The Executive Update

Real Networking Requires Face-to-Face Contact

If you have been reading this blog on a regular basis, you know what an advocate I am for networking, whether you are in or out of the job market. But in today’s web world, what a lot of people forget is that networking means more than hanging out in the chat rooms, posting to a Facebook wall, or hanging out on LinkedIn Forums. Face-to-face contact still matters.

I ran across a number of blog posts on the need for in-person interaction.  On her Creating Passionate Users blog, Kathy Sierra wrote about last year’s SXSW Interactive conference, noting that if all these people were connected through Twitter, blogs, etc., why do they need to fly to Austin to meet?

“The point is, face-to-face still matters. And in fact all our globally-connecting-social-networking tools are making face-to-face more, not less desirable. Thanks to the tools y'all are building, we now have more far-flung friends--including people we've never met f2f--than ever before. We now have more people we want to connect with in the human world, often after years of electronic-only contact.”

Which is why we are launching a monthly series of NETSHARE Area Meetings. In the spirit of thinking globally and connecting locally, NETSHARE will host nine monthly get-togethers in cities around the country, each hosted by a noted career coach. It’s the ideal opportunity to make connections with other executives and share insights and strategies. I am sure many of these contacts will result in lasting friendships as well as valuable network connections. I plan to attend the first meetings myself and hope to see you there. Here’s the schedule with links to register:

Orange County/Irvine – first Monday of the month (next meeting February 2)

Los Angeles – first Tuesday of the month (next meeting February 3)

Silicon Valley/San Jose – first Wednesday of the month (next meeting February 4)

San Francisco – first Thursday of the month (next meeting February 5)

New York City- second Tuesday of the month (next meeting February 10)

 

Washington, D.C. – second Wednesday of the month (next meeting February 11)

 

Atlanta – second Thursday of the month (next meeting February 12)

 

Chicago – third Wednesday of the month (next meeting February 18)

 

Dallas – third Thursday of the month (next meeting February 19)

 

Ask the Coach: It’s No Longer Business As Usual…

Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is a post contributed by this week’s coach Kim Batson, The CIO’s Coach.

 

Nor is your job search – usual, that is. If you are conducting a ‘usual’ job search, you may be frustrated at the time it is taking to find the right opportunity, land interviews, and get the offer you desire. Without a change in mindset and approach, your job search may be further protracted. No longer can you simply ‘put the word out’ to a few select executive recruiters and wait for a barrage of phone calls with wonderful opportunities that you can’t pass up. The recruiting community is feeling the downturn also – they don’t have as many companies with plum opportunities requesting their services right now either. If you are top talent, they may still want to talk with you and keep up-to-date with your status, but they may not have an opportunity for you – yet.

 

So, what does this mean to you, the executive in search mode? It means you must adopt a different way of thinking about marketing yourself – and take different steps than perhaps you have in the past.

 

First of all, determine what it is you do – no, I don’t mean your title or the responsibilities you have at a company, but what you deliver – consistently. What results do you bring time after time to the companies you work for? To the clients you serve? To the teams you lead? Qualify and quantify the business impact.

 

Secondly, make sure your resume and other career documents are stellar and that they reflect this value proposition. Consider professional assistance to ensure that your message is powerfully articulated and presented.

 

Now apply innovative thinking to your job search strategy. How would you market a product or service? What steps would you take? What is working well in today’s environment?

 

You might create a list of potential ‘clients’, i.e. companies, that could benefit from the results you bring. Research what their problems are and how you can help solve them. Consider contacting them (the hiring executives, not HR) directly or through a networking referral, and put your value proposition to them. Be specific on how you can propel their business forward even in, and especially in, these economic times.

Ask the Coach: Tools To Target the Right Hiring Contact

Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is an excerpt from this week’s  session with Kim Batson, The CIO’s Coach.

When you are looking for an executive position, how to target the right company, and then the right company contact? Kim’s advice is to do your homework. Identify where you want to live, where you want to work, and in what industry. If you are looking at non-profits, what causes suit you? What corporate culture are you looking for?

Once you have defined your parameters, look in your target geographic area and determine which companies match your criteria, your needs, and your values. Create a top 20 list. Those are your targets. Everyone likes to say they want to work for the Fortune 100, or 500. The truth is that 80 percent of the openings are with small and medium-sized firms, so be flexible.

