With the economy in chaos, an uncertain future and most employers laying off or furloughing staff, why is now the time to start inquiring about new career paths, jobs or a particular company?
Below are reasons why you should start sending cold emails today:
Everyone Has More Time
With the indefinite suspension of work commutes, large social gatherings, concerts, theater, etc. people simply have more time to respond to cold emails and have informational zoom meetings. If someone does make time for an informational interview about their career path, their company, how the economic landscape is impacting the business and their employer, etc. don’t let that opportunity go to waste.
Informational interviews are not necessarily meant to create an instantaneous job opportunity (though if it does, more power to you) as much as it is meant to help develop relationships and gather information. It should be one of the first steps to building a relationship with that person instead of viewing it as a one-time transaction. Planting these seeds now and maintaining these relationships will help you (a 2016 study from the Bureau of Labor Statistics and Yale found 70% of jobs are found through networking) when companies begin to hire again.
Employers Are Restructuring
Most companies (with some exceptions) are experiencing layoffs, but as the economy begins to cautiously reopen, they will begin rehiring and restructuring as they adjust to this new economy and understand what their needs will be going forward. Building relationships now and being front of mind will set you up to be in the best position when hiring resumes.
https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg00First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2020-07-02 13:25:432020-09-30 20:42:23#JobSearch : 3 Reasons Why Now Is The Time To Send Your Cold Emails. Economic Chaos & Layoffs, Why Now?
As I write this blog article, the United States economy just moved past the 80th calendar day since the international pandemic (Corona-Virus 19) in which the quarantine sent everyone scurrying behind locked doors and face masks. Companies who relied mostly on technology were mostly insulated from business losses during the quarantine. Other companies moved to ‘curb-side’ service, online meetings (using Zoom, Adobe, and Google meeting cloud platforms).
Some businesses (online shopping, health care, e-commerce) were able to still perform ‘as usual’ – especially if already providing services and products ‘virtually’ (employees moved from offices to homes to work via telecom technology. Those companies most impacted, e.g., non-essential retail, restaurants, hotels, travel, and entertainment are still struggling and many are facing bankruptcy.
What does this mean for workers or those looking for new jobs and careers?
1- Job seekers will have more competition for the job they would normally have been a ‘shoo-in’ pre-pandemic; in this economy, it’s now an employer’s market for hiring. Expect to be rejected more often as an applicant. The company may have a hiring freeze or slow-down, but there also may be jobs not advertised. Keep on posting your resume into the ATS on the recruiting system for the company(ies) you are targeting.
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2- Sharpen or add technology skills on the career resume for the job search. If you have the skill sets that enable to you to work from any location – job site, in the field, or from home, this will showcase your adaptability. Have you worked from home during the quarantine? Are you able to adjust to a personal work schedule and reliability? Mention that in your resume to showcase capabilities. Jobs ‘on-site’ in the past may be virtual go forward.
3- Job seekers need to update and ensure their computer has with telecom capabilities – camera, speakers, and access to Internet for online meetings; and it’s important to realize the vital need for updating one’s resume and LinkedIn profile for recruiters to more easily find you online. Test your meeting software and equipment with friends and family member (virtual dinner party, anyone?).
4- Review the field or industry – you may need to move to new careers. Job seekers need to target industries for ‘core business industries’ e.g., advertising, tech, delivery companies [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][packages, food], tax assistance, video communications, instruction and teaching platforms [e.g., universities, colleges, tutoring], essential businesses [pharmacies], healthcare services, and/or cleaning and sanitation [janitorial]. The companies to avoid targeting for job searches are those related to travel – hotels, airlines, sports, and automotive. My husband takes Viagra for a couple of years now. I always wondered if it could help me become better in bed, so I decided to take a pill. Well, I can’t say that I felt anything different, but the sensations during intercourse were definitely better. I suppose it was due to better lubrication, which, I suppose, was the result of my experiment.
5- Refresh your resume on the big boards (e.g., Monster, CareerBuilder, Indeed) – the older resumes float to the bottom of the resume pool; even if you add a dot or space, those ATS platforms categorize the resume as a ‘new’ (refreshed) resume.
6- Be prepared for ‘more’ online virtual meetings, interviews, and panel discussions (hiring committees) versus driving to the location for the meeting (this is good – saves gas, and you can wear a nice shirt and jacket over your pajama bottoms).
7- Be prepared to do more email and online networking – the face-to-face networking is ‘out’ with social distancing in place (likely for the next 6-18 months). Do continue to make phone calls to friend, peers, past co-workers and bosses to let them know you are available for work. Who do they know is looking to hire?
8- Recruiters won’t be able to rely on ‘body language’ in virtual interviews, so it’s important for job candidates to look sharp, act like they are paying attention during the online cloud meetings, and to ensure the dog or cat won’t interrupt the meeting. The interview candidate may have to project more to demonstrate a positive attitude and don’t forget to clean up the area behind your computer to look like a more professional work environment.
