The art of networking – Escalator of success

The art of networking – Escalator of success

 

Be it any profession, networking is quintessential. If you are a doctor, an engineer, a teacher, a businessman, a shopkeeper, a blogger or a recruiter, you need to have that thing for networking. Even a housewife needs to be a networker too. She also needs to build a network with other housewives, park mates, hobby mates, vegetable vendor, grocery man, milk man etc. So networking is an ingredient without which the recipe of life becomes tasteless. I want to talk about networking today. Here we are not talking about web networking sort of thing, we are talking about people networking.

For me networking is an art. Either you are a born networker or you are not. If you are a born networker, things are easier for you. I know so many people who can be described as born networker. They might not be potentially successful but they are always surrounded by influential and successful people. Networking can actually make you come close to those people who are going to be your partners on the elevator of success; I consider ladder of success is outdated. Gone are the times when people used to talk about the ladder of success. That ladder was very fragile. Only one man could get on it at a time. The steps were so brittle and weak, that they were not able to manage the extra burden of responsibilities. The person climbing that ladder of success either falls down or reaches on the top too late. This is the era of Elevators. The Era of rapid fire success. I do agree that there is no short cut to success but I really don’t mind to get on a high speed vehicle to cover the long distance in lesser time. Nobody ever said that we need to walk only. I prefer elevators of success over ladder of success. These are well equipped, well installed. They have all the measures to avoid injuries and accidents. They are superior and of course comfortable and easy. As on a ladder of success only one man can climb at a time he might stay alone on the top or when he drops at the bottom. What if he needs an extra support while getting a little imbalanced while going up? There is nobody around. He may fall down. But on the other hand, on elevator of success, many people can go up at the same time and they all stay close to each other. Even if you fall, the other person is there to help you. On this elevator of success you take people along with you. You all reach on the top one by one and sometimes together. It reduces the effort and enhances the efficiency. This is what we do with networking.

When we talk about born networkers, we talk about outspoken, easy going and friendly people. How many friends did you have in your school will indicate if you are a born networker or not. I had three friends out of which only one is still in touch with me. I am not a born networker. I know my friends who are still in touch with their school friends and they were plenty. Born networkers are networkers’ every time. I mean they never leave their trait of networking behind them. They will try to use their networking skills even when they are travelling in an aeroplane, standing on a railway station, watching a movie or even using a loo. They don’t mind talking to people at any time. Nothing pulls them back unless the other person is not keen to interact. Distances are not a hurdle for born networkers. They don’t mind making long distance calls or chatting online. The distance of their known ones can never be an obstacle to keep them away from that person. They’ll be connected always. Born networkers have a very good memory. They never forget names. They meet a person at one time and feed his/her name in their inbuilt memory card and never forget it. They never forget faces. If they have seen or met a person once, they can recall it again after a long time. Born networkers never mind poking in your personal lives. This is again a characteristic of born networkers which can positive and negative both, at the same time. Positive because getting to know about the personal life of other person might make your relationship stronger than before. Negative because that person might feel offensive about it. Born networkers are usually talkative. They are chatter drums. They can talk and talk for long on any topic. They have so many people in their wide spread network. All are with different interests, tastes and likes. So they need to know about each and every aspect of vital topics to be discussed, never know which topic may serve at which connection. So, born networkers are usually knowledgeable and curious people.

