Why Networking Sucks In The Job Search (aka, Why Networking Isnt Working)

Why Networking Sucks In The Job Search (aka, Why Networking Isnt Working) Many people network into their next job, right? Thats what were told. And we believe it.   It sounds good.   It feels good.   Everyone says it. It must be true. Then WHY isnt networking into your next job WORKING?? Ill give you two reasons why networking might not be working in your job search: 1. Networking takes a long time. Think about planting a tomato. When do you plant the seed?   What do you have to do before you can get the harvest? Its a long process of watching hardly any progress.   It takes time, and care.   Sometimes, you have to go out in the evening and cover your poor little tomato plants or else an overnight freeze will make all of your efforts go to waste. People who plant tomatoes know what they are getting into, and they have a vision of what theyll get when its all done.   They take the time to do what needs to be done. I think we, as networkers, DONT know what we are getting into, and our visions are unrealistic because we dont know what needs to be done. We want to be microwave networkers, where we push a few buttons and 30 seconds later we have what we want you cant expect to simply go to ONE network meeting and get your dream job.   You cant expect to do some searches on LinkedIn and magically get into the CEOs office.   You cant expect to shoot off a few emails to meet people and expect to have them gush all over you as the next best hire. You need to NURTURE RELATIONSHIPS.   This is slow.   And we are impatient. And that is why networking sucks in a job search.   Because it doesnt necessarily produce overnight results. 2. Networking is misunderstood. Its not just about having a slick business card and going to job search meetings.   It definitely is not about arriving late and leaving early (like I did, because I didnt want to network with losers). Networking is not about adding a ton of people to your list.   Whether its adding more people to LinkedIn or JibberJobber, its not just about getting more names and phone numbers. Networking is not about that proverbial we should do lunch sometime, that sometime that never happens. Networking is about nurturing intimate relationships.   When I realized this (as I read Never Eat Alone), EVERYTHING changed.   Everything.   It was still a nurturing process, but EVERYTHING changed.   Networking was more fun, and definitely more rewarding.   I focused on helping others, and was able to give, and serve, and get fulfillment as I developed intimated relationships instead of focusing on is this person going to be able to help me, or am I wasting my time? Many people I meet in the job search just dont get it.   They do not understand what networking is.   Its like planting a tomato in the wrong soil, or not watering it, or not giving it appropriate sunlight if you dont know what you are doing with a tomato plant you probably wont get tomatoes. If you dont know how to nurture intimate relationships you probably wont find your job through networking. Both situations will leave you asking but what did I do wrong? Im sorry that you drank the networking kool-aid and thought networking was going to be your quick-fix, and are now very discouraged because you see no results.   Perhaps you understood networking to be something different? If so, go to your library TODAY and get Never Eat Alone, by Keith Ferrazzi.   This book completely changed my job search. While you are there, get Some Assembly Required by Thom Singer.   It is a great companion to Never Eat Alone, and has tons of tactical tips and ideas. Does networking suck for you?   Why? Why Networking Sucks In The Job Search (aka, Why Networking Isnt Working) Many people network into their next job, right? Thats what were told. And we believe it.   It sounds good.   It feels good.   Everyone says it. It must be true. Then WHY isnt networking into your next job WORKING?? Ill give you two reasons why networking might not be working in your job search: 1. Networking takes a long time. Think about planting a tomato. When do you plant the seed?   What do you have to do before you can get the harvest? Its a long process of watching hardly any progress.   It takes time, and care.   Sometimes, you have to go out in the evening and cover your poor little tomato plants or else an overnight freeze will make all of your efforts go to waste. People who plant tomatoes know what they are getting into, and they have a vision of what theyll get when its all done.   They take the time to do what needs to be done. I think we, as networkers, DONT know what we are getting into, and our visions are unrealistic because we dont know what needs to be done. We want to be microwave networkers, where we push a few buttons and 30 seconds later we have what we want you cant expect to simply go to ONE network meeting and get your dream job.   You cant expect to do some searches on LinkedIn and magically get into the CEOs office.   You cant expect to shoot off a few emails to meet people and expect to have them gush all over you as the next best hire. You need to NURTURE RELATIONSHIPS.   This is slow.   And we are impatient. And that is why networking sucks in a job search.   Because it doesnt necessarily produce overnight results. 2. Networking is misunderstood. Its not just about having a slick business card and going to job search meetings.   