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Intelligent networker:
a 360 roadmap to smarter job search
intelligentnetworker
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Intelligent networker:
a 360 roadmapto smarter job search
Designed for intelligent, ambitious job seekers:
These intelligent executives will be in proessional occupations, at senior management, director
level or CXO (Chie Executive Ocer, Finance Ocer, Chie Marketing Ocer) level throughout
industry and commerce. Theyll be senior executives and managers, salespeople, nance executives,
marketers, customer services executives, lawyers, management consultants, operations and logisticsspecialists, and IT consultants and proessionals. And lets not orget HR proessionals who might be
great at hiring people, but are not so smart at nding a job or themselves.
How to network to access the hidden jobs market
Leveraging on-line networks and social media in job search
intelligentnetworker.com
Copyright 2012. Intelligent Networker is an Intelligent Executive product rom Armstrong Hall. All rights reserved.
This book may not be reproduced in any orm, in whole or in part, without written permission rom the author.
Introduction to executive job search... watch now
http://www.youtube.com/embed/rw8TcbJSYtchttp://www.youtube.com/embed/rw8TcbJSYtchttp://www.youtube.com/embed/rw8TcbJSYtc -
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Introduction
Introduction & Index Page 1
How this book can help you
This guide is aimed at proessionals, semi-proessionals and senior executives who are either in between jobs or currently
employed and looking or a better opportunity.
You are intelligent workers and probably believe you know everything there is to know about nding a new job even in
these challenging economic climates. The truth is you will know less about job searching than you think.
Most people spend 99% o their time working and just 1% actually looking or employment. Thereore job searching is not a
core skill. Today hiring processes are lengthier than ever beore and the more senior the position the ewer roles available, so
competition is o the highest caliber.
A poor approach to job search oten results in several months lost income through not nding a position as quickly as
you could have or having to compromise on the quality o the opportunity. It could even jeopardize your longer term
career prospects.
This guide is called Intelligent Networker because it is
specically designed or Intelligent Executives. 50-70% o
positions or proessionals and senior executives are lled
via networking and personal contacts, so networking
is your top priority.
On-line networks and social media have replaced
or re-dened traditional recruitment models
leveraging on-line networks is essential or people
employed in intelligent occupational types and at
executive levels.A smarter job search enables you to secure
a position which meets your expectations, moves
your career orward and helps you to realise
your potential rather than having to settle or
a compromise.
Follow our guidelines and youll benet rom a
smarter approach, nding a better job, aster.
Progressive outcomes in executive job search...watch now
http://www.youtube.com/embed/r74QxtesaG8http://www.youtube.com/embed/r74QxtesaG8http://www.youtube.com/embed/r74QxtesaG8 -
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Progressive outcomes in job search
Introduction & Index Page 2
In what way is this guide unique?
Today the real key to nding that gem o an opportunity quickly lies in a smarter approach to your job hunt and the
way you go about networking and leveraging on-line media and social networks. Thats why this guide is called the
Intelligent Networker.
Our approach is totally up to date and entirely relevant. Its practical, proven and current. Well tell you how to access
the hidden jobs market in a way that job sites, recruitment consultants and head-hunters wont.
Eective job search ollows a logical set o steps; the way in which you undertake one stage has a knock-on eect on the
next stage.
Apply yoursel properly to each o these stages and you will achieve an acceleration eect in your job search results, which
will enable you to nd a better job aster.
Quality o task /
stage execution.
Job search
productivity results!
Right jobtarget
CV
Seek input
o others
Job hunt
activity
Interview
technique
Job clubparticipation
/ job hunt
buddy
Target
opportunityjob oer
Disclaimer: While this guide is intended to help you nd a better job aster, we cannot be held responsible or the way in
which you apply the advice it contains, nor do we make any guarantees around the quality o the advice itsel. Nor do we
guarantee it will work or everyone in every circumstance.
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Action plan and index
Introduction & Index Page 3
Part 1. Establishing your goals Pages 5-16
Developing an action planPage 7
Creating a CV/Resume Page 8-10
Creating a ramework and measuring your progress Pages 11-13
Targeting prospective employers Page 14
Getting eedback Page 16
Part 2. Lay smart foundations Pages 18-27 Create on-line proles Pages 18-21
Your 30 second commercial Pages 22-23
Applications Pages 24-27
Part 3. Intelligent networking & opening the right doors Pages 30-46
Leverage all job search methods Pages 30-42
Maintaining morale Pages 43-46
Toolbox Pages 48-65
Including
What to do i you are already mid job search Pages 60-62
Tips or job searching whilst you are employed Pages 63-64
Overcoming ageism Page 65
Remember!A systematicapproach will
always win over
a haphazard one.
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Part 1Establishing your goals
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Pages 5-16
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Job search done properly is a numbers game
Part 1 Establishing your goals Page 6
Lets say 1 in 10 suitable prospective employers are recruiting or your type o position. I each company decides to interview
ve people, that means you need to make 50 applications.
This ratio is unpredictable, and will vary rom one business area to another, one level o seniority to another AND according to
the economic climate
and according to how well you are targeting your applications.
(1)
Offer
#Secondinterviews(2-3)
#Firstinterviews(5-8)
#applications(50)
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Establishing your goals
Part 1 Establishing your goals Page 7
Develop your own plan o action or your job search which should include making sure your it is ocused on positions or
which you are well qualied AND interested!
Write up your target opportunity prole
The type of role you are looking for.
The type of organisation in which you wish to work, e.g. industry sector.
What specic skills, experience and accomplishments you have to offer.
The timescale in which you wish to secure your new role.
You can see an example o a target opportunity prole below. Now write up your CV (see the examples on
page 8-10 or nd more ino on the intelligent networker.com website).
An example o a target opportunity prole:
Thetypeoroleyouarelookingor.
Iseekaconsultingrolewithaspecicfocus
onriskand
complianceintheinvestmentbankingsector.
Thetypeoorganisationinwhichyouwishtowork,e.g.
industrysector.