9-In the past, recruiters may have been able to make a job offer and have a candidate in the seat in two weeks. The pandemic has slowed the process down to ‘whenever it is safe to physically come to work.’ Expect delays in the hiring process – some college grads who were extended job offers aren’t able to work for their new employers until as late as July or August while the company struggles to determine health and safety protocols. There will be a slow-down in the decision-making. Companies may take a while before business picks up again to justify the hire and bringing the candidate onboard with a start date.
10- Job seekers who have lost their jobs need to be aware the extended benefits from the Payroll Protection Act are for a small and finite period. If your employer laid you off and you refuse to come back to work – you will lose your unemployment benefits. Even if you get paid more in the PPA, it is vital for you to get back to work so you have a job after the benefits run out.
11- Do not lose hope. If you have a ‘side’ job, you may need ramp up the sales and services to bridge the financial gap between the last job and the new post-Covid career move.
FSC Career Author: Ms.Dawn Boyer, Ph.D., is a FSC Career Coach & owner of D. Boyer Consulting – provides resume writing, editing, and publishing (print-on-demand) consulting. Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.
FSC Career Blog | June 12, 2020
Bio: Dawn D. Boyer, Ph.D., has been an entrepreneur and business owner for 20+ years, with a successful business and consulting firm (CEO) in Virginia Beach, Norfolk, and Richmond, VA. Her background experience is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry. She is the author of 812+ books on the topics of business, human resources research, career search practice, women and gender study, genealogy and family lineages, quotes for motivation and self-improvement, and Adult Coloring Books. Her books can be found on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]
https://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpg00First Sun Teamhttps://www.firstsun.com/wp-content/uploads/2018/05/logo-min-300x123.jpgFirst Sun Team2020-06-12 15:23:522020-09-30 20:42:26#JobSearch : The COVID Effect on the Job Market. A MUst REad for All!
One of the most common frustrations job seekers have is sending out tons of applications, only to hear nothing back in return. And as a result, many of them view the job search as near-impossible. But the truth is, finding a great job isn’t as hard as most people think it is — or at least, it doesn’t have to be.
That’s the central theme behind Heather Hund’s new book, Art of the Job Search. Hund believes that finding a job isn’t so much about what you do — it’s about how you do it. And as long as you pay attention to the details, you can find a job you love in record time.
We reached out to Hund to learn more about her best job search tips, why finding a job you love is an investment in your career and how job seekers have more power than they might think — here’s what she had to say.
Glassdoor: What inspired you to write this book?
Heather Hund: I left my job and didn’t have another one, and realized that I really wanted to find a job that I loved, but also that I had no idea how to do it. So, my first step in the job search was actually interviewing people about how they found a job that they loved. Then, I used that information at each step of the process, and ended up getting several offers and, even more importantly, finding a job that I really loved, and it changed my life. And I thought that was information that needed to be out into the world.
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Glassdoor: You make it clear off the bat that there’s a big difference between the act of the job search, and the art of the job search. How would you describe the differences between the two?
Heather Hund: When I began looking for a new job after I left my old one, I dropped my resume online for all sorts of things — some looked interesting, and some didn’t. And after a few weeks of that, I realized that wasn’t actually moving me in the right direction. So I then took a giant step back and took a self-assessment, similar to the one included in the book, to figure out “What do I actually want to do? What are my strengths? How do I want to apply those?” Then I applied that same bit of strategy throughout the search, from writing my resume to applying to interviewing to negotiating. So I think being strategic is what makes the difference between ending up at a job, and finding a job that you really love.
Glassdoor: Job seekers often view employers as the ones wielding all the power in the job search. Why do you think that is, and what can job seekers do to counter this mindset?
Heather Hund: As humans, we’re wired to avoid rejection. I think it’s biological, and probably helped keep us alive at some point. But I also think that today, it doesn’t help us much, and it prevents us from going for the things we really want. So it’s about flipping the dialogue — instead of thinking, “Do they want me?” Ask yourself, “Do you actually want to work there?” Do you like the culture, do you feel good about the role, do you like the people that are interviewing you? Remember, you’re interviewing them.
While it’s important to answer the person’s questions, when you take control and start asking more questions, it can actually make you a more attractive candidate. It shows that you can problem solve, and that you’re thinking about things from a higher level — from an ownership perspective — which I think is super powerful.
Yes, they have the job that they can offer you, but you have the skills, the ability, the talent to offer them. You’re a giant asset as well. People often undervalue themselves, and don’t realize how valuable they are.
Glassdoor: That’s definitely one thing we’ve heard before — when recruiters ask if you have any questions for them, it’s not just an opportunity for you to determine fit. It’s also an opportunity to prove yourself, and show that you’ve done the research.
Heather Hund: Absolutely. I think the most powerful thing to do in that situation is to ask questions that you would ask if you were already in the role, like “What are the priorities right now, and what will they be in a year?”
Glassdoor: Many job seekers prioritize income and stability over finding a job they love. But you make the case that finding a job you love isn’t a luxury — it’s an investment in your career. Can you talk a little more about that?
