NETWORKING
and Ads, Job Fairs,
Outplacement, etc.
Have you ever noticed that some people always seem to get the great jobs,
with almost no effort? And others are caught off guard in a layoff? While
the difference might be one of luck, it often is not. The winners in today's
employment market make the necessary time and effort commitments that
put them repeatedly in the right place at the right time.
The image of networking that so often comes to mind is of
receptions/conferences/cocktail parties where everyone has their best smile
on, shaking hands, and passing out business cards hoping that these strangers
might be useful. There are other techniques you may be more attracted to.
For example, the simple art of staying in touch with former colleagues. It
is amazing how many people have lost track of their former managers and peers,
to the point that they have difficulty locating references when they need
them.
An example of your monthly time investment for networking might look
like this: keep a simple database current with items and biographies picked
up in the news (one hour); stay in touch by phone with peers and former managers
and occasionally have lunch, coffee, etc.(four hours); approach and court
mentors in your field (two hours). If you do these things religiously, you
have less chance of being caught unprepared and on the street.
It is too late to start networking upon receiving your pink slip. The point
is to be in the habit of networking (not interviewing) all the time.
Networking has a momentum all its own. The more you do it, the easier it
gets. The following are some specific avenues that work:
Friends and Former Colleagues: Often there is a
cash incentive from their employers to find you, but your friends may be
reluctant to go out on a limb. You will need to reassure them that you won't
hold them responsible for any negative experience you may have. Don't overlook
contractors you have met along the way; they know everything, get around,
and can be discreet.
Former Managers, Directors, Executives: They may
be shy too, in spite of their role; often they don't want to be seen as
aggressively "raiding" their former employer. You will probably need to make
the first move if you want to follow your boss somewhere.
Professional Associations (optional): Sometimes
you will not meet the executive you need to know, but you can get valuable
corporate information and referrals.
Acquiring Mentors/Creating A Database: The San
Jose Mercury News is a veritable gold mine of usable information. "Management
Changes" is printed several times a week in the Business section; you can
expect these announcements to be anywhere from five days to five months old.
This is more accurate than any published index (such as CorpTech) will be.
Also, keep your eyes open for the announcements of new divisions, product
lines, and acquisitions; the General Manager named to a new division may
be the contact you need.
So what to do with these names? Keep a simple database of these potential
contacts/mentors. Then get on the phone and make a sincere request for some
time and advice. Tell them exactly what you are doing (looking for trends,
getting feedback, trying to acquire some mentors) and invite them to lunch
(you are buying). If they can't commit to that block of time, ask them if
you could drop by for 15 minutes before or after work. Tell the truth: you
saw their name in the paper and noted it. Do NOT ask "Uh, I was wondering,
do you have any job openings?" Prepare yourself with several intelligent
business questions derived from research and genuine curiosity. Develop an
authentic interest in how the operation is tackling business issues.
Be prepared to be rejected 90% of the time, and don't take it personally.
Don't be surprised if it takes eighteen negative responses in a row to get
two positives. Attempt to schedule two introductions a month. Your momentum
will build, and you will be fresh in peoples' minds when openings do occur.
This is your access to the hidden job market.
Responding to Ads (This includes Online
Services and Bulletin Boards!):
Be careful with this if you value discretion. Beware of blind ads especially.
You may end up responding to your own employer.
When you see an ad of interest, check your database first; if it has some
life on it,
you may already know the name of the probable hiring authority. If
you are working with a recruiter, they may be open to helping you. (I offer
to introduce candidates even when I cannot negotiate a fee; the good karma
has come back to me tenfold.) Other indexes on the Internet and in libraries
can also help you identify the right person.
Attempt to arrange an informal, brief introduction. At the very least, drop
off your resume in person. You may choose to adopt this as your personal
policy. Stick to it. It is a reasonable stance. Tell the manager or executive
that you are committed to remaining discreet. (A note on discretion: more
people are speaking of their E-mail and voice mail being bugged at work.
Be very careful conducting job search activities on your current employers'
equipment. It is more discreet and more ethical that you take care of these
communications at home.)
If you are working with a recruiter, never respond to an ad until you have
coordinated your response with him. After all, if he can arrange an interview
for you, you have achieved your goal. Do not work with recruiters that bundle
resumes to companies running ads unless you do not care about your exposure.
If you are going to respond to an ad by mail, do so at least five days after
the ad ran. Chances are your paper will end up higher in the pile, and may
get more consideration in the screening process. Remember: paperwork as a
follow-up to a phone conversation makes a stronger impression than a phone
call as follow-up to a mailed resume.
E-mail has some interesting applications for job searches; you can stand
apart from the pack especially if your notes are brief and intriguing. There
may not be any advantage yet to sending resumes electronically.
Recruiting on the Internet has not taken off the way we thought it might.
The main reservation is concern for privacy, and even major Internet providers
are getting dismal response from their postings.
I do recommend the Internet for research: home pages of companies; inexpensive
news retrieval delivered to E-mail; Wall Street analysis of publicly traded
corporations, etc. This stuff is great. I am a little concerned about the
experts I watch giving career advice online; their advice seems highly
theoretical and is not always appropriate for the very small world of Silicon
Valley (your reputation follows you around here more).
Job Fairs: (Westech, etc.) Often ineffective if
handled traditionally because you're so lost amongst the masses. These can
be good sources for corporate information, however. Beware of running into
people you know there.
Outplacement Firms: The search business in the 1950's
was an applicant paid fee business. By the 1970's, the employment agency
was replaced in many markets by the contingency search (employer paid fees)
firm. The Private (or Personal) Outplacement service is targeted toward the
individual needing assistance with resume packaging, interview coaching,
and corporate introductions. They no longer charge you a fee contingent on
placement (% of salary) as agencies did thirty years ago. Most offer expensive
service packages and claim an effective network. But buyer beware! We have
heard many unhappy stories!
Corporate Outplacement firms contract with your
ex-employer, and in case of a layoff you may have access to their services.
These organizations have a mixed reputation but cost you nothing, since your
employer is paying. They will usually concentrate on resume writing and interview
coaching, and many are quite good. But use your own judgement; some advice
is too rigid. The better firms will allow for personal flexibility and will
support you, not redesign you. They do not arrange interviews for you, usually.
Career Counselors: Counseling is traditionally helpful
in the self-assessment portion of the process (testing, personality profiles,
skills inventory, personal relationship to work, etc.) but you can probably
benefit from consultants for some other areas you desire help with. If you
haven't written a resume in six years, you may want a session with a specialist
in your field to get current with the latest buzzwords. Many headhunters
are experts at preparing candidates for interviewing, and you may need coaching
to discover the best way to handle a skeleton-in-the-closet, for example.
If you cannot bring yourself to do some of the self-marketing required today,
you might consider hiring a search consultant(see How to Select a Recruiter)
by the hour or per introduction. (The most ethical of recruiters who offer
this service will refund any personal fees you paid them if they receive
a fee from an employer for your placement.) Negotiations might be uncomfortable
for you; a specialist can probably offer some concrete suggestions customized
to your situation.
Disclaimer:
These are just suggestions. It is hoped that the information provided on
these web pages will be helpful to readers. We assume that readers understand
that any advice must be weighed against an individual's situation. Some of
the information on these pages may be inappropriate for your
circumstances. So use your head! Neither John Barry, Jim Thomas,
nor Linda Tuerk can be held responsible for an individual's particular
use of these suggestions.
Copyright 1997, 1998, 1999, 2002 by Linda J. Tuerk. All rights
reserved.