Iwanttoworkforeitheraninvestmentbankor
aconsulting
companyonassignmentswithinvestmentbanks.
Iaminterested
toexploreopeningswitha,b,c,d,e,investment
banksaswellas
f,g.h,i,jconsultingrms.
Whatspecifcskills,experienceandaccompli
shmentsyouhavetooer.
Ihaveskillsinthreemainareas:
1.Riskandcomplianceprojectswithmyemployer
ABCInvestment
BankandonsecondmenttoZAConsulting.
2.Familiaritywithmainstreambusinessapplicati
ons,integration
andITinfrastructure.
3.Projectmanagement.
Icanshowhowprojectscanbetranslatedinto
identiable
businessbenetsandtheirvalue.Ihavestrongk
nowledgeofboth
businessandITperspectivestogetherwithstro
nginterpersonaland
communicationskills.
Thetimescaleinwhichyo
uwishtosecureyournewrole.
Iaimtosecureapositioninsidethreemonths.
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Part 1 Establishing your goals Page 8
Chuck Rogers
Personal details
Town, State, Zip / Post Code Mobile: (xx) xxxx xxxxxxNationality, Marital Status E-mail: [email protected]
Profile
State your profession and perhaps level of seniority and mention any areas ofparticular strength or interest. Back it up by mentioning experience, any
notable evidence and credentials e.g. qualifications. A profile gives you an idealstarting point to show how well suited you are for the opportunity for whichyou are applying. You may want to give this a title such as Personal profile orProfessional objective but this is not essential.
Career history
Employer name, Position/Title, tenure (dates)
In this Model CV we have given examples of how descriptions of employercompanies lines of businesses might read. So heres the first one: ABC Corp are amedia company primarily with TV operations like Events and News Today. Thecompany employs some 400 staff and has operations in 10 countries. Revenuesreached more than $500m last year.
Reverse chronological order (most recent positions first). Make use of bullet points to contribute to a punchy CV. Unless it is obvious you may need to outline the nature of the employers lineof business. Most recent roles should include more information. Be clear and concise as to the responsibility of your role. Highlight achievements in the role, keep the emphasis on the positive. Be brief. Long sentences are boring and dont get read.
Employer name, Position/Title, tenure (dates)
Armstrong & Wyn Partnership is a family law firm with offices across the DefgProvince. The company has 45 partners and a total staff of 120. The companysmotto Fair & Strong is championed by staff at all levels.
Avoid using small text sizes otherwise the reader will get tired and their mindwill move elsewhere. We suggest 10 point minimum.
Fancy fonts and elaborate graphics can be more of a distraction than a help. On the second page of this model CV we have shown you how you might chooseto show several jobs with the same employer company. If your employer was acquired you could show this as ABC Corp acquired by DEFCorp. Its critical that you highlight achievements in your roles and that yousubstantiate them with facts and figures. Without these pieces of informationyour CV will be inconsequential! A CV should have lots of white space. Too much text is tiring. For further suggestions now please turn to the second page of this model CV.
CV/Resume template
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CV/Resume template
Part 1 Establishing your goals Page 9
Career history continued
Employer name, overall tenure at employer company (dates)
TechStar Software develops and markets software for hospitality and fast food
business. Techstar doubled in size every year, prior to its acquisition by its muchlarger rival StarTech.
Position/title, Department, tenure (dates)
This is an example of how you could show multiple jobs at one employer. State the employer name plus your overall dates of employment.Then give the job title and dates of individual jobs, perhaps even mentioningthe department/function of which you were part.
Position/title, tenure (dates)
This is an example of how you could show multiple jobs at one employer. And then highlight your achievements, making the emphasis of the CV on thepositive.
Employer name, Position 1 / Position 2, tenure (dates)
Hotels Global & Local ~ today the business has 900 hotels around the world.
Another way to outline more than one job at a company is to do so as above. In this example you might put your first position followed by a forward slashfollowed by your second one.
Employer name, Position/Title, tenure (dates)
Part of the RSTU Group, FedNHappy is a chain of fast food restaurants.
We have chosen in this example not to give the title Curriculum Vitae (CV)because the reader will realise it is your CV. If you want to put it in, do so. Always write in the past tense unless you are writing about yourpresent role.
Employer name, Position/Title, tenure (dates)
Fun & GoodTimes was an events catering company.
The further back you go, the less important the need for detailed information.
Education & training
BA Hons Business Studies Finance for non-financial managers Advanced managerial skills Presentation skills
Interests
Only a brief outline: Gym, diving, skiing, running half marathons, playing a musical
instrument, dog walking, family, horse riding, reading sci-fi, history, languages
Want to know more about:In the Toolbox (pages 48-65), there is a second choice o CV template and an example o aunctional CV which explains in which circumstances people may wish to use this kind o CV.
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CV/Resume template
Part 1 Establishing your goals Page 10
How we did it
This CV has been constructed in Microsot Word; below you can see which onts and colours we have used so that you can
create your own.
Chuck Rogers
Personal details
Town, State, Zip / Post Code Mobile: (xx) xxxx xxxxxxNationality, Marital Status E-mail: [email protected]
Profile
State your profession and perhaps level of seniority and mention any areas ofparticular strength or interest. Back it up by mentioning experience, anynotable evidence and credentials e.g. qualifications. A profile gives you an idealstarting point to show how well suited you are for the opportunity for whichyou are applying. You may want to give this a title such as Personal profile orProfessional objective but this is not essential.
Career history
Employer name, Position/Title, tenure (dates)
In this Model CV we have given examples of how descriptions of employercompanies lines of businesses might read. So heres the first one: ABC Corp are aMedia company primarily with TV operations like Events and News Today. Thecompany employs some 400 staff and has operations in 10 countries. Revenuesreached more than $500m last year.
Reverse chronological order (most recent positions first). Make use of bullet points to contribute to a punchy CV. Unless it is obvious you may need to outline the nature of the employers lineof business. Most recent roles should include more information. Be clear and concise as to the responsibility of your role. Highlight achievements in the role, keep the emphasis on the positive. Be brief. Long sentences are boring and dont get read.