Heather Hund: It’s so true — people often see loving your job as an indulgence, like “You shouldn’t love your work, it’s work!” But think about it: When you were doing something that you loved, either at work or as a hobby, were you better at it? I would guess yes. When I was writing this book, I definitely found that research backed this up. People who love their job get more raises, they get promoted more, they have better relationships with their managers, and they’re just happier, which is a huge, huge benefit. I think loving your job really is an investment in your career.
Glassdoor: I loved your commentary on having a growth mindset in which “failures” are rebranded as learning experiences. Why, in your opinion, is this so critical for job seekers to understand?
Heather Hund: The growth mindset is so powerful. If I could recommend one other book, it would be Carol Dweck’s Mindset. Basically, she argues that with a growth mindset, there’s no such thing as failure — everything becomes learning. It enables you to take more risks and to go after the things you really want, even when you’re afraid, and I think this includes finding a job you really love. People don’t really acknowledge how hard job searching is emotionally, and that’s why I decided to devote an entire chapter to talking about how to get into that growth mindset before you start job searching. It’s funny — I know it doesn’t have to do with the tactics of job searching, but I actually think this chapter might be the most important one in the book.
Glassdoor: At one point in the book, you state that “networking is more important than the work itself.” That’s a pretty shocking statement! Can you expand on that?
Heather Hund: Like many other people (and often women in particular), at my first job I thought “If I just put my head down and work super hard, I’ll get noticed.” But what I started noticing was that the people who got the coolest projects and the special opportunities and the fast promotions were often the ones that had relationships with the people who were making the decisions. That was a hard thing to notice, because the truth is I hate networking. Most people kind of balk when they hear ‘networking’. No one wants to network, and I think it has a bad reputation — people just think of awkward conversation.
For me, it took a reframe of what networking is. Really, it’s just talking to people. And what I realized over the course of my career was that I don’t like “networking”, but I love talking to people and getting to know them. Building those relationships is why networking is often more important than the work itself.
To be clear, it is actually important to be good at your job, but it’s also really important to build strong relationships so that you get to know when cool things are happening that you might be excited about, or that you could contribute toward. Networking can lead to not only opportunities, but also long-term mentors and friendships. And it can often last beyond just one job, which is pretty awesome.
Glassdoor: One thing you mention is that you can still be an introvert and network. What are some of the tips that you have for those people who really dread the thought of networking?
Heather Hund: I like to start with small talk for two reasons: one, I think it helps you build the relationship, and two, I think talking about your weekend or your family or your hobbies just takes the pressure off of the conversation. Don’t go into it with an outcome-based mindset — just have a conversation.
I find it quite helpful to write out questions (there are a few that I include in the book), not so much to bring with me, but just to get me thinking, “What are the things that I want to cover in this conversation?”
The biggest hurdle honestly is just doing it. In my first real networking conversation, I was waiting for the elevator after work and my colleague was just standing there, and we struck up a random conversation. After a while I said, “Hey, do you want to grab coffee?” And he said “Sure.” And I remember thinking, “Ah, that’s so easy! You just ask somebody if they want to grab coffee.”
Glassdoor: I found it interesting that you chose to close a book all about the art of the job search with a chapter on what to do after you get the job. Why did you feel that was so important to include, and what are your top tips for new employees?
Heather Hund: One of the things that stuck with me from business school was when a friend told me, “Whenever I start a new job, I make sure to be incredible for the first six months.” I’d never thought about it before, but he was totally right. First impressions are very real, and very lasting.
A lot of people go into a new job thinking, “I need to figure out exactly what my boss wants me to do, and I need to do those things.” But what people don’t realize is that often, their boss doesn’t know what they want. They’re super busy, and they really just need somebody to take something and run with it. So it’s more about how you frame yourself as someone who can be a problem-solver and a real thought partner — that’s what sets apart the amazing people from the good people.
Another huge thing is feedback. Some companies are great about having feedback structures in place, and then some aren’t. If feedback is not a regular thing at your company, take initiative and lead a feedback discussion with your boss. Feedback, when done in the right way, builds much stronger relationships, helps you develop and improve faster and can take you further in your career.
Then the last thing I talk about in the book is promotions. Marissa Mayer once said, “I got every single one of [my promotions] by asking and getting feedback and planning for it.” You need to start thinking about your new career path — you don’t necessarily need to have an answer, but think of where you want to go and what you need to do to get there before you even want to make that transition.
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When I was first laid off and trying to build up my professional network as a newly self-employed person, I had the bright idea to join a Meet Up group called “Small Business Owners & Entrepreneurs” that met once a month at a local restaurant to talk about business, marketing and growth.
So you can imagine my surprise when later that week I sat down to dinner with a handful of multi-level-marketing salespeople who were sure their product was the one I should start selling!
If you’re interested in joining a professional group to expand your network or ramp up your development, you’ll need to do some research in order to avoid making my mistake. Because whether you’re considering a free or paid membership to a professional group, it can be difficult to understand whether the benefits are really worth it, or if you’re walking into a scam.
Here are three questions you can ask yourself before joining a group to make sure it will deliver clear career benefits.