It definitely is not about arriving late and leaving early (like I did, because I didnt want to network with losers). Networking is not about adding a ton of people to your list.   Whether its adding more people to LinkedIn or JibberJobber, its not just about getting more names and phone numbers. Networking is not about that proverbial we should do lunch sometime, that sometime that never happens. Networking is about nurturing intimate relationships.   When I realized this (as I read Never Eat Alone), EVERYTHING changed.   Everything.   It was still a nurturing process, but EVERYTHING changed.   Networking was more fun, and definitely more rewarding.   I focused on helping others, and was able to give, and serve, and get fulfillment as I developed intimated relationships instead of focusing on is this person going to be able to help me, or am I wasting my time? Many people I meet in the job search just dont get it.   They do not understand what networking is.   Its like planting a tomato in the wrong soil, or not watering it, or not giving it appropriate sunlight if you dont know what you are doing with a tomato plant you probably wont get tomatoes. If you dont know how to nurture intimate relationships you probably wont find your job through networking. Both situations will leave you asking but what did I do wrong? Im sorry that you drank the networking kool-aid and thought networking was going to be your quick-fix, and are now very discouraged because you see no results.   Perhaps you understood networking to be something different? If so, go to your library TODAY and get Never Eat Alone, by Keith Ferrazzi.   This book completely changed my job search. While you are there, get Some Assembly Required by Thom Singer.   It is a great companion to Never Eat Alone, and has tons of tactical tips and ideas. Does networking suck for you?   Why? Why Networking Sucks In The Job Search (aka, Why Networking Isnt Working) Many people network into their next job, right? Thats what were told. And we believe it.   It sounds good.   It feels good.   Everyone says it. It must be true. Then WHY isnt networking into your next job WORKING?? Ill give you two reasons why networking might not be working in your job search: 1. Networking takes a long time. Think about planting a tomato. When do you plant the seed?   What do you have to do before you can get the harvest? Its a long process of watching hardly any progress.   It takes time, and care.   Sometimes, you have to go out in the evening and cover your poor little tomato plants or else an overnight freeze will make all of your efforts go to waste. People who plant tomatoes know what they are getting into, and they have a vision of what theyll get when its all done.   They take the time to do what needs to be done. I think we, as networkers, DONT know what we are getting into, and our visions are unrealistic because we dont know what needs to be done. We want to be microwave networkers, where we push a few buttons and 30 seconds later we have what we want you cant expect to simply go to ONE network meeting and get your dream job.   You cant expect to do some searches on LinkedIn and magically get into the CEOs office.   You cant expect to shoot off a few emails to meet people and expect to have them gush all over you as the next best hire. You need to NURTURE RELATIONSHIPS.   This is slow.   And we are impatient. And that is why networking sucks in a job search.   Because it doesnt necessarily produce overnight results. 2. Networking is misunderstood. Its not just about having a slick business card and going to job search meetings.   It definitely is not about arriving late and leaving early (like I did, because I didnt want to network with losers). Networking is not about adding a ton of people to your list.   Whether its adding more people to LinkedIn or JibberJobber, its not just about getting more names and phone numbers. Networking is not about that proverbial we should do lunch sometime, that sometime that never happens. Networking is about nurturing intimate relationships.   When I realized this (as I read Never Eat Alone), EVERYTHING changed.   Everything.   It was still a nurturing process, but EVERYTHING changed.   Networking was more fun, and definitely more rewarding.   I focused on helping others, and was able to give, and serve, and get fulfillment as I developed intimated relationships instead of focusing on is this person going to be able to help me, or am I wasting my time? Many people I meet in the job search just dont get it.   They do not understand what networking is.   Its like planting a tomato in the wrong soil, or not watering it, or not giving it appropriate sunlight if you dont know what you are doing with a tomato plant you probably wont get tomatoes. If you dont know how to nurture intimate relationships you probably wont find your job through networking. Both situations will leave you asking but what did I do wrong? Im sorry that you drank the networking kool-aid and thought networking was going to be your quick-fix, and are now very discouraged because you see no results.   Perhaps you understood networking to be something different? If so, go to your library TODAY and get Never Eat Alone, by Keith Ferrazzi.   This book completely changed my job search. While you are there, get Some Assembly Required by Thom Singer.   It is a great companion to Never Eat Alone, and has tons of tactical tips and ideas. Does networking suck for you?   Why?