Employer name, Position/Title, tenure (dates)
Armstrong & Wyn Partnership is a family law firm with offices across the DefgProvince. The company has 45 partners and a total staff of 120. The companysmotto, Fair & Strong is championed by staff at all levels.
Avoid using small text sizes otherwise the reader will get tired and their mindwill move elsewhere. We suggest 10 point minimum. Fancy fonts and elaborate graphics can be more of a distraction than a help. On the second page of this model CV we have shown you how you might chooseto show several jobs with the same employer company. If your employer was acquired you could show this as ABC Corp acquired by DEFCorp. Its critical that you highlight achievements in your roles and that yousubstantiate them with facts and figures. Without these pieces of informationyour CV will be inconsequential! A CV should have lots of white space. Too much text is tiring. For further suggestions now please turn to the second page of this model CV.
Name
.WV\"
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Create a framework for measuring progress
Part 1 Establishing your goals Page 11
Keep in mind that job search done properly is a numbers game! To get one oer, you may need to attend between ve and
eight rst interviews. For someone currently employed this could be as ew as three, and or someone unemployed, quite
likely to be ve or more. This means youll need to make a lot o applications.
As time passes by, you wont recall what youve done, where, with whom, how, why and when! So its important that you
record your activities to help make your job search more eective.
At minimum we recommend you keep a record o:
List o target prospective employers.
Total number o applications made.
How these were made.
Number o decision makers with whom you have spoken.
Number o interview invitations.
Hours worked in job search during the week.
Consider record keeping on aspreadsheet stored on a PC, or in theCloud, perhaps using Google docs ordropbox which lets you bring all yourdocs, photos, videos into one place,
accessible from mobiles, tablets, PCs anywhere, anytime!
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Job search timescales Activities
Part 1 Establishing your goals Page 12
Week 1 Week 2 Week 3 Week 4 Month 2 Month 3
Write up your
target opportunityprole
Develop an initial
list o people withwhom you can
network
Interview invitations may start coming your way,2 to 3 weeks into your job search
Create yourCV / Resume
Contact yournetwork
Expand and continue to work your network using both direct contact andexploiting on-line networks like Linkedin, Facebook, Twitter
Establish aramework to
measure your jobsearch progress
Join or orm ajob club even ithis is only 2/3other people
Interact with other job seekers on a weekly basisand ideally meet every ortnight
Develop an initiallist o prospective
employers
Make directapproaches /
applications tocompanies
Discuss your jobsearch with other
people
Leverage otherorms o job
search
Harness all job search techniques, i.e. job boards, advertising,recruitment / stang rms
Lay the
groundwork
Create your30 secondcommercial
Developrepeatablepitches ormakingapplications
Get your proleup and on-line
Weekly review
o hours workedin job search
o contactsmade
o applicationsmade
o interviewinvites
Review progress on an ongoing basis.To what extent are your activities meeting with success or ailure?
Do you need to change anything? Your ocus, your CV, your interviewtechnique.?
The above is only a suggestion. I your timescales are more pressing you may need to consider how you can condense your
job search and how much you may need to compromise.
Your level o seniority will infuence timescales.
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Job search timescales interviews & offer
Part 1 Establishing your goals Page 13
Week 3 Week 4 Week 5 Week 6 Week 7 Week 8
Company A1st interview
Company A2nd interview
Company B1st interview
Company B2nd interview
Company CInvite to interview
Company C1st interview
Company DInvite to interview
Company D1st interview
Company D2nd interview
Company D3rd / Final
interview
Company E1st interview
Company E2nd interview
Week 9 Week 10 Week 11 Week 12 Week 13 Week 14
Company D decision to oer
Raising job oer/approvals
Taking up reerences
Start in new job
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Develop a list of types of organisation
& target employers
Part 1 Establishing your goals Page 14
Specifccompanies:
Write up both a list o industry sectors/niches as well as names o specic
organisations with which you may wish to explore employment opportunities.
# Sector/areaCompanyname
Contacts,notes
1 ABCtypes ABCInvestmentBank
2 ABCtypes ZAConsulting
3 ABCtypes Gr8Corp
4 ABCtypes Localanglobal
5 ABCtypes Kidsnxdor
6 DEFindustry Stsnleisure Jon
Bknowssomeone
7 DEFindustry Dknsian
8 DEFindustry BronteH
9DEFindustry VictorT
ech SpeakwithJaneG
10 DEFindustry BPOGlobalCorp
11 GHIniche ArmstrongHall
12 GHIniche TypicoContra
13 GHIniche PecasaGrapevinehiringpriori
ty
14 GHIniche MuchoDelite
15 ABCtypes Gr8twrk4
...
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How to identify prospective employers
Part 1 Establishing your goals Page 15
Want to know more about:How to brainstorm types o companies to work or?Find it in the Toolbox.
Organisations and particular companies with which you may wish toexplore employment opportunities.
1. Write the obvious ones down!For most people, there will be organisations or whom they have thought it mightbe good to work. Consider also which type o company hires people with the type o skills and experience you have.
2. When networking with people ask or their ideas:Which companies/who else to speak with/whichpublications to read/which recruitment rms to talk to?
3. Web searches. General plus specic searches, e.g. top 100 companies in sectors. Try google.com/nance searches,Gartner research magic quadrants, zoomino.com... See our list o on-line sources on pages 57-59.
4. Search companies on Linkedin.Look at where people worked beore and ater!
5. Which companies are out there in your vicinity?Jump in your car and see!
6. Take a trip to the local library. Look at industry publications, magazines, newsletters a good way to get out othe house i in-between jobs!
How to identify particular decision makers:
1. Ask around / ask people in your network.
2. Speak with customers and suppliers.
3. Look up people on Linkedin, Facebook, Twitter, zoomino
4. Undertake speculative web searches.
5. Phone up the companyand ask who heads up the department.
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No need for a second opinion? Think again!
Part 1 Establishing your goals Page 16
Final word: Establishing your goals
Make sure you discuss your target opportunity prole, your CV / Resume and your overall approach with at least twoor three other people. It will save you time and money, and vastly increase your chances o success.