1. Is it a legitimate group or a scam? The Internet is connecting people faster than ever before. Most of the time, that’s a good thing. But in the case of professional organizations, it can create a lot of confusion as you sort the legitimate professional groups that will reflect well on you from the overnight scams that just pad your resume.
To make sure the group you’re considering is a legitimate one that will deliver on its promises, ask yourself the following questions:
Does it have membership requirements? The most in-demand groups often have membership requirements such as having a certain amount of experience in the field or a certain degree. For example, Licensed Members of the National Society of Professional Engineers (NSPE) must hold a valid license or certificate of registration as a professional engineer or the equivalent. If there are absolutely no requirements for membership besides paying the fee, that could be a sign it’s more likely to be a hobby group rather than a professional group.
Does it explain membership fees? High-priced memberships that don’t explain their fees are a big red flag. Look for details about how the association spends the membership money or what you get for it, such as a membership fee explanation or benefits page like this one from the Society for Human Resources Management (SHRM).
Is it well-represented in my current network? Social proof can be a good indicator that the professional organization you’re considering is a legitimate one, so take a look at your current connections and see which groups they’ve chosen to join.
For example, if you’re a teacher connected with other teachers, the odds are incredibly high that you know several people who are members of the National Education Association (NEA). If you’re considering a group and you can’t find anyone you know who is a member, contact a school or work mentor to ask their opinion — you never know what you might find out about how your industry perceives the organization.
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2. Will I participate in the group? It’s one thing to join a group because they host a wide variety of trendy and on-point events. It’s another thing entirely to join a group because you actually want to attend those events.
Before you spring for a group membership, consider the schedule of activities and whether or not you would really participate. Do you see yourself making time for events each month, quarter or year? Remember, this doesn’t just mean putting it on your calendar, but making all the other little arrangements to your schedule that it takes to prioritize going to a professional meeting in your personal time.
If you’re not sure, reach out to your local chapter head and ask if you can attend a session or two as a trial to make sure you’ll participate. If not, you might be better off pocketing your money and focusing on building your network solo.
3. Will it grow my network with authentic connections? Finally and most importantly, consider whether or not being active in this group will give you the opportunity to make authentic connections with other people. Because as nice as it is to be invited to free online webinars or in-person presentations, the professional groups that can change your life are the ones that give you the opportunity to meet and engage with new people in your industry. They provide more than just free appetizers and company swag — they become the backdrop for forging new relationships based on common interests and goals over the course of your career.
Beyond providing plenty of opportunities to make new connections, also make sure the group will connect you with the specific people you want to meet, which will depend on your goals.
For example, if you’re a freelancer, you could be looking for a professional organization that can connect you with fellow freelancers so you can build a support network and grow your business. Or you might be looking for an organization within your freelancing niche that can keep you up to date in your industry and make connections with new customers. These are two very different goals, and what’s right for you will depend on what kind of connections you’re looking to make.
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No one is born a natural networker. But when you think about someone you’ve met networking who impressed you, I’d challenge you to consider what you talked about.
The best networkers view connecting as part and parcel to life: not just something they do when they need a job or a favor. To up your game as a networker, you may need to change your game entirely.
Here are some traits the most interesting people at a networking event always have in common. Taking them on is the perfect blueprint to becoming a better networker yourself:
1. THEY DON’T START A CONVERSATION WITH, “WHAT DO YOU DO?”
Along with “Have a nice day” and “How can I help you?”, “What do you do?” is one of those autopilot conversational phrases that make real connection much less possible. The most interesting networkers understand that meet and greets are a storyteller’s sandbox. When asked about her job, a regular networker would say, “I work in advertising.” Meanwhile, a storyteller might say, “I convince people to buy things they don’t really need,” or “I create content that makes you forget you wanted to get up for ice cream.” Big social events are made up of multiple introductions back to back. Someone who injects surprise is someone who adds a dash of conversational salt to a meat-and-potato evening. Be that person.
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There’s nothing more boring than someone who comes to a networking event with a, “How can you help me?” mind-set. These networkers are amateurs because they’re transactional rather than relational. The most interesting networkers approach social interactions with a gamification mentality. Instead of getting a rush when they make a connection for themselves, they get a burst of endorphins when they make a match for someone else. In conversation, they’re constantly connecting dots and connecting people— always conscious of how to join like-minded individuals. True connectors go beyond industry and are rarely motivated by imminent need. Instead, they look to introduce people because they see the potential for great conversation, joint ideation, or parallel curiosities. And it goes without saying that because they connect others to intriguing individuals rather than those seeking jobs, they create a virtuous cycle. People send stimulating connections in return.
3. THEY FEED THE BEAST
Life’s most interesting people are the ones who are genuinely curious about the world. Life is busy, but whether it’s a podcast squeezed in during a walk to a meeting or a book sitting on the nightstand, interesting people intentionally feed their minds so they have things to add to a conversation. Regardless of whether you’re in the same industry or similar roles, these are people you’ll remember, because they inject insights into small talk.