Finding a Contractor Resume

Finding a Contractor ResumeFinding the contractor resume is a bit more difficult than doing an individual search. It needs to be tailored for the contractors and state that they are available for work. Some of the contractors may not even be aware that they should put their resumes online.A good contractor resume should not only list a list of the contractor's work but should include information on the contractor as well. That way, a potential employer will be able to see what type of work you have done. Some of the contractors will not want their information being online and may request that you remove this information from your resume.Some contractors are still going to put a link to their resume on their site for clients. Although some of them will place a link there, they are not always reputable contractors. Do not take the link at face value. Read the disclaimer box at the bottom of the page and learn what your rights are with a contractor link and you will be able to make an e ducated decision if it is a reputable one.You should also list all of the things that are on your resume that have helped you land a contract. There should be a brief summary of how you made a mistake and were able to change your mistakes. You may have been laid off or passed over for a project. These kinds of stories will help a potential employer to see that you were able to change your ways and work with a contractor and who have a positive attitude.If you feel you need to use a contractor resume to get a job, you should consider including your accomplishments with the contractor that you are talking to. Many people like to keep things as simple as possible but in this case you need to put as much information on the resume as possible. A contractor resume that does not contain a lot of information is not effective.The contractor resume will often have some extra information that can help the employer understand what you know and what you have done. A contractor resume with many y ears of experience is going to be more likely to get a job than a contractor that has just started. Your contractor resume will show the employer what you have accomplished so far. If you were able to successfully switch to a company for the contractor, the employer is more likely to hire you.Your contractor resume should list the job and location that you are currently working at. You should mention any other jobs that you have taken to help add to your resume. Most employers look for the candidate that has other jobs as another point of reference.The contractor resume should have a list of your skills and qualifications and those of the company that you are currently working for. Any previous jobs that you have worked for should be listed as well. A contractor resume that is useful is one that shows how you have changed and grown as a person.