No need or a second opinion? Think again!Its essential that you get eedback rom others on your approach to the job search process.
And this applies to everyone, no matter how senior or how smart they think they are. Far toomany job seekers overlook this very basic step, jump to the wrong conclusions and end up way o course. It applies equally to
presidents at the top as it does to people on the way up.
Think o your target opportunity prole as a compass which will show you the correct direction to take.Remember, i youre one degree o course at the beginning o your quest, you will thereater be travelling urther away rom
your goal.
7 point job search action plan... watch now
http://www.youtube.com/embed/HI6BrYxz_Rshttp://www.youtube.com/embed/HI6BrYxz_Rshttp://www.youtube.com/embed/HI6BrYxz_Rs -
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Part 2Lay smart foundations
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Pages 18-27
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Create an effective Linkedin prole
Part 2 Lay smart foundations Page 18
http://www.linkedin.com/prole
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Current
Past
Education
Recommendations
Connections
Public Profile
Chief executive officer, Outsourcing industry
Chief Executive Officer at ABC Corp
Director/VP (Sales) at CapAm Golbal
MBA, Insead
BA Hons Business Studies
Business development director at XYZ Global Services/CWP
X recommendations
X connections
http://uk.linkedin.com/pub/kris-roughan
Chief executive officer
United Kingdom Outsourcing Industry
Kris Roughan
Kriss Connections (XX)
See all Connections
Iwasa Formakolege
Job title and position
Connection name
Job title and position
Contact Information
Email & Phone:
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[email protected] primary
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See all contacts
Accomplished CEO with routes in sales and sales management augmented by an MBA. I amparticularly interested in helping businesses bring about sea-change or significant growth.Senior colleagues have repeatedly told me they value the clarity I bring to setting goals,gaining consensus to achieve these across key stakeholders and knowing how these can bedrilled down: and that they admire my infectious enthusiasm in helping the business win in themarketplace and bring management support to critical/competitive sales.
Summary
Experience
ABC Corp is a UK publicly-quoted business process outsourcer. Key offerings are theprovision of finance & accounting, HR and contact centre outsourcing. $5B revenue company,4,000 staff and has on & off-shore operations in six countries.
Appointed with a remit to turn a loss making entity into a profitable one, achieved in 2011 andfor subsequent revenue and profit growth of the business, to increase stock price / companyvalue to the shareholders.
Chief Executive OfficerABC CorpIndustry Type
March 2009 - Present
Global consulting firm (100k+ employees) with mainstream offerings of managementconsulting, outsourcing (F&A, HR and ITO) and systems integration.
Director of newly-created UK sales team focused purely on selling BPO.Identified high growth target markets (media, tech and telecoms) and proposition types(F&A and contact centre).Grew team to 12 person sales / bid team which proceeded to win 23 deals over 3 years,c $300m.
Director / VP (Sales)CapAm GlobalIndustry Type
December 2004 - February 2009
Player manager role, personally carrying a target and overseeing 2 other sales leads.Selling consultancy, systems integration and ITO outsourcing.Exceeded quotas 2003 & 2004, won deals millions and tens of millions.
Business Development DirectorXYZ Global Services / CWPIndustry Type
2002 - 2004
A sales lead role to gain meetings with C level execs, advocate the benefits of outsourcingand close deals.Achieved targets upwards of 20m signings each year.
Sales LeadXYZ Global Services / CWPIndustry Type
1997 - 2001
Business development / sales role selling business continuity and disaster recovery.
Sales ExecutiveC Business ContinuityIndustry Type
1987 - 2005
, I I
,
Make sure the jobtitle you choose to
use (located beneathyour name in the
headline), properlyrefects what you do,
is unambiguous and isthereore not open to
misinterpretation.
In the Summarysection write a
compelling prolewhich showcases yourskills and proessionalpassions include key
words relevant to yourindustry experience
and discipline whichpeople may search on.
Your photo a proessional pose
and smiling.
When detailing yourExperience dont
include as muchinormation as
you would on aconventional CV.
Consider includinga one or two line
description o youremployers line o
business.
It needs to be clearto a prospective
employer what youdo, ideally what you
have contributed,what you can do / can
contribute.
Publish a private emailaddress into the prole
Heres an example ofa Linkedin prole. You
will nd further tips onpages 20 & 21.
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Create an effective Linkedin prole
Part 2 Lay smart foundations Page 19
l illi illi
l l l i i i l l i il l
i i i
I
i l l l lli i i i i
I
Skills & Expertise
General Management Sales & Marketing BPO, ITO Industry Sectors
F&A, HR and Customer Services Outsourcing
Education
Educational EstabishmentMBA, Instead
2006
Educational EstabishmentBA Hons Business Studies
Year
Recommendations for Kris
Chief Executive Officer
ABC Corp
Kris is the most serious and effective professional at top management I ever met. Her knifecuts straight forward and is completely results oriented. However, she has the fairness to
understand business as "human" and she has the ability to motivate and protect her teamagainst all odds.She is a true leader, with her own style of simplicity and rigor.
Chuck Rogers
Director and Regional Manager, ABC Corp June 5th 2008
Director / VP (Sales)
CapAm Global
Kris is a great manager to work for. While being very competitive and results-oriented, shealso provides great support to win deals and run the business. She is second to none when itcomes to building highly motivated and successful sales teams. The "can-do" attitude andconstant desire to grow people further are highly infectious.
Chris Smith
Sales Director CapAm Global August 21, 2009
Business Develpoment Director
XYZ Global Services
Kris was a wonderful Director and consultative Leader. She provided valuable knowledge
and support in my role and worked closely with me to ensure a high level of service wasdelivered to my business partners at all times.Sophie took the time to coach and encourage me in my role and career and develop mypersonal impact.
Kelly Rowland
Customer Services Manager, XYZ Global Services July 14, 2010
Become a member oyour universitys alumnigroup an easy was toextend your reach and
reach-ability on theLinkedin network.