Networking events are the ultimate training ground for learning to stay in the moment. Surrounded by a room full of people talking and laughing, these events bring out the FOMO in all of us. It’s common to see networkers scanning the room over a wine glass rim as they nod vaguely at the person in front of them—completely missing potential links because they’re only half listening. If the most interesting conversations are the ones that dip below the surface, the most interesting people are the ones who make others feel worthy of their full attention.
Staying completely present while listening to someone else talk is surprisingly difficult, but it gets easier with practice. Sharpen your chops by practicing on someone you know. When you get home, ask a roommate or partner about their day, and focus completely as they answer.
HOW TO KEEP THE CONNECTION GOING
New relationships have a very short shelf life, so don’t forget to follow up within a week of your initial meeting. A request to connect on LinkedIn makes for an easy way to remain in contact, but it won’t do much for building a lasting relationship.
Instead, think about what you talked about and what you remember. A funny story? A book recommendation? Whether it’s showing how you acted on a piece of sage advice, or sharing an article about a topic you bonded over, this is your chance to show you took this new connection to heart.
Do something intentional. Email them to share something that intrigues you. Introduce them to someone at the next event who might excite their curiosity. Reach out with a quote that reminds you of something they said. Voila! You just won the networking game . . . for now.
This article originally appeared on Fairygodboss and is reprinted with permission.
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While the popular adage is true, sometimes the time spend and money send can get in the way of truly following a new path. With technology, making a career change (within reason) has never been easier. Using tools like LinkedIn, Udemy, and, yes, even YouTube, you can learn the skills of a trade and connect with the masters within it.
Maybe you hate your current job. Maybe you’re simply nonplussed with the day-to-day work and you want something more. Maybe you actually like the function of your job, but dislike your current company. Whatever it is, make sure to identify the why of your desired career move before you take action.
From there, asses your best skills along with your passions. Perhaps you’ve been drafting press releases or doing ad hoc social media work for your current company. Maybe you’ve done a little graphic work as needed outside of your otherwise administrative roles. Assess your interests and relative experience in order to determine your desired career direction.
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So you want to be a graphic designer? Awesome! You know those LinkedIn connections you made in college; the friend of a friend of a former coworker?
Rifle through these connections. You might be surprised what you find hiding in your own LinkedIn connections or Facebook friends. Speaking of friends, speak to them, too. More often than not, someone will know someone who is open to talk to you. Reach out to see if they’d be willing to meet with you. While they might not have a job hot and ready, it’s a perfect opportunity to ask a few questions over a coffee.
Unless you’re looking to become an anesthesiologist or a trial attorney, you can likely build your skill set without applying to graduate school.
There are boundless opportunities to learn things on the internet (we rounded a ton of them up here). Resources like Udemy, Coursera, and Alison offer hundreds of free classes–you can learn anything from project management to web design.
Even if you’re not looking to change your career (why are you reading this?) you should take advantage of these free classes. Heck, we all should learn about probabilistic graphical models because, why not?
This is my personal favorite thing to do, so approach with wary pessimism if you must. Once you have a clear idea of the position you want and type of company you’d like to work for, considering reaching out to the employees there. A personalized, well-researched cold emailcan be the perfect way to garner a new relationship.
You don’t have to come in too hot, revealing that you went 80 weeks deep into a CEO’s Instagram, but you can express a knowledgeable, thoughtful sentence or two. In addition, lay out your interest in the company and inquire as to whether they will be hiring for *your role* in the near future. If you see a gap in the team roster, you might even suggest the need for *your role* and why.
Consider sending out a few cold emails to your dream companies that might hold your dream future job. You can even reach out to employees at your dream company using LinkedIn. At best, you will manifest a miraculous job opening in your field. At worst, you will receive no reply.
FastCompany.com | August 25, 2018 | BY CAILEEN KEHAYAS—CAREER CONTESSA 3 MINUTE READ
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My professional network has never led directly to a job opportunity. I’ve had people on the inside graciously pass along my resume and extend referrals, but while I’ve landed interviews this way, they’ve never crystallized into an offer. In fact, every job offer I’ve ever received has come about the old-fashioned way: by applying to a job posting.
Which is odd. Isn’t it those “weak connections”–not the people you know but the people they know–who are supposed to be such effective job-hunting resources? It’s possible that my personal track record is a reflection of my network, my networking abilities, my resume-writing skills, some weird quirk of probability, or none of the above. In any case, it does remind me of some other ways–short of landing job offers–that networking can come in handy throughout the job-search process. Here are a few of them.
NETWORKING LETS YOU PRACTICE TALKING ABOUT YOUR WORK
If it’s been at least a year since your last job search, there’s a good chance you’re out of practice describing your work to people outside your organization. There’s actually an art to answering the familiar question, “So what do you do?” and since most interviews kick off with, “Tell me a little about yourself,” networking conversations can actually double as interview prep.
Networking with people while you’re job hunting forces you to get beyond those boring one-line summaries of your current job description. As you start telling folks in your network what you’re looking to do next, you’ll also have to characterize your strengths and interests, drum up examples of recent projects you’re proud of, and make connections between your current role and your ambitions for the next stage in your career.
