Networking strategy - Part3

GRASP THE TOOL!

Understand what is behind the scene

Social media is just a tool. The way you network IRL (in real life) isn't different online. The only thing, is that what you unconsciously do appears as steps of a whole process. 

I'm breaking down for you the main goal into intermediate tasks.

By practising, you will get more and more familiar with, while understanding the purpose of such an approach. Then, you'll realise that you already apply it for any relationship building, like friendship. 
And all this "darkness" will come out to the light as just based on common sense!

Keep organised

Networking, even if it can sound like shaking hands and sharing business cards in a nice event, is actually spreading your roots into a specified market: building a structured net like the spider does.

To do so you have to keep in mind:
 - following a strategy focused on your goal
 - the purpose of every action

Then, it will appear as the development of a realistic plan.

Please share your thoughts in the comments section below.

Author - Kevin Simonnet

Networking strategy - Part2

HOW TO GET INTRODUCED #2

1. The target contact

The "etiquette": the polite approach

Never ever, ever, invite a hiring manager to connect with you as your first communication.

First, because an unknown request is more likely to be considered as intrusive and generate a protective reflex.

Moreover, you have to be aware that they now have a key position in the organization. In addition, there is a war for talent playing out there: to good reasons they guard they networks very carefully!

Trust is the cement

The credibility factor is essential, more than a direct issue. The best way is through an introduction. So, I’m afraid you’ll first have to build up your network around the target person before heading to him.

Please share your thoughts in the comments section below.

Author - Kevin Simonnet

Networking strategy - Part1

HOW TO GET INTRODUCED #1

A cheaper way

A trick I discovered is to use groups. By joining, you get the possibility to interact with members of the group. However, this is not to be taken as a new way for spamming!

People deserve the same care and respect you would apply to your target contact. (I will soon publish a specific post on this topic with a back link).

How to ask

You really have to reassure the introducer by:

• Explaining clearly the purpose

Your approach is not to directly ask for a favour  enquire for a job/propose your service, but to simply explore the possibility for a fit between you and the target person.

Tell how this introduction will help you with your professional goals.

• Specify the content

Share the type of question you plan to ask. Reassure the introducer of your kind intentions not to pester his contact.

• Offer to give additional information

Offer to answer to any further precision on the phone. Present it has an option and give your introducer the choice, leaving the final decision up to him.

Don’t call every day to find out whether he has passed your introduction along. Just one call or e-mail reminder is sufficient.

• Be grateful

Show your gratitude for the help this person accepts to give you. Be professionally grateful, not casual.

My example for a job inquiry:

Hi (name of the introducer),

Interested in (name of the company), I’d very much appreciate if you would introduce me to (name of the target contact).

Currently looking for a new challenge, I noticed that this company would be a great match with my experience and aspirations. I’d like to have an informal discussion with (target contact) about (this particular project) and see if I may be a fit for the organization. Let me know the best way to get in touch with (target contact).

If you need any further information about my intentions, I’ll be happy to chat with you. Please let me know whether you have decided to pass on.

Thank you, in advance.

Kind regards,

Name

Phone number

e-mail adress

Please share your thoughts in the comments section below.

Author - Kevin Simonnet

How should Recruiters/Headhunters consider their role - Part2

7 tricks:

- networking: people have to know you in person to warm up a relationship initiate by a cold-call
So, you HAVE to meet with the more of them. Putting a face onto a name and checking hands are basic, but essential to create a lasting impression and make someone remember you.

- emotion. How do they feel working with you? Surveys have highlighted that the emotional string is determinant in generating interest into relationship. It will make someone be more keen to work with you, than with any other recruiter. 

-  side interest: invest in non necessarily business focused relationships. To do so, you have to open our networks to a wider range of actors of your environment (bloggers, investors, advertisers, incubators etc… and not only the decision makers).

Visit your clients as you pass by their office or invite them to coffee with a firm intention not to try to sell anything!
That will make you stand out from the crowd and change their perception of you: not "just like another sales person”.

- expertise: recruiters have to know their market (map the companies, follow trends, attend specialized events...) and get at least a veneer on the technical aspects.

- consulting/counselling: you must be able to advice. Companies and candidates have great hope and expectations towards us. Unfortunately, the only contact we have is limited to job filling. What leaves them frustrated. 
That brings to a situation where they don’t even try anymore to share with us. As a recruiter, you are more than just a box ticker. Sharing your networks, giving advice on their career, inform on the latest trends, offer to promote them or invite them to an event… and you will see the smile coming back to their face.

- great fit: too often recruiters consider their job as a sales job. Filling a position is not a one shot. You don't "sell" people! The purpose of recruitment is to fit the candidate's aspirations to the company expectation. This demands to be smart, listening and careful. 

- honesty: it's obvious to say, but apparently worth hammering home, that recruitment is based on building relationships stone by stone and the cement is trust. 
When filling a position, you have to be 100% convinced that it's the right fit. Your client and candidate will know how to reciprocate.

Please share your thoughts in the comment section below.

Author - Kevin Simonnet

How should Recruiters/Headhunters consider their role - Part1

Our ever changing world

In our today’s globalizing world and the rise of HR as strategic to a company, we are more than ever required.

With the Web 2.0 and the emergence of social media, we have access to an international broad audience. Our challenge is to learn how to use social media as a powerful tool for networking, marketing and communication.

With those new areas, our job is getting more complex and dense.

What is a Talent
A "Talent" is a highly skilled professional with a great potential to evolve and a valuable personality.
Companies are not just looking for a skillset anymore (hence the insufficiency of the hard-copy Cv), but they are investing in a human resource, in other words, a human capital.

On top of the necessary requirements, they are after someone that can bring on board a:
- genuine dedication to his jon driven by passion
- potential at flourishing and evolving with the technology advancement
- personal project that he could lead whitin the organisation as an intrapreneur
- strong networks to share with peers and grow the reputation and the knowledge of the company

Talents are chased all over the world: this is now our candidate pool. We have to spread our networks subsequently. Having a cross-cultural experience is a serious advantage.

Please share your thoughts in the comments section below.

Author - Kevin Simonnet

Do you recognize yourself in this description?

Why social media is so special?

The recruitment industry, as focused on connecting people, is directly and deeply impacted by the emerging revolution of Social Media.

Decades before the only way to apply was by directly posting a Cv in response of a job ad. Nowadays, it is a much broader range of channels  that are available.

Most of us have a LinkedIn, Twitter, Facebook profile. We know there is a great potential behind, but still wonder to find a way to take advantage of those powerful tools.

Maybe you lack of:
- time
- energy
- attention; already dedicated to other priorities like the objective of quick profitability that can’t wait a long term investment
- a guideline. You can feel overwhelmed by so much to do, that we don’t even know where to begin
- trust and convection. Maybe you perceive social media as not serious enough to be a business tool. 
Just one statistics: the fastest demographic on Facebook is 55 and the average age of a Twitter user is 35

Or is it because you don’t see the benefits you can get.

Well, I did
That's why I decided to quit my job and work in a co-working space for start-ups. I could then dedicate myself 100% to that project as I believe that social media is the future of Recruitment.

Please share your thoughts in the comment section below.

Author - Kevin Simonnet

The benefits of social media

Break the common foolish assumptions:

- Cv blast don’t work

- The real career opprtunity is not advertised
- The selection for Talent begins a way before the formal job interview

Be pro-active in a modern job search!

Discover your interest: 

Get to know: 

- how hiring process works

- the cross benefits you can get

- the actors of the process and what they are actually looking for

- maximise you networking business opportunities

Please share your thoughts in the comments section below.

Author - Kevin Simonnet