Include testimonialswhich add substanceto your prole or saypositive things about
your personality.
Dont compromise your personal brand. Theres no point in having a great Linkedin prole i you compromise
your social prole on other social media.
Be sure to get a second opinion on your prole on its content or simply checking spelling and grammar.
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Essential tips for creating a Linkedin prole
Part 2 Lay smart foundations Page 20
1. Make sure your Linkedin proessional headline and prole aligns with your career aims
Create a smart prole headline. This will be displayed immediately below your name. Edit the deault: this gives you a way
to sum up your proessional identity in a short phrase and promote your career level and competencies. For example:
Vice President and Chie Financial Ocer at ABC Corp | M&A | Outsourcing | Restructuring
Patent law expert | international markets | North America | EMEA | Asiapac
HR specialist in payroll & benets | investment banking | retail banking | nancial services
CIO | business transormation | SAP | social media | e-commerce
Write a compelling prole which showcases your skills and proessional passions. This will act as a pointer to prospective
hiring managers about what you might want to do in your next job. Mention perhaps three to ve specic strengths.
Something like the ollowing:
An experienced sales & marketing director within the technology sector who thrives when coaching people and driving
sales teams to exceed quotas. Has notable experience in vendors selling sotware as a service, business applications (ERP,
CRM, BI). Has had exposure to worldwide markets, dierent cultures and regional business drivers. Adept, excels in start-
up and new business-ocused growth initiatives.
2. Put your private email address into the prole a lot o people enter this alongside their
name when creating their prole!
Many people choose to publish their mobile number but keep in mind this could lay you open to unwelcome exposure or
even put you at risk o harassment rom people or strangers.
3. You can expect people to search by:
Location, i.e. the area in which you live - Linkedin will automatically log your location, picking it up rom your details
when you register.
Industry types again, when you register Linkedin will ask you about the industry sector in which you work and will pull
this out.
Job titles give job titles which clearly state what you do (such as customer services manager, nancial controller,
HR business partner, sales executive, VP manuacturing & distribution operations), as opposed to indistinct ones (e.g.
business coordinator, regional supervisor, process ocer).
Employer company names: companies may search or past as well as present.
Level you may wish to be clear about what level o seniority you enjoy i.e. are you a doer, a manager or a manager
o managers.
Industry or discipline-related specics like niche markets, product areas, sub categories related to role type disciplines.
See key words in point 4 in the guide below.
Language skills.
Special interest groups in some instances people may search by these, so i you are an active job seeker it may be a
good idea to join such sub groups on Linkedin.
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Essential tips for creating a Linkedin prole
Part 2 Lay smart foundations Page 21
4. Incorporate key words which refect your skills, interests and career goals.
Consider possible searches rom the perspective o a recruiter looking or candidates.
What sort o key word searches would they make when looking or candidates?
You can expect people to search or key buzz words within an industry or proession.
Incorporate key words about your industry, at a general AND niche level, e.g. manuacturer, automotive manuacturer,
automotive parts manuacturer; then key words about your role, general AND specic, e.g. accountant, chartered
accountant, cost management accountant.
You can use the summary and specialities sections, to showcase relevant skills and accomplishments. Your best chance is
to say enough to solicit some interest but not too much, to avoid your prole being either too lengthy or too specic
which may leave you out o the running!
5. Dont include as much inormation as you would on a conventional CV. But it needs to be clear to aprospective employer what you do, ideally what you have contributed, what you can do / can contribute.
6. Will the person reading your Linkedin prole understand the line o business you are in?I you work or a blue chip company, it may be obvious to the reader which line o business-/-es you have worked in, but i
not a one line explanation would be a smart choice AND you need to look like someone who has something to contribute,
i.e. you are a perormer so perhaps mention a ew achievements.
7. Become a member o your universitys alumni group.This is an easy was to extend your reach you canshowcase your qualications and increase your connections.
8. Include a photo showing you in a proessional pose and smiling but play it sae. Use a photowhere you look sensible ideally youre smiling and seek a second opinion. But dont delay creating your prole because youdont have a suitable one, you can always add one later.
9. Introduce some personality into the prole.Avoid corporate-speak, use your own voice. Your choiceo hobbies and personal statements, will say things about you. Make sure these are ones which will resonate positively
e.g. sporting activities / musical ability. But avoid anything which may be seen as negative by others, such as hunting
or Kung Foo.
10. Dont compromise your personal brand.Theres no point in having a great Linkedin prole i youcompromise your social prole on other social media. You need to be careul what photos you post and comments you
make on acebook, and other communities such as twitter ~ you dont want to look like a party animal and drunk on the
one hand nor a bore on the other
11. Include testimonials which add weight to your prole. Linkedin like other networking tools, allowpeople to make recommendations / give testimonials. So consider asking people to give you some; they may add to your
credentials and you can ask people to say good things about you which you may not eel able to say yoursel. However
dont delay publishing your Linkedin prole because youre waiting or testimonials.
12. Be sure to get a second opinion on your prole. Take up at least one sounding on your Linkedin prole,whether its some high level input or simply checking spelling or grammar.
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Your 30 second commercial
Part 2 Lay smart foundations Page 22
intelligentnetworker.com
1. Your name
2. Your most recent employer and job title
3. Your key responsibilities and accountabilities*
4. Your key strengths*
5. A recent achievement of which you are proud*
6. What you want to do next *
* These should be relevant to your Target Opportunity Prole.
Expect to encounter the following questions time after time:
What are your key strengths / specialist skills?
How can you / how have you added value?
What is your current situation? (A succinct and positive answer is best.)
What do you want in the uture?
You will repeatedly come into contact with people, whether by design or accidentally, so you need to keep in mind that:
You only get one chance to make a rst impression.
So heres a guide to help you introduce yoursel condently and with clarity.
Tell them:
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Your 30 second commercial
Part 2 Lay smart foundations Page 23
Your reason for leaving!
People will ask you: What happened to your job?