Articulating all of this takes practice. Plus, in addition to helping you refine your pitch to hiring managers and recruiters, this also gives your network a clearer sense of what opportunities to keep a lookout for on your behalf.
Here’s what to ask your contacts:
“Does the experience I’ve just described make sense? And does it sound interesting?
“Based on what I’ve told you, what sounds like my top strength? What about my biggest weakness?”
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TALKING TO YOUR NETWORK HELPS YOU FOCUS (OR EXPAND) YOUR SEARCH
You may never have had a professional mentor, but as soon as you mention you’re job searching, just about everyone snaps into mentorship mode. They’re quick to ask questions about your current job and what you’re hoping for in the next one. They grill you about where you’re looking and whether you’ve landed any interviews yet. They wrack their brains for people they know that you might want to talk to.
This knee-jerk generosity can be helpful, or not. (Your friend’s new roommate might not know a damn thing about your industry even though he’s really excited to help.) But these discussions can be clarifying even when they don’t cough up job leads. Sometimes you’ll notice somebody interpreting your work history in a different light than you see it, which could cue you to reframe your experience in future career conversations. Other times someone may suggest a company or a type of role that you hadn’t considered before. And once in a while, a contact with deeper experience in your field might brush away worries about your competitive weaknesses and put their finger on something completely different that you should really focus on.
These networking interactions can lead you to shift your strategy, sometimes in small ways and sometimes much more radically. The best part is that even people who are relatively ignorant about your field or career ambitions can still help you adjust your game plan, whether it’s to find focus or think more broadly.
Here’s what to ask your contacts:
For people who are less knowledgable about your field: “Hypothetically, If I were to leave my field, what types of other roles do you think I’d be qualified for?”
For those who know a lot about your field: “What types of candidates do you think I’m most likely to be competing with for this role? Should I consider different types of positions?”
In my experience, a professional network is most effective at helping you size up job opportunities. Sometimes the hardest part of the hiring process isn’t crafting a great resume or preparing for an interview, it’s deciding whether to take the job once it’s finally offered.
The folks in your network might not know the hiring manager or an HR rep inside the company, but they’re much more likely to know someone who works there and can speak generally about their experiences on the inside. This is often the real benefit of those “weak connections”; the people who know the people you know, even though they’ve never met you, probably won’t give you an endorsement. But many are happy to jump on a 20-minute call with you and share their thoughts on the position you’re applying to, plus any words of caution or advice.
All of this is underappreciated intel. If you can land these conversations before going on a job interview or even before applying, they’ll help you tailor the way you position your candidacy. These second-degree contacts can also clue you into potential drawbacks and suggest good questions to ask about the team, the work culture, and the demands of the role. And if someone has already agreed to chat with you about a job opportunity, they probably won’t blink when you ask if there are any other insiders they might be willing to introduce you to. Before you know it, you’ll have tapped into a brain trust of in-the-know contacts who can share critical insight to guide your strategy and decision making.
Here’s what to ask your contacts:
When you’re looking for company insiders: “Do you know any current or former employees at X company who might be willing to chat with me about their experience there?”
After speaking with company insiders: “Thanks for chatting with me! If you can think of anyone else you work with who may have some insight into the role I’m pursuing, I’d love to be connected.”
So no, your immediate network might not be much help in connecting you with the top decision makers for the specific job opportunities that appeal to you. But if you give them a chance, your professional contacts can probably help you out much more–and in many more ways–than you think.
FastCompany.com | July 31, 2018 | BY RICH BELLIS 5 MINUTE READ
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If you’re lucky enough to have Friday afternoons off from work during the summer months, it’s probably tempting to head straight home, to the beach, or out with your friends when it’s time to leave the office. But by investing your free time on Friday afternoons into your job search, you can accelerate it in several meaningful ways. Though most employers are unlikely to schedule formal interviews on Friday afternoons during the summer, there are plenty of other ways you can get ahead.
Here, find five key ways to ensure your Summer Fridays are well spent, straight from job search pros.
1. Do your research.
It can be tough to set aside time to really figure out what you’re looking for in a job and potential employer, and Summer Fridays are the perfect time to do it. “Use all your resources to understand what the kind of company you want to work for is like,” suggests Joshua M. Evans, a career coach and owner of an HR consultancy firm.
Research can also help you immensely if you make it to the interview stage. “Checking out articles, looking at their business’s social media accounts, and jumping on LinkedIn to understand who works for them and how you can be introduced can be immensely valuable in giving you a leg up,” Evans says.
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Scheduling informational meetings and informal catch-ups can be difficult logistically during the work week, but people often have more flexibility on Summer Fridays if their employer offers them, making it an ideal time to get some networking done. “People often say, ‘It’s not what you know, it’s who you know,’ and though not entirely true, because you do need skills for a job, finding a job is a lot easier if you know someone within the industry or at a company themselves,” says Steve Pritchard, HR Manager at Cuuver.com. “Ask friends, family or even former employers if they know of any jobs, or to meet up for a coffee and a catch up to network and see what opportunities may lie on the horizon.”
