Most people think of networking as seeking out people who are relevant to your job search. This should not be your only target population. Consider these four possible types of contacts.
Most people think of networking as seeking out people who are relevant to your job search. This should not be your only target population. Consider these four possible types of contacts:
People Relevant to Your Search AND Willing to help
People Relevant to Your Search AND Not Willing to help
People Not Relevant to Your Search AND Willing to help
People Not Relevant to Your Search AND Not Willing to help
Many focus on the first group -- people able to help who are willing. The braver ones also tackle group two -- people able to help who are unwilling – and try to win them over and make them willing. However, don’t forget the third group – people willing to help but who may not appear relevant to your search. These people may be more relevant than you initially think (e.g., they may know some relevant people).
Family and friends are common examples of Willing/ Not Relevant people. But every group to which you have ever belonged is a potential source of Willing people:
Schools – elementary, high school, college, graduate
Race/ ethnic/ religious affinity group
Social service group/ community organization
Professional organization
Geographic community
Hobbies (e.g., neighborhood chorus, sports team)
Remember that some groups are tight and willing to help even a stranger from the same group. I know a PhD in biology who got a venture capital job, not by networking with the VC crowd, but by networking with other PhDs in biology who transitioned outside that field. These fellow PhDs knew what this candidate was going through and wanted to help one of their own. One of these PhDs had transitioned into banking. He had some VC contacts, and the rest is history. If this candidate had focused only on who was “relevant”, he may have missed this important contact.
Is Your Job Search Flexible or Just Unfocused?
As a recruiter, I’ve seen lack of flexibility on the recruiting side with employers clinging to every last detail in their ideal spec while perfectly good candidates get overlooked. As a career coach, I see jobseekers prematurely dismissing possible targets waiting for that perfect job. It’s true that you want to be focused in your job search (otherwise you dilute your efforts and come across as scattered and possibly desperate).
5 Questions to Test If Your Resume Is Recruiter-Proof
After recruiting in search and in-house for over ten years, I have read thousands of resumes. Due to sheer volume of resumes received and all the other things that vie for the recruiter’s attention in the hiring process – scheduling, interviewing, networking, reference checks, client debriefs, and more – the resume review process is ruthlessly quick.
Why Conventional Wisdom On Work Flexibility Is Always Wrong
In a previous post, I wrote about why employment statistics are always wrong. In a similar way, conventional wisdom on work flexibility is always wrong. It is impossible to generalize something that is inherently case-by-individual case. Therefore, any boilerplate advice or conventional wisdom is bound to omit a key consideration, underweight or overemphasize other considerations, or take too long-term or short-term of a view.