Now you need to research these companies and really get to know them. You need to understand their corporate vision, where they are going, and who their competition is. Then identify their points of pain, and the hiring authority with responsibility for alleviating that pain.

There are a number of tools available to help you with your research:

Hoovers is a great tool for corporate research. They do offer 24-hour trials for free. If you want to do more extensive research, they have a job-seeker subscription for $1,000 per year (as opposed to about $2,400). There also are student rates available.

Lead411 provides information on many parts of business, including which companies have recently hired, and where the new hires worked previously. If a company is hiring for one job, there may be others. And if someone left another company, there may be a vacancy. They also have information on mergers and acquisitions.

Dunn & Bradstreet offers ZapData, which gives you access on a pay-by-record basis.

LinkedIn, of course, gives you a lot of information about other companies. When you find someone you would like to contact, find out what groups they belong to. You can ask questions through the groups, but be subtle and keep it relevant to the group conversation.

And, of course, there’s NETSHARE Forums. Ask your peers who they know at target companies. You might be able to get a referral or even an introduction.

Can Machines Measure Your Mettle?

I’ve always argued that executive hiring is a qualitative and not a quantitative process. I reaffirmed that conviction the other day when I read an abstract for a new book by Ian Ayres called Super Crunchers. Basically, Ayres argues that in today’s data-driven age of cheap computing power, big data storage, and broadband networks, computers are having a more direct impact on our lives more than ever. His thesis is that areas of our lives traditionally dictated by human experience and intuition are now being managed by statistical analyses. With enough computing power, you can automate anything, from online matchmaking to even predicting when you are ready to walk away from a blackjack table. Here’s a snippet on predicting wine quality I found most telling:

“Orley Ashenfelter is a renowned Princeton economist and the editor of a premier journal, the American Economic Review. He is also, according to one of his many detractors, “an absolute total sham.” His analyses have been called “Neanderthal,” “absurd” and “silly.” What did he do? He simply had the audacity to apply statistical methods to evaluating wine. Specifically, he uses weather data to predict which Bordeaux vintages will taste best after aging. Ashenfelter’s method is simplicity itself. Using public data, he compares winter rainfall in the growing year, average growing season temperature and actual harvest rainfall. He plugs in a few constants, adds the resulting numbers and gets a rating. Ever since he began this project in the 1980s, wine lovers have been apoplectic, constantly raging against him in print and in person. Such tantrums can’t change the fact that he is usually right. The vintages he rates highly generally taste best.”

Now consider how this super cruncher trend affects job search. These days, recruiters are telling candidates to make sure they have they include the right keywords and jargon phrases in their marketing literature, and to format their resume to make it database-friendly. In essence, the entire hiring community is feeding this trend to convert individuals into statistical probabilities that emerge from a database based on a few keywords.

We Are All Citizens of the New Global Village

A lot of the executives I talk to regularly are still struggling with the concept of networking, especially online social networking. What is the real value of a LinkedIn profile or Twitter account? Can you really go to your online contacts to ask for a job?

Networking is more than looking for people who can help your career. It’s about connecting with like-minded people with whom you can share new ideas, best practices, and much more. I was inspired by a recent blog post by Patti Wilson of The Career Company, who was able to point out most eloquently the human side of online networking:

The notion of social networking rose up in cyberspace based on the sociological studies and theories at Stanford University by Dr Mark Granovetter about how, why and where people make connections with each other. We go to the these sites to meet each other, make friends, get dates, do business, find jobs, make deals and save the world.  From a small beginning, Wikipedia lists 100’s of social networking sites online all over the world with hundreds of millions of us participating on them.

What Patti goes on to point out is that through online networking, we gain a sense of greater connectedness. Marshall McLuhen’s global village has taken on a whole new meaning with the coming of the web, and there are now an estimated 144 million blogs where people share their thoughts, ideas, and concerns.  Patti offers a couple of touching examples of a sense of connection we get from interacting with others online: the recruiter who was saved from suicide by his e-group, the young man sharing his experiences at the inauguration, and even the Twitter conversation with a reporter over a new television program.

As Patti points out, “The world shares more than conversation on podcasts, photos on Flickr, and videos on YouTube.  We share our lives.”