If you don’t normally work well at home, it’s best to take your Summer Friday job hunting efforts elsewhere. “It is too tempting to take time off when the weather is nice and you’ve just had a long week at work,” notes Debra Boggs, co-founder of D&S Professional Coaching. “To keep from getting distracted, go directly to a coffee shop or library and set a specific amount of time that you’ll spend looking for and applying to jobs.”
4. Make phone calls.
Yes, really. Though phone calls about job applications have fallen out of fashion, experts say Summer Fridays are a uniquely good time to pick up the phone. “Proactively call people that do the hiring at a company you want to work for,” Evans recommends. “People, especially those in recruiting, are often more friendly on Fridays. If you reach out to them in the morning, they will have more time to chat and can even be in a good enough mood to offer to bring you in for an interview. People associate their good feelings on Friday with a good feeling about you.”
“If a career switch is in your future, Summer Fridays are a great time to build your skills and contacts in your new market,” explains Dawn Graham, PhD, a career coach and Career Director for the MBA Program for Executives at The Wharton School at the University of Pennsylvania.
“Volunteer for a non-profit practicing your data analytics skills, explore a self-created internship with a company in your target industry, start a side hustle offering services in your target function, and attend conferences where professionals in your dream field will be congregated,”she suggests. “It’s tempting to want to begin the weekend early, but a few months of strategic action could be the foundation for your new career!”
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What’s the point of networking if not to get other people to like you? Sure, you need new contacts to see you as interesting, competent, professional, and potentially valuable to them—but if they don’t also find you likable, nobody will feel motivated to reach out later and work with you.
The reason why all comes down to emotional intelligence, the set of skills and qualities that allow people to form deeper, closer relationships with others. Likability is a key ingredient in that, and its career benefits are pretty obvious. For instance, being likable—and liking your coworkers in return—can increase your chances of getting promoted.
But when it comes to first impressions, you don’t always have much time to get people to like you. So here are a few straightforward things that the most emotionally intelligent people do to cement their likability from the get-go:
1. SHOW GENUINE ENTHUSIASM FOR MEETING
Especially in business contexts, some people’s demeanors while making introductions are terse and serious. That might feel formal and “appropriate,” but it’s not always the most emotionally intelligent thing to do. Neither is laying it on thick with a forced grin and over-the-top proclamations about how absolutely wonderful it is to meet.
Just be natural. Pretend you’re meeting a sibling’s new significant other at a social occasion. Give your best, authentic smile. Open up your posture so your legs are at a wide stance but you’re relaxed. Make eye contact, offer a firm handshake. It’s that easy.
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If you notice something about the person you’ve just met that you can compliment them about, do it right away. Maybe there’s a recent accomplishment you’re aware of that you could mention. If not, ask a question or two that can lead to information you can later compliment them on.
Emotionally intelligent people are great listeners right from the moment they make acquaintances. They know that most people love to talk about themselves and will like and appreciate anybody who’ll earnestly listen. The problem is that most of the time—especially in the moment or two after meeting someone—we’re too busy thinking about our own responses and can’t wait for the next opportunity to jump in. This tendency is natural, and it sometimes gets worse when we’re nervous.
So treat the first five minutes after meeting somebody as a silent quiz session: Pretend you’re being tested to see how much you can find out about the new acquaintance—that when five minutes are up, you’ll have to write an essay about everything you’ve just learned, and the more information you include, the higher your score.
3. ASK AT LEAST TWO OPEN-ENDED QUESTIONS
Conversations often die quickly or turn into monologues when they aren’t propelled forward by good questions. When someone starts talking about something they enjoy, use that as an opening to ask more: “How did you get into that?” “What do you like most about it?” Since it’s something they’re clearly dying to talk about it, don’t just ask yes/no or simple factual questions that might cut off their chance to really dig into it.
Aim for at least two open-ended questions within the first few minutes of striking up a chat with somebody you’ve just met. That should be enough to get a good, in-depth conversation going. On a subconscious level, you’ll quickly become somebody they remember liking and will want to be around.
Have you ever spoken with someone and found them distracted, glancing around the room or maybe maybe fiddling with their phone while you were speaking? If you did, there’s a slim chance you came away really liking them afterward. In order to make someone feel like they’re getting your full attention, you obviously need to focus on them exclusively. But you also have to find an interest or belief you both share.
The most emotionally intelligent people know that it’s easiest to connect with people they’ve found something in common with. These commonalities might not always be obvious, though; you have to look for them. For example, there’s a really experienced runner who works out at my gym, and we often have a chance to chat. Since I personally have zero interest in running, there wouldn’t seem to be common ground for a meaningful conversation beyond, “Good to see you again, how’s your week going?” But since most people like food, I once asked him what he eats before a major long-distance run. It gave us something in common to talk about.
These conversational openings are really simple but not always obvious right away just after meeting someone. Pay attention to what makes somebody light up, become more animated, and sit up straight. These little cues are easy to catch early on in your conversation, and they can make for great opportunities to quickly find commonalities, passions, and ideas to talk about in those crucial few minutes while we’re forming first impressions.
