The internet changed all that, dominating job search and recruiting with job boards and online listings matching individual skill sets with specific position requirements.
Resumes went digital, but at the same time, more and more successful candidates obtained job leads before their competition by having an inside connection at their new employer.
Nowadays, networking contacts are the best way to access new opportunities, avoiding the crowded and often ineffective job board process. With the growth of social networking, job searching looks more like a marketing and PR project than the traditional application and interview process.
The Networking Advantage
In today’s competitive environment, the most effective, efficient job search strategy leverages the principles of modern marketing and adopts public relations best practices. Incorporating these tenets into a job search campaign that relies on networking is the most effective and efficient way to land a new job in today’s environment.
Word-of-mouth, referrals, and networking generate the best leads to potential new opportunities, better than job boards, career fairs, online applications, corporate websites, external recruiters, classified ads, etc.
Focusing too much time and effort on anything other than connecting with individuals with insider knowledge or contacts is not likely to produce a job lead. This means that devoting job search activities to networking is the preferred way to find a new job.
Targeted Networking
Networking means developing relationships with company insiders and leveraging these connections to promote a positive reputation among those with hiring authority.
Research studies repeatedly show 70 - 80% of new hires result from a personal connection. Many of these jobs are never advertised; they represent the hidden job market.
Therefore, the best way to turbocharge your campaign and accelerate your progress towards a swift, successful smooth landing into a great new career challenge is to -
- Develop relationships with individuals who have authority to hire you, and
- Have connections to individuals who can recommend you to those who can hire you.
Why?
The hiring managers (and their bosses) are the only ones who have the budgetary authority to hire personnel.
Human resources and external recruiters do not have this authority. However, HR and headhunters can screen you out of an opportunity for which the hiring manager might consider you a viable candidate. All the more reason to rely on inside contacts to promote your interest to the hiring manager and not to depend on HR or recruiters to assist you with connecting with decision makers.
Bottom Line
Only the hiring manager knows the challenges for which they are responsible and can determine what mix of resources will address these. They are the only ones who can restructure their team, change assignments, adjust priorities, and authorize funds, etc. in order to add talent. The decision maker knows what their organization needs and has authority to allocate resources to achieve their goals. Prospective employees who present their interest and potential contribution to the decision maker directly increase their chances for landing the job.
© Copyright, 2011, Debra Feldman. All rights reserved. Used with permission.
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About This Author:
Debra Feldman is the JobWhiz™, a nationally recognized executive talent agent and job search expert who designs and personally implements swift, strategic, customized senior level executive campaigns. Connect with Debra on LinkedIn or on Facebook. Follow @Debra_Feldman on Twitter. You can also email her (DebraFeldman@JobWhiz.com), or contact her via her website, JobWhiz.com.