And that’s the whole point. We don’t work or live in a vacuum. In today’s world of viral communications, everyone is connected. The whole concept of six degrees of separation is proven true time and again on the web. The online community is vast, and we are all participants in some fashion.

So when you think about networking, don’t just think about “what’s in it for me?” Participate in the conversation. Find outlets for your own insights and inspirations. The more you engage in the conversation, the greater the likelihood that interesting, helpful people will find their way to you, sharing their own thoughts and contacts. The more people you come to know, the greater the opportunities that can come your way. So don’t just surf the ‘net with your hand out, begging for help. Put your hand up and be counted as a participant in the online tribe.

 

Ask the Coach: Remain Steadfast in Your Job Search

Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is a post contributed by this week’s coach Debbie Ellis, President of Phoenix Career Group.

 

No two ways about it, executive employment opportunities are down (and most other levels). Yup, it’s ugly, and we all realize now that it’s likely to get worse before it gets better. But you know what’s constant: business still/will always need effective executive leaders, and the cream will rise to the top. Warren Buffet said, “You can’t tell who’s swimming naked until the tide goes out.” Wow, there’s a picture, but how true! When the market’s fat and happy, candidates and employees can hide quite a bit. When things get lean, you have to “clean up.” Here are some suggestions:

 

1. Be sure your marketing materials are up to date and as good as you are. They must be focused, compelling, and offer an authentic representation of what truly distinguishes you.
2. Stay visible. Try to network within function-specific groups (trade shows, professional associations, etc.). In fact, 56 percent of executives hired in 2008 were identified through personal, “traditional” networking.
3. Stay even more informed. Be very sure you offer the experience and credentials representative of the bleeding edge of your function and industry.
4. Don’t give up! Everyone will get to the next job, but it’s also important to get to the “right” next job so you won’t have to do this again anytime soon.

There also have been some changes in corporate behavior in response to the economy:

 

1. Companies are taking longer to do everything. When resources are scarce, decision-making slows down.
2. Companies spending more on retention than recruiting.
3. Companies are mixing their staffing strategies, including initiating pay cuts and layoffs, reducing travel expenditures, increasing employee health care cost contribution requirements, etc., to cope with the current recession.
4. Companies are trying to lower/balance costs now, so they can compete effectively in the executive talent war that will rage again in (“they” predict) five years.

 In a nutshell, to win, you have to be/stay competitive, and you have to be/stay tenacious. Keep working at the search. Do something every day. Get help when you need it. And make your time count.

Are You a Recruiter Stalker?

An often-asked question in NETSHARE’s Ask the Coach sessions is how much follow up contact is appropriate when dealing with recruiters? If you are pursuing a job opening, you want to be assertive without being too aggressive, and you certainly don’t want to appear desperate, or alienate a valuable resource. So what is the right protocol for maintaining contact?

If you don’t get a response from a recruiter or a hiring manager, remember that it probably has more to do with them than you. No one likes to say no, or that they don’t know anything new, so if you aren’t getting a return call, it probably means the company has decided to go with another candidate or change the parameters of the position. Ironically, those behind-the-scene decisions often occur at the same time you start to feel the hiring manager is being unresponsive. Try using e-mail for follow up. A good recruiter will let you know if he or she dropped the ball, and e-mail allows them to respond when they have definite information, and it allows you to maintain the relationship.  Always ask if you can stay in touch – recruiters rarely say no.

Also bear in mind that recruiters talk to hundreds of candidates about multiple positions, so they may not recognize who you are right away, or what position you were discussing. When you follow up, be sure to recap the position and your last conversation. E-mail is a good tool here as well because you can include your resume as a reminder and request a scheduled time to follow up by telephone.

If you are replying to a posting on a job board, follow-up provides a whole different set of challenges. Your best bet is to target job boards with exclusive listings like NETSHARE, where you have real people behind the job postings. At the very least be sure you have a direct e-mail contact to the recruiting team.

What’s the best approach for recruiter follow-up? Some experts suggest this timeline:

1. Send an e-mail “thank you” note to the recruiter or hiring manager you just spoke to, whether your resume is being considered or not. If you were asked for follow up information or revised marketing materials, be sure your response is timely.
2. After a week, send a second e-mail asking if there is additional information needed, and to show you are still interested in the position. (Note that you may want to change the timing of the second contact if, in your initial conversation, the recruiter discussed an earlier deadline, or indicated that decision-makers might be unavailable until a specified date.)