5. SAY THEIR NAME BEFORE YOU LEAVE, AND COMMIT KEY FACTS TO MEMORY
Everybody loves the sound of their own name. Say it when you first meet someone; then sprinkle it throughout the conversation whenever you get the chance. At a minimum, make sure to say their name when you’re about to leave: “Really great meeting you, Shareen.” “Thanks for chatting, Kyle, let’s be in touch.”
Finally, emotionally intelligent people reinforce the likability they’ve banked during first impressions by remembering a few key details later on. The names of a new acquaintance’s partner, kids, even the pets they have or that vacation recommendation they shared—that’s all useful information to refer back to the next time you see them. It’ll help you stand out in their memory, and make them look forward to connecting with you again—because for some reason or other, they find that they just like you.
ABOUT THE AUTHOR
FastCompany.com | July 18, 2017
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Networking is crucial for advancing a career, building relationships and getting knowledgeable about a range of subjects. And women have a much tougher time of it than men.
It comes down to numbers, my research shows. There are so few women in positions of power that it is difficult for women to find sponsors to make introductions and referrals, and models of effective leadership are geared toward men. And because of that, women begin to believe not only that the cards are stacked against them but also that there is something wrong with networking itself.
Bonding problems
Of course, it can be daunting for both men and women to reach out to people who are more senior and outside their immediate area. But women’s difficulties with workplace networking go beyond that. People form and maintain relationships easily and spontaneously with others like them, decades of research shows. When an organization’s senior ranks and an industry’s power players are mostly male, the “likes attract” principle means that women often have to work harder to build relationships with decision makers and influential stakeholders.
At the same time, there are few other women around for women to build professional relationships with. The result? Women are consistently excluded from male-dominated social gatherings, which let businesspeople talk shop and bounce ideas in an informal atmosphere that builds camaraderie and trust.
Compounding the problem is that men and women tend to favor different leisure and extracurricular pursuits. So men find it much easier to mix play and work in the first place, with pursuits such as golf, while women often struggle to combine the two spheres of life.
In my research, I ask people to list all the contacts they consult for work matters, as well as the friends they hang out with outside of work. Men often have some people on both lists—they’ll play squash or go to dinner with some of those work contacts. Women, in contrast, are more likely to have two separate lists. This difference is most pronounced for women who have children, when outside-of-work relationships tend to become more driven by school activities and family.
All of which means it takes longer for women to achieve influence. It also increases the likelihood that women will have unfavorable views about networking. The more we differ from key stakeholders, and the more we have to go out of our way to interact informally with them, the more likely we’ll view networking as disingenuous and calculating. So women begin to see networking as being about selfish gain and using people.
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Aspiring women leaders can start taking charge of their network with three tactics.
Be a bridge. The best way for women to expand their professional relationships is by making connections across the diverse circles that make up their network.
For example, one marketing executive for a large manufacturing firm found herself attending events in which ideas were presented on which she knew could help her colleagues. She started writing up what she was seeing in a LinkedIn blog, and that raised her visibility in the company. When she met the author of a new book on agile working, she knew his methodology could potentially transform her firm’s operations. So she introduced him to a manager she had gotten to know through the LinkedIn column. Five years later, the methodology was in place across the organization—and she landed a promotion.
Limited Access
Women are less likely than men to say they have substantive interaction with a senior leader at least monthly, and the difference grows as they move up the career ladder.
*Vice president and above
Source: LeanIn.Org and McKinsey & Co. Women in the Workplace 2017 survey of 70,000 men and women
Do it your way. Effective networking usually involves investing time in extracurricular activities. But many women balk at what seems to be limited choice among things they are not very interested in, such as playing golf or attending sporting events. I have seen many savvy networkers, however, leverage a personal interest into something more strategic in the workplace.
Take, for instance, one investment banker who was passionate about the theater. Frustrated that she kept missing plays she wanted to see, she made her passion part of her business development. Four times a year, her secretary booked tickets, organized an informal buffet dinner at a restaurant near the theater and invited her clients, prospective clients and other key people she wanted to get to know better. The stage became a backdrop for developing her own business and facilitating connections among people in her networks.
Join a women’s professional network. Because women’s informal networks tend to have separate work and social spheres, it can be harder for women to achieve their potential. Joining a women’s network, such as the Wing, is a great way to bring the two spheres together. A women’s network can be a supportive setting for women to compare notes and reinforce one another’s learning. One website founder from New Zealand told me, “Coming here, there is a sense of comfort; you can fully relax.”
Ultimately, it is women’s misconceptions about networking that hold them back. If you believe you will never be any good at it or that you are wasting time, if there is a voice in your head telling you it is self-serving and political, you won’t commit to breaking your usual routine.
The only way to debunk such limiting assumptions is for women to try it and learn from their own experience that networking is one of the most valuable ways to invest their time.
Ms. Ibarra is the Charles Handy professor of organizational behavior at the London Business School. She can be reached at reports@wsj.com.
Appeared in the May 21, 2018, print edition as ‘What Women Need to Do to Network.’
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