Is it your insight? Ability to build teams? Whatever it is, express it clearly in first 10 seconds of conversation. Let person know exactly how to help you.
Ask person you are networking with about themselves. They may be networking too. Share information. Then describe ideal job. Make it a power statement.
What is your power statement? What you offer, who it is for, and how it will value them.
Example: I offer employer proven track record that can be quantitatively backed. To fix operational issues affecting productivity. Increasing customer satisfaction and repeat sales. (I have stats to support that.)
Keep your network informed on status of job search. Companies you have talked to. How they met your criteria. Where they fell short. Networking is about information. More you share, the better leads you will receive.
There is formula that says you should write down 15 contacts each day. Then write down the 10 most promising. Talk to 2 people every day. Job seekers who do this get new jobs much sooner.
New jobs. Effective networking. Both take consistent effort. Your goal: Better job, more recognition better compensation. That is worth some effort.
Reaching out to several search/placement firms is advertising. Good to do, but that’s not networking. Search firms are working for employers first, candidates second. Yes, they market and sell candidates, but only if they meet 90% of employer requirements. Employers hire search/placement firms to find ideal candidate. That’s what employers pay search firms for.
If you see an employment ad. See how well you fit. If you meet/exceed 60% of requirements. Apply. Go for it.
Search firms? Employers will never come back to search firms that send candidates that only meet 60% requirements. $100,000 job, search firms will get $30-40,000. Employers expect value for their money. How do they measure value? Candidates that are better fit than employers expect from job boards.
Always thank your network contacts. Just like you always send thank you note after interviews.
Employer expresses interest. How do I know if job is good fit?
When employers express interest evaluate company and job. Contribution Factor expects person to improve revenues 5x their salary first year. Step back. Does it appear you can do this? If so, proceed.
If that looks like a stretch, proceed.
But go into interview with questions. Let employer know you expect to impact revenues of new employer 5x salary. How does this position enable that? If answer is vague, understand that job will probably last less than a year. If job is offered turn it down. (You can always ask how job will enable you to impact revenues. That gives potential employer opportunity to recast the job. Rarely happens, but always give extra chance.)
Summary Networking fills 70% of jobs. Jobs that offer more responsibility, opportunity, and compensation. Identify how much of your time that effort is worth.
When opportunities come, it’s your turn to decide if job and company meet your criteria.
Networking opens doors. Then up to you whether to walk through door.
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Tom Ferree is the founder of Ferree & Associates and SecureEmploy, organizations focused on helping companies find exceptional talent and helping professionals advance their careers. Since founding Ferree & Associates in 1977, Tom has worked extensively with hospitality companies, executives, and rising leaders across the industry. Through SecureEmploy, he shares practical career strategies, leadership insights, and real-world advice to help professionals grow their careers and help organizations build stronger teams.