Give a succinct and actual answer. Keep it short; the greater the detail you give, the greater the chance orconusion and your candidacy being called into question. Be prepared to elaborate, but only i asked.
Keep the emphasis on the positive. Avoid bad mouthing your boss or employer. Try to bring the subject back towhat sort o opportunity you are seeking.
Give an answer which puts you in a positive light. Avoid giving an answer which calls into question yourcandidacy. Consider what explanation you can give which is most positive and easiest to explain.
Rehearse it
So that you can give a convincing answer each and every time, and discussyour answers with at least one knowledgeable person to check they stack up.
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Making applications
Part 2 Lay smart foundations Page 24
Universal tips applying to all types of job application.
People reviewing your email cover and receiving your phone call may get hundreds o applications. Stephen, an HR director at
a major airline told me he recently had 200 applications or just one job.
To get the best results:
Align your email/communication with the needs o the job. Make it relevant! Pay attention to what issaid in the advert / job spec and, without lying, show that you meet the hiring need well.
Include acts and gures in your applicationwhich substantiate your transerable value.
Be short and succinct and give them acts they dont have much time, and they want to know what valueyou can bring to them.
Remember!When making
on-line applications,prepare off-line rst.
Email cover sheets or executive jobseekers... watch now
http://www.youtube.com/embed/7SxzVeZAUWshttp://www.youtube.com/embed/7SxzVeZAUWshttp://www.youtube.com/embed/7SxzVeZAUWshttp://www.youtube.com/embed/7SxzVeZAUWs -
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Message templates
Part 2 Lay smart foundations Page 25
Prepare cover emails and letters which you can re-use time and time again
Create an attention-grabbing headline which suggests how you may be able to add value to the company andthe role or which you are applying. For example: Quality assurance controller available; reduced deects by nine per cent
last year in an environment very similar to your own.
Be clear that you are applying or a job, and make the ocus o your application what you can do or theemployer, not what they can do or you.
Set up a signature le in your email settings. In this way you can make sure your contact ino is includedevery time you send an email.
An example of an email cover sheet
Firstname,
I am interested in positions with abc / name o prospective hiring company. I am a quality assurance controller with
experience in the manuacturing and process industry, and I believe I would be able to add value to your business by
reducing deects, thus helping reduce costs o return, lost customers and ultimately increase repeat sales and prots.
In my last job my actions resulted in a nine per cent deect reduction last year, which resulted in incremental repeat
sales o six per cent, and reduced returns by seven per cent.
A positive outcome o c.$430k last year alone ($2m over 5 years).
I have attached a copy o my CV which urther outlines my skills and how I can contribute in a new role. Id
welcome the opportunity to meet with you and hope we may speak soon.
With regards
Chris Smith
(44) XXXX XXXXXX
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Application letters
Part 2 Lay smart foundations Page 26
An example of a speculative letter
I you have very specialised skills which are particularly relevant to an employer but you arent brave enough to telephone
them, you dont have their email address or you are unable to send a Linkedin message, you may wish to consider writing
a letter.
Whilst writing a letter may seem outdated, it will stand out in a world dominated by email and messaging. And this could be
an appropriate approach i your skills are extremely relevant, o a very specialist nature and would bring huge value to a very
limited set o employers.
Heres an example:
Your name
City o residence
Email address
Mobile / Cell #
Mr / Ms Firstname surname
ABC Bank Corp
1 The Street
City
Postal / Zip code
Date/Month/Year
Dear Firstname
I understand you are in charge o ABC Bank Corp / head up customer services at GlobalTel/
run the proessional services practice at ZA Global Consulting and Id like to know i you
need to hire a XYZ nature o your role.
I have xx years experience at CBA Bank Corp in the role o HR Business Partner, where I
have contributed to achieving better hiring outcomes, improving employee perormance
and reducing attrition.
My market sector experience is so directly relevant to ABC Bank Corp that I would be
interested to know i you need to hire into my role type. Obviously there are ew people
with my background and I would be able to hit the ground running and make an
immediate contribution to ABC Bank Corp.
Id be delighted to speak on the phone or meet up with you in person to discuss this
urther.
Yours sincerely
Your Firstname surname
Mobile/Cell number
Email address
Signature Having taken your courage in bothhands and written to your contact,
you may nd the prospect of phoninghim less daunting. If there is no
response to the letter it would begood to follow it up with a call.
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Cue cards
Heres a couple of examples of cue cards you may nd useful
Part 2 Lay smart foundations Page 27
Goodmorning/aternoonus
etheirrstname
Its(sayyourname)calling/Howa
reyoutodayFirstname?
Firstname,amIcallingyouatag
oodtime?
Pickuponcommonareasointerest
:IknowyouromIgotyourna
merom
Verybriefytalkaboutthecommo
ninterest/connection.
Imlookingoranewjobrightn
owandaminterestedinyourthou
ghtson
CareeroptionsImcontemplatin
g(and/or)
Companiesyouthinkmightbeh
iringandthebestonestoworko
r?(and/or)
Imthinkingopursuingajobin
xyzarea,whatdoyouthink?
Firstname,thanksoryourhelp.
Iyouhaveanyideas,pleaseletme
know.
Regardlessooutcomesswapema
iladdressesandsendaollow-upn
ote.
Possiblecuecard/promptcardor
makingnetworkingcalls.
Goodmorning/aternoonFirstname.Its(sayyourname)calling/HowareyoutodayFirstname?Firstname,thereasonIamcallingyouisthatIama(stateyo
uroccupation)andImlookingora
job.IthinkImightbeabletoaddvaluetoyourcompanyamIcallingyouatagoodtime?
AsIsaid,ImlookingoranewjobrightnowStateyourstrongestpointfrstrelevanttohis/hercompany,communicatinghowyoucanadd
value,andsubstantiatethiswithoneortwoactsandfgures.Iminterestedinexploringopeningswithyourcompany.~waitoraresponse.Haveacoupleootherpointsready,sothatyoucanelaborateurther.Doyouhaveacurrentorpendingneedtohire,areyouinterestedtomeetup?
Regardlessooutcomesswapemailaddressesandsendaollowupnote.
