Russell Abbatiello, Career Counselor - Networking Effectively

• 1. Networking Our Way to the Job: Effective Job Search Strategies August 28, 2013 Office of Alumni Affairs Presenter: Russ Abbatiello, Career Services Associate

2. POLL OF JOB SEARCH ACTIVITY VISIBLE/PUBLISHED MARKET vs. HIDDEN/UNPUBLISHED MARKET THE NETWORKING APPROACH Lets begin with the poll 3. Its not you! As the job market only slowly recovers: employers remain overly cautious about new hires, there is more competition for less published jobs, and employees arent leaving their jobs out of necessity or fear of not finding a new one. Still, it is a false assumption to think that no one is hiring, regardless of how bad the outlook. Jobs are created all the time: 1. Company is growing 2. Someone quits or is laid off, leaving a vacancy 3. There is restructuring and/or someone is being replaced An average of 27,000 healthcare jobs were added each month in 2012! 4. While the need is real, most of these jobs never reach consumers eyesthey remain hidden (unpublished) in the minds of the hiring managers, until they decide/need to make visible(publish) the vacancy. The only way to access these hidden unpublished jobs is to reach the hiring managers before they opt to make visible (publish) the job. 5. 1. How typical employer fills open positions 2. How typical recruiter fills positions 3. How typical employer screens traditional applicants To understand what we are up against, lets examine: Understanding these processes will help us better understand the critical nature and value of NETWORKING as the most important and effective job search strategy. 6. 1. INTERNAL: promotion, lateral move, departmental shifts.These hires are efficient, reliable, inexpensive, and promotes pride. 2. SEMI-INTERNAL: part-time employees, temp/contractor, past employees , volunteer, intern .These employees have been vetted and so are easy, effective hires. 3. REFERRALS : networking, word-of-mouth, professional associations, specialty groups .The friend- of-a-friend method. Hiring this way saves money, promotes company health (referral fee), and is effective. 4. STAFFING/RECRUITING AGENCY: third-party recruiters or staffer saves time and money. Screening is all done. HOW THE TYPICAL EMPLOYER PREFERS TO HIRE 5. HUMAN RESOURCES: review database rsums, post ad on job board. Least effective, most time-consuming, most expensive. Job Seeker in opposite direction! 7. How Typical Executive Recruiter Fills Positions: Poll: 35 National recruiters regarding their #1 source 1. Networking (personal network) = 17 2. Referrals = 8 3. Professional Associations = 6 4. Temp/Staff Companies = 3 5. Job Boards = 1 Job Seeker 8. Final Interview & offer is made Executive Pre-interviewed candidates are vetted by team Hiring Manager & Team Prescreened candidates are interviewed Human Resources Manager Active and passive candidates are screened on specific skills, education, and experience from job description Corporate or Agency Recruiter / ATS Software Typical Screening Process for a Traditional Application to Posted Job 9. We Learn: (1) 75% jobs are filled through networking (hidden market) where we are evaluated based on past performance and future potential, and (2) 25% remaining jobs are filled through a rigorous screening & resume matching process, usually initially managed by ATS software (published market). That means100% of the applicant pool (unemployed or underemployed) spends 75% of his/her time chasing 25% of job vacancies, which require an exact fit screening process. WE NEED A NEW ROAD MAP 10. The New Job Search Horizon: Networking More than a job search, this is a people search. Ultimately, it is a PERSON who will be hiring us, not a company. And so we can exclaim loudly, WE ARE ONE PERSON AWAY FROM OUR DREAM JOB! *The sooner and more effectively I can connect with the employers network, the faster and more effectively I can achieve my end goal* 11. It starts with WHO Most job seekers begin with the what resumes, cover letters, online applications, job boards, aptitude tests..etc. The successful job seeker, starts with the WHO. You already know someone right now who knows the person who will help you achieve your goal, or will hire you, or who will introduce you to the person you need to meet! 12. Youve heard the statement often- Its about WHO you know But networking is useless unless the people we reach out to will truly help us. So how do we get them to do this? Building useful connections is all about knowing people, and them knowing you. In biblical times, to know someone or to have knowledge of someone meant love-making- an intimate, vulnerable sharing where two become one. Soul-Mates. Our WHO, begins with our inner circle: soul mates, friends, and family those who know us to our core and have been there in all stages of our lives. The deepest kind of knowing there can be. They will be our bridges, our conduits to achieving goals. 13. Inner Circle Groups Friends of Friends Advocates & Allies ME Lets rephrase: Its about who you REALLY know, who REALLY knows you. And it starts with a very specific WHO. Classmates Professors Childhood friends Social groups Influential teachers HS friends Past boss/co-workers Happy customers Our circle of influence will expand exponentially! 14. Who & Where Referrals Other Methods 1. Identify your who 2. Identify where building your target company list. 100/20 method. 3. Get names of key contacts within your where (the higher up the better) 4. Use who network to reach out and get referral meetings & introductions 5. Meet, conduct informational interview. 6. Follow-up, stay in touch, get more names of key people 7. PT work, Per Diem, Temp, Volunteer, job shadow, stepping stone job to gain experience in target companies *The Networking Approach: Become an insider 15. What message are you sending? All of us carry our own, unique personal environment that is invisibly transmitted to others we meet. Everything that makes you uniqueyour appearance, what you wear, your voice, attitude, beliefs and life experiences all can be presented in a way that makes you memorable! All of it, communicates a message by which you will be judged. The POWER of the first impression! 16. UCLA STUDY Factors that most influenced audiences: 55% by the speakers facial/body language 38% by the speakers voice (quality, tone, pitch, volume, variation) 7% by the speakers words 93% From nonverbal communication skills & voice! 17. Ever more important than any words we use.. 18. Join Groups (alumni, industry-specific, associations), Conduct Company Search Utilize the LinkedIn Job Insider Tool Bar Join a hobby/interest group on Meetup.com for organic networking LinkedIn & Meet-up Facebooks Graph Search Feature Glassdoors Inside Connections Feature Facebook & Glassdoor SimplyHireds LinkedIn Side Panel Tool Indeeds More Feature integrated with LinkedIn.accessed under each job SimplyHired & Indeed Tools for Contact Development: 19. Thank you! Be sure to join LinkedIn Alumni Group Be sure to do a taped mock interview Contact Russ at [email protected] for an in-person, phone or Skype appointment. Building 39 OSA