How to Avoid the Job Search Rut

How to Avoid the Job Search Rut I believe that everyone has their own “nightmare career” â€" a job that would turn their life into a living hell. Personally, I think mine would be a DJ at a classic rock radio station. Classic rock DJs have access to three or more decades of some of the best music ever made but what do they play? A mind-numbingly boring selection of seven or eight bands, one or two songs from each, repeated over…and over…and over…and over. Never any variety, even from bands that made several albums’ worth of great material. For some reason, their program directors think that listeners want to hear the same songs repeated ad infinitum. So they’re forced to sit in a studio, day after day, listening to the same songs until it drives them insane. I feel as though some job seekers fall into this same pattern, especially those who are in the early stages of their career. When I was a job seeker, I tended to look for jobs in the same places over and over, even after months of dismal results, simply because those were the avenues I was familiar and comfortable with. It’s comparable to searching for something you lost in a place you know you didn’t lose it, simply because the light is better there. It’s easy to lose focus on the big picture, instead opting to continue with the same routine as you’ve done it all along (are you hearing me, classic rock DJs?). Let’s explore some ways of not falling into a job search rut: Job Boards: Job boards are usually a job seeker’s first stop. Depending on your industry, general job sites like CareerBuilder or Monster can be great resources for starting your search, posting your resume and getting an idea of the current demand in your field. But this should only be the first step. The next should be to search out niche job boards in your industry. It’s rare you’ll find a career field that doesn’t have at least one dedicated industry website that both job seekers and employers can use to apply to or post open positions in the field. If you’re an industry veteran, you’re probably well-acquainted with these sites. If you’re a first-time job seeker, run a few searches for niche job boards in your targeted field and apply for any entry-level positions that look promising. Don’t forget to set up job alerts on these sites so that you’ll be notified when a new job is posted that fits your qualifications. Social Media: Hopefully your LinkedIn profile is up to date and you are active on Twitter. A word of advanced warning â€" you shouldn’t wait until you’re looking for a job to become active on social media. The more preliminary work you do in building your network and connecting with people in your industry, the better off you’ll be when your job search is underway. LinkedIn has an extensive list of job postings, and like the job boards, is a good starting point. But when looking for work, don’t overlook LinkedIn groups. Joining a number of groups related to your field of expertise will automatically allow you to contact and converse with hundreds, if not thousands, of professionals who are gainfully employed in the field you are looking to enter. Once you have joined a few groups, make yourself known â€" post content, ask questions. Let others know you are looking for a job, and welcome any input they have on getting your foot in the door. If you are on Twitter, you may be tweeting that you’re looking for a job. But are you truly making an effort to connect with and engage those who can help you? Take the time to run a search using keywords unique to your industry, and follow people with those words in their bio. Then tweet them, direct message them, let them know you are job hunting. As with any site, the more experts in your field you connect with, the more readily available advice and referrals will be on entering the field. Social media has expanded our ability to connect with industry professionals exponentially â€" take advantage of it! READ MORE: How to Kick Off Your Twitter Job Search Network Everywhere: Even if you’re spending most of your day behind a computer sending out resumes, it’s just as important to get out of the house and stay active â€" and while you’re at it, make an effort to meet people! Everybody has a story about someone they know who got the job opportunity of a lifetime through someone they sat next to on a plane or met in line at the grocery store. A personal friend of mine launched a successful music career by meeting a famous band’s manager in a bar. Until you’re employed, you’re a salesman. Your product is yourself, and always be closing! Just like a successful stock portfolio, a successful job search is based on diversification. Put yourself out there and don’t be afraid to explore unchartered territory in your job search, but don’t ignore traditional job search methods in hopes of stumbling upon a lucky break. You never know from which direction an opportunity will arise, so always keep your ear to the ground…and if it’s playing “Free Bird” or “Stairway to Heaven,” keep moving.