As born networkers are having the advantage of being gifted, the non-gifted people must be feeling a little jealous or left behind. Few people hate talking to strangers and they have a very limited friend circle. Such people are not very extrovert generally and even if they are, they are choosy for their friends. In fact sometimes they treat even their friends like mere acquaintances. So such people are not left with too many people on their path of success and they end up using ladder of success instead of elevator, because if you want to use the fast and efficient elevator, you must be comfortable to climb on it with others. If you are too choosy and solitary, then elevator is not for you. I am extrovert but I don’t like to talk to everyone. I have my preferences. I have a list of topics on which I can talk and would like to discuss. I can’t just go on talking on any topic. I decide which person to talk to and whose number to save. I really don’t remember names and faces if I meet a person after 4-5 months. Sometimes very strange things have happened to me, I’ll meet somebody walking on the road, the person will wave to me. I’ll also wave because that man seems to be a known man. I’ll speak to that person for 15 minutes and then we said good bye to each other. I didn’t know his name. After reaching home I realised, He Was my neighbour’s husband. That’s the reality of non-gifted people. So what do we do to enhance our networking skills? We all know the importance and significance of art of networking in our career and personal life. But what if we are not amongst those gifted ones. What to do to prove ourselves as good networkers because many like me would like to climb the elevator of success instead of elevator.

Make up your mind

What does it mean? It means get ready and get set. Prepare yourself. Decide if you really want to be a good networker. If you are scared of fast and rapid life with lots of people around, then better don’t take this way. Once you decide that you actually need that enzymatic reaction of networking to boost the speed of growth of your business and want to see your business mushrooming, then get started for the practical exposure. Doing it half-heartedly, will waste your time effort and money. So make up and open your mind doors to Networking.

Start with virtual networking.

Virtual networking is the intangible form of networking. Start with virtual networking. Register yourself on all the social networking sites and professional networking sites or networks. Start importing contacts. Send invitations to people you know and then people whom they know. Your school mates, college buddies, friends, wives’ Friends and relatives, colleagues. Yes if you can do it all on your own in less than two hours, than consider that the drill has just started for you. Sign up on Facebook, Twitter, LinkedIn, Google Plus etc. Stay active on these social networking sites and start making your own friend circle. Make your communities, groups or pages on these sites and gradually start getting in touch with those people, whom you have lost contact with, from last three days.

Reach up to real networking

Starting with virtual networking, reach up to real networking. Make outing programs with your friends, or call them to plan someday for coffee. Call them at your place and go to their places often. Start talking to all your friends to day. When we talk our well settled, dynamic . Start meeting people, start calling people on their phones. Do not avoid invitations to parties, be it birthday party or a company official launch party. Make it sure that you attend every party and you meet people.

Try to become Technology Friendly


As you don’t remember names and faces, take assistance from technology. The moment you meet somebody, save his number with all his details like email id, company name, website and address on your smart phone. Be ready with your phone or gadget every time. Save all the birthdays, anniversaries or occasions in your phone and don’t forget ever to wish everyone. Use your phone calendar frequently. Add all of your friends and colleagues on your BBM list (Black berry messenger list).

Pretend to be a social party animal

People stop calling you for get together or parties, be it official or personal if you seem like a disinterested kind of a person. Nobody want a gloomy face to spil their party. Always show your interest to be a part of the party or get together. People will then like to invite you and you can start expanding your network. If you will avoid meeting and talking to people after some time people will start avoiding you.

Organise dinners or get together

Is not good to be on the “invited list” always. Take initiative to organise dinners or parties at home or some good places. Invite your friends, your colleagues with families. Your boss, of course, with whole family. This will improve your relationship with your relative and peer group and good relationships are always for the better.

Join activities

To spread your network more socially, Try and join activities like Gym, sports, kitty parties, cricket clubs, youth association, RWA’s etc. These association or activities will bring you in touch with those people whom you can never meet otherwise. You can make a good bunch of friends this way, having a similar interest.

Attend conferences or conclaves

Professionally you can do so many things to let people know about you and to know people. Attend the conferences and conclaves organised by some many organisations these days. Just few days back I attended a conclave. The talent acquisition conclave 2011. Believe me in just 3 hours I met all those people whom I was trying to head hunt from last two months. I met all those people; they are on my client list today. Not only has this, so many people who were known in the industry, come to know me too. These professional conferences are absolutely perfect platform for networking.