Possiblecuecard/promptcardorcallingdecisionmakers.
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Part 3
Intelligent networking &opening the right doors
Pages 30-46
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Leverage all job search methods
Part 3 Intelligent networking & opening the right doors Page 30
Methods of nding a job
NetworkingResearch suggests that 50-70% o jobs are ound via
networking and that both stang rms and advertising
account or c. 20% each!
For executives, networking is the #1 method in which
proessionals are hired.
On-line networks and social media
The ways in which employers hire is evolving.
Dierent employers have dierent preerences and
they are increasingly using on-line networks to sourcecandidates themselves.
Direct applicationsDirect applications (known as recruitment process
outsourcing / RPO) are increasing as a consequence o
employers posting jobs on their websites and a trend towards
in-house and managed services arrangements.
Advertising inc executive job boards
Adverts oten bring quick and cost eective results or
employers and are key sourcing channels.
Stang rms
Recruitment consultancies and head-hunting rms account
or a large proportion o jobs lled.
Job search is a numbers game. So, it doesnt apply to you?
Many people looking or a job do some o the right things then cross their ngers, hoping one o their limited number o
initiatives will be successul. As time goes by, invariably without the right approach and eorts, the active job seeker becomes
stressed, loses condence and the costs start to add up!
There are advantages to ocusing on prospective employer companies with
oces located in close geographical proximity to you, say 40 miles radius.
One of the most commonpitfalls job seekers encounter is
a failure to take advantage of alljob search techniques.
Methods o nding a job orexecutives in job search... watch now
http://www.youtube.com/embed/ltJDcDrzxCUhttp://www.youtube.com/embed/ltJDcDrzxCUhttp://www.youtube.com/embed/ltJDcDrzxCUhttp://www.youtube.com/embed/ltJDcDrzxCU -
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Method 1: Networking
Part 3 Intelligent networking & opening the right doors Page 31
Accessing the hidden jobs market!
According to research 60% o executive jobs are lled this way.
Newspapers and recruitment agencies wont tell you about the distinct advantages o networking because it competes
head-on with their interest in selling advertising and billing recruitment ees.
People oten reer to networking as the way to access the hidden jobs market, i.e. access jobs beore they go to the open
market. There are three advantages to this:
1. You can get on the RADAR o the prospective hiring manager beore the job vacancy has gone to the openmarket. It can mean gaining a head start and requently results in the job being tailored around both your needs andthe employers.
Point in time at which need to hire is established
Prior to the need being established / need pending
Job spec written up.
Formal recruitment process.
Vacancy goes to open market.
Competitive applicant pool.
Ater the need has been established
Job spec not yet written up.
No candidates in rame.
Potential or job spec to be based uponprospective candidate.
2. Networking has the perception that the person carries a recommendation.
3. No cost, such as an advert or recruitment ee, is involved, and introductions via networking oten by-pass drawn-outrecruitment processes.
So the rst method you shouldconsider harnessing for effective
job search is networking.
Networking in executive job search...watch now
http://www.youtube.com/embed/qEP5tXW9knQhttp://www.youtube.com/embed/qEP5tXW9knQhttp://www.youtube.com/embed/qEP5tXW9knQ -
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Method 1: Networking
Part 3 Intelligent networking & opening the right doors Page 32
Develop a list of people with whom you can network
# Person Current/past employers Contacts, notes
1 Lizzie Windsor Pecasa
2 Enrico Gonzalez ZA Consulting
3 Frederiko Perez Gr8Corp Used to work at...
4 Juliet Smith Localanglobal
5 Mike Robinson Kidsnxdor
6 Harry Windsor Stsnleisure Knows someone at ABC7 Victor Moscow Dknsian
8 Helen Prescott Gr8twrk4
9 Davy Beckingham VictorTech Has many contacts
10 Jonnie Depp BPOGlobalCorp
11 Barrack Amer Armstrong Hall Have no contact info try Linkedin
12 William Windsor TypicoContra
...
Work Professional services Family and friends Hobbies
Colleagues, past and present
Sta in other areas /
departments / subsidiaries
Customers
Suppliers
Business partners
associations / bodies
Bank manager
Stockbroker
Financial adviser
Solicitor
Doctor, dentist
Family and relatives
Friends
Neighbours
School / college peers
Sports clubs
Hobby groups
Community and
political groups
Church, mosque,
synagogue
Write down a list of people you know who may be relevant to your job
search such as those you know through
In particular try to add to the list of people connected with the speciccompanies/organisation with which you are most interested to explore openings.
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Method 1: Networking
Part 3 Intelligent networking & opening the right doors Page 33
Be sure to use on-lineprofessional and social
networking communities toexpand your network.
Your best contacts will be insiders!
The best approach is to leverage common interest as opposed to asking or a job.
Most people wont be able to help you directly but they may be able to help you indirectly.
People are usually only too willing to help, even those you dont know particularly well.
Do ask:
How they see the industry / whats going on.
What the company is like to work or.
I they know o any relevant openings or you.
For the name o the decision maker/s who would hire someone like you, even i the person is not hiring at present.
Your objective when making the call should be to make yoursel known AND leveragereerrals.
Be sure to exchange contact inormation.
Dont:
Ask your network contact to directly help you nd a job!
JUST talk about yoursel ask the contact about him or hersel
and perhaps share with them inormation about the industry.
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According to research, networking is the most signicant method by which executive jobs are lled. I you want thebest results, get on the phone and get networking.I you dont know the person well with whom you intend
to network, heres a cue card which may act as a prompter to help you.
Method 1: Networking
Goodmorning/aternoonus
etheirrstname
Its(sayyourname)calling/Howa
reyoutodayFirstname?
Firstname,amIcallingyouatag
oodtime?
Pickupontheareaocommonin
terest:IknowyouromIgoty
ournamerom
Beoremoving,trytotalkaboutthecommoninterest/connect
ionalittlebit.