For Better or Worse - Millennials are the Catalyst for Workplace Evolution

For Better or Worse - Millennials are the Catalyst for Workplace Evolution The careers/workplace blogosphere is littered with rants and tirades about the generations at work, much of this content circling around Millennials (or Gen Y, as they are commonly called). It’s fascinating, really, the bipolar takes that have been published. Let’s explore the contrasting views: Millennials are entitled, lazy and untrustworthy: Millennials are perhaps disloyal (Forbes), spoiled brats (CNN) who feel they are entitled to six-figure salaries (Los Angeles Times). Or, they simply want to wear flip flops while at work (TIME magazine) and care more about having the freedom to surf Facebook than get paid well (Silicon ANGLE). Millennials are innovative, perhaps the “greatest generation” yet: Conversely, others believe Millennials are a tech savvy generation with an entrepreneurial spirit (Entrepreneur magazine). They will somehow reshape the stagnant U.S. economy and usher us into the future, global economy. In journalist Joel Stein’s piece (published  in Time magazine), he spends the majority of his exposé slamming Millennials, but then goes on to explore how and why Millennials will “save us all” and “just might be the new ‘Greatest Generation.’” Heck, Tom Brokaw (who coined the term “the Greatest Generation”) loves Generation Yâ€"going so far as to refer to them as the “Wary Generation,” which he means as a whole-hearted compliment. Regardless, millennials are reshaping how organizations recruit and retain talent: I’ve dug through the data, and Millennials are not what they have been cast to be. Let’s start with the foundation. Right now, there are three generations in a typical workplace. Each generation provides unique characteristics, qualities and soft skills learned through the environment they grew up in. Together, these experiences should create an effective and dynamic workforce. Judging from much of the literature on the topic, however, this isn’t usually the case. Instead, the time-honored tradition of older generations labeling the younger generation as lazy, spoiled, entitled and the root of all that’s wrong with the world is running rampant. I have found one major difference in the Millennial generation that impacts how they are being recruited and how they are being managed in the work place. The difference isn’t their use of technology, because this isn’t a generational thing. Sure, Millennials have technology embedded in their DNA, but technology is impacting everyone now regardless of age or generation. The difference isn’t even that they are job hoppers, as employees of all ages are having shorter tenures with employers, for a slew of different reasons. The main difference in terms of employment is that millennials careâ€"more than any other generationâ€"about company culture, brand, engagement and transparency: Put simply, Millennials are more willing to pass on a job opportunity or quit a current career if an organization’s mission does not match their own. Pieces such as salary and career development, just as with previous generations, are non-negotiables. But joining in the rank of non-negotiables for many is that organizations are good corporate citizens. This is not to say that previous generations didn’t have the same moral integrity, but rather that this generation is doing something about it because the world is becoming smaller and more connected than ever before. Ultimately, employees are no longer limited to accepting job offers from local or sub-par employers, thus companies are being forced to evolve or risk missing out on top talent. Proof of this can be seen in the struggles of the financial and insurance industries in recruiting the next generation of talent. Essentially, these industries are struggling to replace retiring Baby Boomers with Millennial talent â€" not because they don’t pay well, but because the Millennial generation just isn’t all that interested working within an industry they view negatively. For example, companies with high burn-out rates and poor corporate culture, among other components outside of compensation. So, what does this mean to employers and those across the talent landscape? If companies want to consistently compete for high-quality talent, they need to evolve: Employers need to effectively tell their story to the target audience. In today’s digital age of immense transparency, employers need to be open, honest and authentic. Employers need to consistently and genuinely portray themselves as excellent corporate citizens.   Employers need to show their organizations as fun, exciting, and rewarding places to work. Employers need to run businesses employees desire to be a part of, places they appreciate, trust and respect. Evolving and taking on strategies such as those bulleted above need to be much more than window dressing, especially as websites such as Glassdoor and  LinkedIn, among others, make it remarkably easy for potential employees to see what life is like within the walls of a company before they even apply for an open position. Today’s job seeker isn’t being fooled by flashy websites and well written mission statements. Millennials are a large and fairly unified group of people that employers must figure out how to recruit, manage and retain. However, as the economy slowly begins to recover and thus provide more power and opportunity for job seekers, these organizations are losing Millennial talent in rapid fashion. As retention and recruiting costs increasingly pain these companies, we will see more evolution and adaptation take placeâ€"because the companies who resist will undoubtedly fall far behind their competition.  Author:  Phillip Marquart is Cielo Segment Analyst at Cielo  cielotalent.com.