Organise seminars


As I am into training and staffing, I can spread the word about my company and the services we provide, by organising various seminars and conferences, like web chats, webinars, seminars, quiz competitions, free training programs, and discussions forums etc. This will invite the known and similar industry people and we all can network together. This will expand our network and we shall understand the industry in a better way. In staffing industry, Networking plays a major role, as its all about people, people and people.

Feel ok about personal conversation

Sometimes in a party an awkward situation pops up when somebody asks you a personal question or some awkward question. Don’t be uncomfortable with that. This will just pass away and then you’ll feel more comfortable talking about your personal things. Being an introvert, we don’t like sharing our personal life with others, but it happens that somebody who is really important for you asks you something very personal. Neither you can answer the question nor you can avoid the person. Its better you make a choice and answer the question. In fact I suggest that to be counted amongst the friend list and good books of few very important people, we also should not hesitate to get a little personal. This just brings the two people in a comfort zone, where it gets easier to break the ice.

Don’t be shy to behave as a poker

Sometimes you are in a party and you see that business tycoon, you always wanted to meet. But he seems to be surrounded by so many people. You start feeling awkward how to enter the crowd and talk to him. What if he asks you to come later, what if he doesn’t respond to you? Or sometimes the person you want to meet, is sitting alone in a corner and doesn’t seem to be in a mood to talk, then also you feel why to disturb him, what If he gets annoyed. I say, don’t think that much. Cut the mumbo jumbo and just jump. You got to talk to that person. He is important. Go into the crowd, be confident, just look into the eyes of that person, let him look at you in the eyes, say excuse me to all of the others, extend your hand to shake and introduce yourself with a big friendly smile and warm gesture. Start throwing magic words. If he is sitting alone, it’s easier, be polite, go and ask him if you recognise him right, As he say yes, express your luck to have met him today and again start throwing magic words. Don’t be shy to poke.

Keep a planner handy

As you are not a person with great memory, always keep a planner handy. Jot down all the important dates, things and appointments into it. Now you’ll say why not to use our phone or laptop for that. Well, it’s a scientific truth, whenever we jot down something with a pen or pencil on a paper, we remember it to the longer time as compared to when we type it. So write it. You can use your mobile or laptop to remind you as your planner or notepad wont jump up to remind you about your appointment but your mobile and your laptop can.

Be generous

Be generous. When you are out in the market to expose your business, to network, to market yourself. Others might be doing the same. I have seen people in a conference eager to meet with influential people, running here and there behind those people with their visiting cards in hand, but when somebody else approaches them, give them respect and tries to share visiting card, they show air of arrogance. We must be generous out there; this kind of attitude will not take one anywhere.

Enhance your listening skills


You are not a talkative person. You are here for networking. People are talking to you but you don’t have anything to say. Don’t worry, don’t run away. Just improve and enhance your listening skills. If you can talk at least listen. Those who love talking always like those who listen to them So, be one of them. Use your each and every skill for networking to elevate the success.

Don’t be lethargic

Few professionals act lethargic. They avoid get together, parties, professional meetings etc. They feel lethargic to do something about their weaknesses. If you are not a bad networker, you must not let it be. One must try hard to work towards it. This definitely won’t harm anybody. We must feel energetic and boosted every time, so that we don’t miss any opportunity to grow more.

 

These are just few practical tips to become a networking person. Networking is a must these days. The one who knows people is always considered more powerful than one who knows people. And we know people only when we network. So networking should not be avoided. If one has learnt the right art of networking. There is no looking back.