10 Warning Signs Your Company May Be In Trouble

Everyone who has ever worked knows there is no such thing as job security. And when times are uncertain as they are now, everyone’s anxiety level is higher. Unless you are at the very top of the corporate food chain, you probably don’t really know how well the company is doing. If the annual bonuses disappear or there are sudden cutbacks, does it mean your company is circling the drain?

The easiest way to identify the danger signs is to do your homework. Don’t rely on the internal rumor mill to keep you abreast of corporate events. Look outside the company and see what the rest of the world is saying. The business press often picks up on problems long before they become internal knowledge. Keep an eye on industry trends to see what the experts are forecasting. How is the company stock doing? Is there any recent news that could affect your company’s future? Here are 10 obvious things to watch for to see if your job might be in danger:

1. Merger rumors – If your company is looking to be acquired or merge, your job is in play, no matter what senior management says. Staff consolidation always follows a merger.
2. Poor profits – If you are having a bad year or there has been a major loss, then cutting positions is one way to cut costs. It all depends on where you are in the food chain.
3. New strategic hire – Is there a new sheriff in town? Or are consultants being brought on to address internal issues? It could be a harbinger of staff changes and job cuts.
4. External problems that affect the company – Has there been a watershed event, like new legislation or a big lawsuit or settlement? Remember, if there is a big call for cash or a change in your business climate, jobs are often the first to go.

10 Tips for Effective Networking

With an acknowledgement to Shelly Berman-Rubera, President of Small Business Results of Newton, Mass., and Diva Toolbox, here is a list of 10 networking strategies that any job-seeker should take to heart:

1. Create a defining statement. Many call it an elevator pitch, but you need a way to define who you are, not by a title or service, but that answers the questions “what do you do?” and ends with “what is the result?”
2. Give a great handshake. Your handshake projects your self image so be confident, be firm, and promote confidence.
3. Make eye contact. Look the other person on the eye and exude a positive vibe; think “I like you.” The ability to look someone in the eye is a telltale of your own self respect, as well as a respect for others.
4. Be curious. Ask questions of the other person to show you are interested, such as “What can you tell me about…?” or “What is your goal?” or “How can I help?”
5. Listen. Be present and be sincere. Demonstrate your communications skills by talking about “you, your, yours” rather than “I, me, mine.”
6. Find a common thread. Make a connection through something in common – children, sports, hobbies, clubs, charities, etc. Ask about their hobbies and interests.
7. Use a personal touch. Many people have gotten used to hiding behind e-mail. Pick up the phone and reach out in a more personal way. Send a card in the mail to make a different kind of impact.
8. Be a matchmaker. Take the time to introduce people who may benefit from meeting one another. It helps you re-connect at the same time you are helping someone else.
9. Avoid networking emergencies. Effective networking is all about building and maintaining relationships before you need them. And remember that networking is about mutual support, not just calling for help when disaster strikes.
10. Be positive. You want to be someone other people want to be around, and want to refer to others. Don’t point out what’s wrong, but talk about what’s right and remember emotions are contagious.

The War for Talent: Ten Years Later

The recent research by McKinsey & Company  on Making Talent a Strategic Priority highlights the challenges business is facing with regard to the talent shortage. Ten years ago McKinsey identified the problem companies are having recruiting and retaining the best talent. They labeled it the War for Talent. This latest report shows that many recruiting problems still plague companies – for example, the Society of Human Resource Management (SHRM) says one-third of US companies have done nothing to address the aging work force. However, the McKinsey research also offers lessons learned 10 years later.

1. Build talent across the board. When McKinsey issued its initial report on the War for Talent, the report noted that companies should focus on attracting the top players – those top 20 percent who should be given up to 40 percent more in compensation because of their contribution to the bottom line. The new report shows that you can’t neglect the steady performers – the worker bees who keep the machine humming. Adopting an inclusive recruiting and management strategy creates a vibrant workforce where everyone, including the top performers, can thrive. Some companies are even expanding their definition of workforce to encompass strategic partners and suppliers, investing in training and retention throughout the value chain.