How to Use Resume Writing Objective Samples

How to Use Resume Writing Objective SamplesResume writing objective samples can be an invaluable tool in your marketing arsenal. They can allow you to quickly develop a thorough resume that contains your resume objective and employer contact information.Objective writing is a skill that is built over time and requires years of practice. While some people never become skilled at objective writing, you can quickly and easily develop a resume that is professional and stands out from the crowd. By using a resume writing objective sample, you can quickly get to work implementing a resume objective that will increase your chances of landing the job.The most common problem when it comes to writing a resume objective is that you make no real attempt to formulate one. You simply take your pen and paper and start writing down random ideas that you see on television, magazines, and newspapers. While it is helpful to have a way to quickly capture your thoughts and ideas, it is also important to realize that the object of the writing exercise is to convey a professional image.You can gain a number of valuable skills in the process of developing a resume objective. You will learn how to create a strong resume objective that will attract employers' attention and leave a lasting impression. You will also learn how to effectively present this information so that your resume objective becomes the subject of the conversation.The best resume writing objective samples are brief, crisp, and to the point. The objective must be centered on the qualifications you have for the position, but it must also include the information that will help a hiring manager to determine whether or not you should be hired. Use your resume objective samples to create a short and to the point resume that includes all of the information that will need to be included when writing your resume objective.The resume objective that you use should contain the following: Please Contact Me to Discuss an Open Job Po sition. This objective isshort and to the point. However, it contains all of the important information about your qualifications and what the hiring manager needs to know about you.While resume writing objective samples will help you in this process, it is also helpful to seek the advice of an experienced employment lawyer. With a lawyer, you can get guidance in how to write the resume objective that best fits your qualifications and personality. For example, your objective may need to show that you have met several of the qualifications in the objective, while doing so in a manner that demonstrates your personality and attention to detail.By taking the time to focus on the most important aspects of writing a resume objective, you will find that your resume writing becomes easier and more effective. Utilizing resume writing objective samples can provide you with key ideas for developing a more professional resume. Even though this process takes time and effort, the benefits are well worth the time and effort.

Putting My Career In Your Hands - Please Nominate Me Before July 16th

Putting My Career In Your Hands - Please Nominate Me Before July 16th Having the career of your dreams often requires taking smart risks. Thats just one of the lessons Ive learned from Martha Stewart. She had the courage to borrow $97 million dollars to buy her magazine out from Time Inc. and that smart risk led to the founding of her now multi-million dollar Omnimedia company. Perhaps theres a smart risk youve been debating in your career making a career change, taking a sabbatical, or making a side business your full-time focus. Whatever youve been dreaming about, consider taking a risk and giving your dream a chance at success. Be the change you want to see in the world was Ghandis advice.So today Im walking that talk and taking a smart risk to move my career forward byasking you to nominate me for Live with Regis and Kellys Women of Radio Co-host For a Day Search. I want more people to Soul Search, Research and Job Search into their ideal careers and Im excited at the prospects of reaching a larger audience with this national TV opportunity.My car eer is in your hands. To get this opportunity I need as many people as possible to nominate me between now and when the search ends on July 16th, 2010.TO NOMINATE ME:All you need to do is go to the Women of Radio Co-Host For a Day Search website. Once there, youll need to submit why you think Id be a great fit for the job along with the following:My business phone: 212-707-8119A link to The Martha Stewart SiRIUSXM Radio Station website:http://www.marthastewart.com/radioA link to my bio:http://www.maggiemistal.com/about.htmA link to my video reel:http://www.maggiemistal.com/media/how-land-job-interview.htmA link to an audio clip from my radio show, Making a Living with Maggie:http://www.maggiemistal.com/making-a-living.htmA photo of me:http://www.maggiemistal.com/media.htm(Attention Mac users please use Safari to submit your nomination as FireFox and IE may not work.)To return the favor, I would be happy to support you in taking your smart career risk. Comment on this post or contac t me directly with your dream and what you need to make it happen. I promise to take each request to heart and do my best to help you be a success. Thank you for any support you can offer Im truly feeling the fear and doing it anyway!Photo courtesy of Click Flash Photos/Nikki Varkevisser.