 

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The malpractice – Feedback is what recruiters take and never give

The malpractice – Feedback is what recruiters take and never give


I have been a recruiter myself. Who knows it better than me? I don’t mind accepting this truth that we recruiters really shirk the work of giving feedbacks. There can be n number of reasons for this, but the fact is, we have injected this malpractice into the bloodstream of recruitment industry. There was a hot discussion going on the recruiter’s network of Linked-in one day. Some gentleman has put forth a question, “How many of you actually get a feedback from the recruitment consultant after an interview?” The discussion was already getting the 111th comment that was mine. I tried to defend the community of recruiters a lot by telling them that it’s not the case in general but, I was kicked out of the discussion by the flood of comments after that. All comments were from the victims of recruiter’s brutality of not giving them proper feedback after the interviews. I thought there is no point arguing with the rest of the world of sufferers and lets join the club of being guilty. Though I tried hard to convince them with the supporting facts of lack of time, lack of importance and even lack of connectivity (Know it sounds rubbish) but they all were not ready to be given a compromised compensation. So at last, Yes, I do agree, Recruiters lack the commitment towards their work when it comes to give the feedback to the candidate about their interview or any other aspect.

Let’s discuss the what, when, why and how of the situation.

What?

We will definitely won’t discuss what feedback is. Here we shall discuss what should be the right feedback practice. When we work as recruitment consultant, we must act like one. Lining up numbers of interviews and trying hard to close the position is definitely a vital part of the job but, not whole of the job. We have to maintain a chain of communication with the client as well as the candidate. We are the connecting links between the client and candidate. We are the chain between the demand and the supply. We have to act like a well organised and equipped platform to carry this function in synchronisation with the market scenario. Feedback is the form of communication we carry. We are supposed to give the update of supply to demand and vice versa. We must make the “demand” aware about the status of “supply” and must make supply aware of the status of demand. The case is we update the demand about the status of supply but we ignore the vice versa. The client we are dealing with is creating a demand and we are the source to supply. We have the access to supply or I should say we have the access to the quality supply. We need the efficient supply to fulfil the demand. We get the business done when demand meets supply and the need is fulfilled. So, for a recruiter a candidate is as important as a client. But we ignore this factor. We prefer the “supply” part pre selection and “demand” part post selection.

When?

Pre Selection Scenario

We concentrate more on the supply part. We activate all our senses, kick all our neurons and boil the grey matter to find the right candidate. We use every art and tact to convince the candidate to apply for a particular job. Honestly, we also sometimes convince a candidate to look for a change if he doesn’t want to, just because he fits the requirement. We manipulate the interview timings as per his suitability and try hard to convince him to reach on time. We make sure to add him on our linked in network and sometimes on twitter and Facebook too. We don’t leave any loop hole which can be a reason for him to get out of our grip. Out of our 40 calls per day , 35 calls are to the candidates whom we have convinced to appear for the interview.

Post Selection Scenario

Interviews are over. Selection is done. We get relaxed. Our neurons start getting back to the sleep mode. Senses become sleepy and grey matter eats laxative. We start concentrating on the candidate who has been selected. In fact, not only that we start calculating the commission of the total billing amount. We start to shift our focus from supply to demand. The amount to be offered, notice period, offer releasing date, joining formalities and bill to be raised. We focus on the payment cheque we are about to get after two months and the figure to be quoted on that becomes our favourite topic of discussion. The candidate who has been selected becomes the hen laying golden egg. But we concentrate on egg not on the hen. In this era of “money on my mind”, we forget to call the rest of the candidates who have been interviewed. Those candidates, who have cancelled few of their important meetings to attend the interview. The candidates whom you have called in the odd hours of day to convince them to go for the interview. The candidates, who were equally qualified, interested and eligible for the demand. They were also carrying the potential to become the hen laying golden eggs.  We never call these candidates in the post selection era. We never bother to call them and let them know the feedback of their interview. What went wrong, why they were not selected, what other options they do have, what changes they should make in the cv? This is what the ideal profile of a consultant says. We simply ignore all this. We chose the easy busy road.

Why?

Why feedback is important? The recruitment consultant today has forgotten his role completely. The irony is that we understand the job description of all the roles in the industry. We understand the hierarchy of all the companies we work for. But we don’t understand what role we are playing in the industry. We need to understand our job description too. The consultant has to act like one. Our feedback is important for the parties, the client as well as the candidate.

