Building an Industry Focused Network

How do you build develop relationships? What is appropriate and customary follow up?  This is not nearly as difficult as most people think, you just need a variety of tools and options.

Start with identifying target companies, then look for individuals that you have something in common with, such as similar roles, education, personal interests, or membership in an industry association.

There are many ways to begin and build a relationship including, but not limited to:

1. Personal, face to face introductions/meetings
2. Phone
3. Email
4. Social Media (LinkedIn/Facebook)

Every contact must be specific and focused. Take a few minutes to understand a bit about the person and their background, then start with a simple message, “we are in the same industry and I would like to introduce myself and see if there is anything I can do to help you.”  Sharing industry news, articles and contacts will usually be very well received.

There is a fine line between appropriate networking and being an annoying stalker. Tenured Headhunter, Tom Johnston, shares his internal system for contacting people.

(A) – This is for people that are high potential contacts that hold a very high place in our world.  These are key decision makers. Make a point to touch base using a variety of methods at least once a month.

(B) – These are good contacts, but not quite as good as the A’s. Following up once a quarter is fine.

(C) – These contacts might have long term value, but they are not considered a prime contact, so reaching out and touching base once or twice a year is fine.

(D) – These are the people that you have no interest in building and maintaining a relationship. They are either not in your industry or they are someone you do not want to build a relationship with. Simply delete them.

One of the most common mistakes people make is to go out and actively build a relationship, then land the new role and forget everyone until you want something again. People hate that!

Never leave a message to “Please Call Me”. When you leave a message for someone to call you, you are giving them control. They might call you back, but if they do not, we start doubting ourselves, question our relationship and making that next call is very difficult. When reaching out, simply explain why your calling, offer your contact number if they have a chance to call you back, then tell them exactly when you will call them back and then make that call.  Repeat until you get them on the phone. Never give up control of the process.

As you begin the process of building your network, the keys are to help until you need help, and follow up consistently. When you are actually looking for a new role, don’t call someone and ask them for a job, reach out and ask about their experience with the company, seek their advice and guidance.  

The Creation of the "Why Me" Document

Did you ever wonder when and how the first resume was created?  Legend tells that Leonardo DaVinci created the first professional resume in 1482.  History shows Leonardo moved to Milan in the hope of obtaining the patronage of the ruler of the city, Ludovico Sforza. Leonardo offered his services as a military engineer, sculptor and painter. Ludovico accepted gladly, financing an independent workshop for the artist. Leonardo would stay in Ludovico's service for 18 years.

Now, new technology allows for editing on a minute to minute basis and YouTube, Facebook and LinkedIn bring us "full disclosure" and instant access to the candidate. Now all we need to do is Google someone, to find that in fact they are all over social media sites. Some resumes are even now showing up with a video link for either a YouTube posted Video Resume, or some other professional created document residing on the "Web".

So, what is a candidate to do with all this new technology and the evolution of "how to get hired"?  Retain the basis of a resume - A resume needs to represent a living, breathing document that presents human capital in a format to show in resolute clarity the ROTH - Return on the Hire. As a representative of human capital this document needs to reflect accordingly.  Do resumes, in your reading or creation of them ever scream that to you?  Or, does it seem as if the document that you are reviewing could probably be used for any number of generic companies for the generic jobs posted?  If, this is what you are sending out there, or posting to job boards, chances are pretty good that you are not getting much contact or feedback on yourself as a potential candidate.

A "Why Me" document represents the eventual evolution of the antiquated resume.  As such, "why" you may be good for one position, company or even hiring authority; will most certainly not be the "why" that gets you noticed by another. Each time your resume or the evolutionary document "Why Me" goes out the door, it is a representation of you and what you bring to the table as a ROTH.  Think of that as an opportunity for you to shine. What may "shine" for one, will not "shine" for all.

When reviewing the job description, pick out key components that will be required to succeed in the position.  Highlight on those components of your professional and/or personal experience that would provide a feature, advantage and benefit (your ROTH).  Do some research on the company (I know the internet can be a daunting beast some times, but even a little bit of research will give you some return on your investment of time).  Find out some of their details, what has brought success to the company over the last five years?  Do you have applicable skills that will translate to their continued success, or in the alternative catapult them into success (again going back to your ROTH)?

Do you still need to put in the details of your professional career?  Do you think that Leonardo's resume just simply read "I think you should hire me for military engineer, sculptor and painter"?  Based upon his tenure with Ludovico Sforza, I am sure there were some details involved about his professional credentials.  Yes, you still need details - your vitals/best contact information; employment history (specifically, who, what and when); education and possibly other pertinent details, such as organizational memberships, etc.  All the stuff in between represents the selling of human capital and the "Why Me" factor.