5 strategies for filling key jobs quickly (and still hiring the right person)

5 strategies for filling key jobs quickly (and still hiring the right person) 5 strategies for filling key jobs quickly (and still hiring the right person) Employment in the U.S. is expected to grow 10.8 percent between now and 2020, according to the Bureau of Labor Statistics. In fact, in September alone, the U.S. economy added 248,000 jobs. That makes it a job seekers market, especially for those with in-demand skills in engineering, IT, sales, accounting and healthcare. As a result, those who recruit for hot job functions need to understand how top candidates experience the job-change process to fill key roles successfully. A recent study from the Brookings Institution found that science, technology, engineering and mathematical (STEM) positions take more than twice as long to fill as non-STEM jobs. Robert Half Technology surveyed more than 2,000 CIOs and found that 61 percent of respondents admitted it would be challenging to successfully fill positions as they grow through the second half of 2014. To find out how to combat some of their challenges in filling those roles, I spoke with Tom Leung, founder of Poachable, an anonymous career matchmaking service and a former executive at Google and Microsoft. According to Tom, passive job seekers considering new jobs are complaining about working with recruiters and multitasking hiring managers who are desperately trying to fill key roles. They say LinkedIn emails are failing in multiple ways to match them with the right potential jobs. And were not talking about LinkedIns failures â€" were talking about the hiring companies failures to address these hiring challenges the right way. Combat these trends with these five strategies for filling key roles at your company: 1. Speed up response time Passive candidates have a limited amount of attention to devote to the job-hunting process, because theyre busy being awesome at their current jobs. If suitors arent responsive or respond slowly, its easy for their emails to get pushed down beneath the constant swarm and buzz of a candidates inbox. Candidates remember when a company doesnt follow up well, and its amazing how many times weve heard that it can leave a very bad taste in a potential candidates mouth for years. Whether you like it or not, every person at your company who connects with candidates has the power to make a big impact on your employer brand. 2. Pitch jobs to potential hires with the right experience level Jobs that are being pitched to potential hires with the wrong experience level are a symptom of what I call the spray and pray approach. Nevertheless, we hear the complaint all the time. Candidates hate hearing a prospective employer tell them theyd be perfect for a role when its obvious theyre not. You would be surprised how many times the founders of venture-backed companies are actively recruited by large technology companies, without the recruiter understanding or taking the time to research that any move would need to incorporate the entire company the founder is building. Similarly, weve talked to numerous top performers at Google and Facebook who are presented with more junior roles at smaller competitors. This mail merge candidate sourcing gives the feeling of impersonality to recruiting. Companies fail to invest time in selecting roles that are a good match for candidates, and thats why candidates quickly begin to tune out even legitimate recruiters and genuinely great opportunities. 3. Include the hiring manager in the process from the beginning Weve also heard lots of feedback when a hard-to-reach candidate finally agrees to an introductory call, only to find a sudden change in interest from the potential employers end. What starts as a recruiter telling a candidate, I think youd be great! Come work for us, turns into a hiring manager pointing out all the reasons a candidate is not perfect. The breakdown in communication between the hiring managers vision of the new role and the skills that the recruiter is looking for on résumés is a lose-lose. Without good framing ahead of time, these calls usually end with the passive candidate feeling like they were being grilled, as if they were asking for the job and the hiring manager felt like the candidate wasnt hungry enough. 4. Ensure youre in the ballpark with your salary offer When senior recruits are highly compensated at their current roles, and are open to a change, the initial offer often entails a huge pay cut. Its best to make sure everyone is at least in the same salary ZIP code before asking someone to take a day off to come in and meet the team. As the economy continues to recover, potential candidates will be more willing to say no to positions they find interesting when the pay doesnt line up. A mid-year hiring report by Dice.com recently found that 61 percent of hiring managers have had candidates ask for higher salaries after they were offered a position. 5. Cultivate the relationship Money isnt everything. If youre looking to grab someone from Google, theyre going to outbid you, so you need to take another approach. A good relationship can really impact the candidate/recruiter conversation in the long run. Most candidates are open to sharing more about their backgrounds and what theyre really looking for. Unfortunately, they deal with dozens of inbound recruiters a year. Most of them are focused on the open role theyre working on filling in that very moment and the end commission that comes with filling it quickly. This transactional approach to sourcing makes it hard for a desirable candidate to trust a recruiter over the long term to identify that perfect next role.