 

For Client

If we are giving a wrong advice to the client we are wasting their money, their time and effort. If we are giving a wrong advice to the candidate, we are spoiling his career. We can not take our role so lightly when we know that somebody’s career and money is on stake. Our client trusts us and we trust our expertise. We must be knowledgeable enough to show him the right candidate and must let him know in detail about each and every candidate. We must advise him that who could be the best candidate for him keeping all the aspects of money, skill, knowledge in mind. We always know which candidate is good and which is bad before the client knows it. But we always ignore this instinct of ours. Because we are getting used to always use the “hit and trial method”. We have stopped trying the “bull’s eye technique” long back. We never give any negative feedback about any candidate who is appearing for an interview because we don’t want to take even 1 % of chance. Who knows who get selected? We should know all the pluses and negatives of our candidates and our client must get this feedback from us. This will help the client to make the right selection and that’s what we are supposed to do, to facilitate the right selection. If we take it as our responsibility to give the right feedback to our client, half of the work is done.

For Candidate

After interview, we as a recruiter call our client to take the feedback. We get the name of selected candidate. We bang the phone and make the first call to the candidate who has been selected and give him the good news. Than we discuss things like time and mode of resignation, notice period, CTC, appraisal, expectation etc. Than we coordinate with client regarding bill raise, percentage of commission, renewal of contract etc. We all have the tendency to forget the other candidates who have appeared for the interview but were not selected. We never call them and never give them any feedback. Why? Because we never ask our client why the other candidates were not selected. We never work with “what went wrong where” methodology. We ignore these candidates and they keep on waiting for our calls. When they call us either we reject the call or we say the feedback is yet awaited, no feedback, we’ll let you know and lot many crap stuff. Passing on the wrong information was never a part of a recruiter’s job description. We must take care of what we say to the client and to the candidate as our feedback matters.

How?

Know your Job Description

Instead of doing doctorates in all the roles and their job descriptions, a recruiter first of all must work hard on his own job description. Our role does not include to just making calls to the client and the candidate and pass on their messages to one another. They can do it better than us on their own. We must talk to them and consult them. We must come up with advices which can help our client to make a better selection and we must keep him updated with all the information we have about the candidate. This includes what we feel about the candidate. We must share our instinct and judgement towards a candidate with our client. This is our feedback to the client about a candidate and then after we should ask for his feedback.

Make a practice

Whenever we get a call from our client regarding update of a selection, we must make it our practice, to ask about the reasons why the rest of the candidates were not selected. If we’ll ask the reason the client must give the reason. We never take the initiative to ask so we never get it. Then we must call or send email to all those candidates who were not selected and must update them about their result. I prefer a telephonic discussion followed by a regret email. Not only this must have we taken out time to discuss what the options they do have in hand. We must assure them that they will get a better opportunity and we’ll help them get one. This will also help us in building a relationship with that person. Then after we should call the person who has been selected and follow the further procedure.

Be a remedy, not a cause of disease


When somebody is rejected in an interview, it can affect his mental state in various ways. When we are not giving a feedback to a candidate and avoiding his calls, it creates a bad impression on his mind for us and for himself. He thinks we are not worth our role and he is not worth his. We must not let this happen. We must give him a proper feedback with a positive attitude. When calling a rejected candidate. We must be ready with some other options to offer him available in the market, and if there are no options available at our end, we must ensure him that we’ll be trying our best to do our best for his candidature. We must give him feedback in such a way that he feels positive and optimistic towards us and himself as a professional. We can act like remedy to cure his frustration caused by rejection. We should not be the cause of his frustration on himself.

If we implement this practice in our daily work life, we can bring many changes in the role of a recruitment consultant and of course the recruitment cycle and procedures will also become more efficient and the community of recruiters will gain some more respect.

 

 

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