Never Justify "Just" Networking

Before my networking meetings, my wife usually asks me “Why are you meeting them?” You should be asking yourself that same question. In fact, you should have a three part answer.

ONE: How can you build a relationship with the person

TWO: How do they move you closer to a hiring manager or help you prep for an interview

THREE: What commitment(s) are you seeking from them (contact names, an introduction, advice, insight into a company, etc.)

If you don’t’ have a compelling answer, then seriously reconsider rescheduling the meeting until you can. My advice is to never justify networking for networking’s sake. Justify it because of what you can achieve from the meeting.

Why? Here are three reasons to reschedule if you are not ready.

ONE: The person did not agree to meet you, they agree to help you.

TWO: You are one of many people this person is meeting, so you only get one chance to impress

THREE: The best time ask for help is during the meeting, not in a follow-up e-mail.

In the midst of networking, especially after several months, it is easy to fall into a routine and treat each meeting the same. I can vouch for this with personal experience from both sides of the table.

So always remember to ask and answer “Why are you meeting them?” – it’s a great start to make sure you have a great meeting.

Good luck today!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.



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Personal Brand – A simple definition

After I started my search, “personal brand’ was one of the most bandied about terms that I heard. From what I read or heard, I clearly understood I needed one, but they were a bit light or esoteric on the details.

The best definition of ‘brand’ that I have heard: A brand represents a promise.

When my colleague, Rich Faber, used this definition it really struck me how well it applies to hiring someone: The decision to hire someone is based upon on what you promise to bring.

Your promise: What you offer to deliver to the company, its clients, your colleagues, community and yourself.

Take the brands you use regularly:
• They defined a brand promise that is appealing to a specific audience’s need (e.g. minivans appeal to families who need space to haul more stuff than they care to admit).
• You know the brand promise (reliability, taste, quality, etc.), because they promote it where their target audience goes (e.g. on football games, websites, etc).
• You continue to buy the brand because the delivery matches both you need and what is promoted.

Now let’s apply this to your brand:
• Your brand promise is appealing to the companies where you seek employment because you fulfill a need
• They know your brand through your promotion via your network, professional groups and social media.
• They know your delivery matches the brand through your experience (resume), network (referrals) and content provided in social media.

In looking it at in this manner demystified much of the ‘personal brand’ talk and made it much clearer: Create a simple message on how you fulfill a role then make sure message comes out in your resume and what you tell people in the company.

I’m sure that personal brand coaches can add much more, but I hope this gives you a starting point.

Good luck today!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.



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Hiring Decisions – What the Heck is Taking so Long?

What candidate has not asked the question “What’s taking them so long to make a decision?”

We all have been in the situation where you (and other candidates) have the skills to fill a role and the company has expressed a need to find someone with your skills.

So what’s going on when days, weeks and months go by and the decision is still pending (the word ‘pending’ is important, not hearing right away does not mean the role will not be filled – I had a 6 month delay for a job).

I believe that in every hire there are a series of questions that each company needs to answer. If they skip a question, then the hiring process goes on hold, until it is answered.

The link below has a full summary, but in short, here is what I have learned from being on both sides of the hiring decision as to what questions need to be asked:

ONE: Who needs to be involved in the decision? (The office politics wheels spinning on this one!)

TWO: Do we need this position?

THREE: Who should manage the role?

FOUR: Can we reorganize instead of hiring? (Again, the office politics wheels spin)

FIVE: What duties will the position cover? (Never assume it’s the same as before)

SIX: What skills are needed for the role?

SEVEN: Do we have the budget/how are our current financials? (Poor quarterly results may delay a hiring)

EIGHT: Who do we know that can fill the role – internal or external?

NINE: Do we use a recruiter or job board?

TEN: Who needs to interview the candidates?

ELEVEN: Who makes the final hiring decision?
I don’t write these questions to discourage you, but instead to help set your expectations. If you listen to the comments from the company and/or their recruiter, you will get a good sense of how far they have worked through this list of questions. The closer to the bottom of this list, the sooner you should expect a decision.

Every company works at their own pace and style, so when you network try to understand their hiring process – it will help you avoid some frustration and anxiety.

http://candidateschair.com/wp-content/uploads/2008/12/candidates-chair-hiring-process-questions.pdf

Good luck this week!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.

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What I Believe, What I Need to Believe - After Reading Your Resume

As a CFO/Finance executive, I’ve looked at and/or produced a couple hundred business cases. To determine the validity of a business case, I’ve developed a simple system to figure out where to ask more questions. I ask myself “What do I believe and what do I need to believe”.

For example, if our company was expanding an existing product line. I would believe they can do that. If they are going to sell it to an entirely new customer set. I would say I need to believe it. So I would spend trying to determine if we understood the new customers’ needs, if the product fit, etc.

Now take your resume and ask the same questions of believe and need to believe, but from a prospective recruiter, HR, or hiring manager viewpoint (or chair).

Most people who read a resume can figure out by a title and company size if the bullet points generally fit the role a person had. They can establish the ‘what they believe’ based on your resume and knowledge of the industry, profession and role.

Generally, what they ‘need to believe’ are the results claimed (e.g. ‘Saved $5 million annually from ….), because unless they were at the same firm, it is tough to validate. But just imagine the power those statements would have if they were validated.

So whether through your referrals, non-confidential copies of past work, 3rd party references, awards, etc. try to line up as much of what needs to be believed as possible. Actions do speak louder than words, so help prove it!

A quick author aside, I have been tremendously humbled by the success of the Candidates Chair site – with over 20,000 visitors from 75 countries, as it has been fellow candidates sharing with one another that have been a major part of the success. So please know you have my thanks and keeping the sharing.

Good luck this week!

Mark Richards

www.candidateschair.com – Tools and Advice from a Candidate’s viewpoint to help get past job search roadblocks and keep your spirit strong. Please take a visit.


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