Imlookingoranewjobrightn
owandaminterestedinyourthou
ghtson
CareeroptionsImcontemplatin
g(and/or)
Whichcompaniesdoyouthinkm
ightbehiringandthebestonesto
workor?(and/or)
Imthinkingopursuingajobin
xyzarea,youreamiliarwiththat
,whatdoyouthink?
Firstname,thanksoryourhelp.
Iyouhaveanyideaspleaseletme
know.
Makesuretheyhaveyourcontact
ino.
Part 3 Intelligent networking & opening the right doors Page 34
PCs, tablets and smart phones make it easy to access inormation at home and on the move. However, old ashioned cue
cards are still an excellent way to put your hand on the right inormation ast especially when taking returned calls. Properly
managed cue cards will ensure youre never lost or the right words, and always well placed to seize the moment.
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Method 2: Using on-line networks
and social media in job search
Part 3 Intelligent networking & opening the right doors Page 35
On-line networks and social media in job search.
Intelligent networking make sure youre reachable, reaching out and researching
I you are young, chances are youre already switched on to the concept o using on-line networking tools and social media in
your job search, but i you are more mature and not using them you are denitely missing a trick. Even i you are using them,
you may not be doing so smartly. In this section we give you some tips or using the ull potential o your on-line job search.
There are three ways to network intelligently using on-line networks and social media:
Make yoursel reachable
Reach out pro-actively
Leverage them in research
First a ew words to explain how proessional networks like Linkedin and social media like Facebook can empower your job
search. Using Linkedin you can encourage the market to come to you. Employer companies hiring directly and recruitment
consultants and head-hunters acting as third parties use Linkedin extensively to source so with the right prole you can get
the market to come to you, i.e. make yoursel reachable.
Applicant pools are increasingly drawn rom on-line sources as a rst port o call by hiring companies, recruiters and head-
hunters. So make it your priority to establish an initial on-line presence which makes you reachable or networks like Linkedin
(recognised as the #1 global proessional network). Viadio (popular in France) and Xing (popular in Germany) are also
essential. Do also use Facebook (and consider making use o sub-groups on Facebook such as BranchOut and TalentMe)
and Twitter to empower your job search. More about this later.
You can use these networks and social media to pro-actively reach into the market and identiy prospective hiring managers
at companies. Find out who is in the hiring seat or companies you may want to work or. You will oten be able to see
who knows whom and how you are connected. You can make direct approaches and, using your people network and
connections, get introductions, recommendations and reerrals etc.
You can leverage networks and social media or research and to gain insight into bios (backgrounds) o people to whom
you may be applying or jobs, interviewing or simply seeking a reerral. And use them to expand out your options to identiy
additional employer companies you may wish to work or.
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Method 2: Using on-line networks
and social media in job search
Part 3 Intelligent networking & opening the right doors Page 36
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Method 2: Using on-line networks
and social media in job search
Part 3 Intelligent networking & opening the right doors Page 37
Making yourself reachable
For semi-proessionals, proessionals and senior execs, Linkedin (the #1 network o its kind at the time o producing thisguide) should be your starting point to leverage on-line and social networks in your job search. We thereore place most
emphasis on Linkedin.
1. Develop your Linkedin prole. Your prole needs to be a ull one. Limited proles oten draw zero or minimal results
whereas complete proles generate scores more oten! In Part 2, pages 18-21 you can see tips and an example o how to
create your Linkedin prole.
2. Linkedin Learning Center. Linkedin has a learning center. Check it out and make reerence to it.
3. The more accessible you are, the greater the chances o that gem o an opportunity coming your way.
Many recruitment depts. in companies have special Linkedin recruiter tools enabling them to see everyone on the network!
However, not all users have access to all records.
The more connections you have, the more records you will see on Linkedin enabling you to identiy appropriate people who
may be interested in hiring you at companies where you may wish to work. The more connections you have, the more people
you can see on the Linkedin network and importantly, the greater the number o people able to see you. Dont be shy the
more people you network and connect with the better. So invite people you know to connect with you on Linkedin: look in
your email address book or people you can connect with (you can import them using the address book importer) and dont
orget records on your mobile phone!
Heres a trick: you can massively expand your connections by joining special interest groups, which will then allow you not
only to see the group members but also their contacts.
Undertake Linkedin searches or open networkers in areas related to your line o business these people publish their emailaddresses and tend to be happy to connect with anyone.
4. On-line communities are the up-to-the minute networking tool and very much about practicality and personality.
Dont worry about being perect, put your toe in the water. But do get someone to check your prole - a bad photo, and/or
poor grammar or spelling is likely to shut you out o opportunities. Dont delay you have much to gain.
5. Make sure you incorporate key words people are likely to search or. And tell olk you are job hunting then people
will be more likely to contact you. Think about the key words which have a meaning in your industry or the job unction
in which you work. Some may be process related, others may be linked to products, or example: process improvement
consultant, Six Sigma black belt, project accounting, international nancial reporting, control & planning, pan EMEA HR
business partner, transormation & change management, SAP, CRM. Most people sourcing candidates using networks like
Linkedin will scan or key words.
6. Publish some complimentary testimonials rom colleagues and ex-colleagues, customers or suppliers. Giving a
testimonial rst to someone else is most likely to result in that person returning the avour and you can ask the person to say
particular positive things about you. Heres some examples
Jan and I have worked together on various strategic restructuring and business development consulting projects. We also
worked on XYZs manuacturing restructuring Strategic Master Plan when she was VP Finance Global Manuacturing. Jan
has extensive knowledge o pharmaceutical manuacturing and is able to apply her nance background to nd solutions
to problems and add value to operations. She works as a partner with business and is able to apply nancial principles to
complex business and operational issues. I highly recommend her.
Kris is an extremely proessional business analyst. His work at ABC was o the highest calibre and was oten used as anbenchmark when new analysts joined the bank. Kris was well regarded by both the technical and business communities and
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Method 2: Using on-line networks
and social media in job search
Part 3 Intelligent networking & opening the right doors Page 38
has the ability to communicate in both technical and nancial terms. With good time management skills and utilising his
analysis experience, Kris is able to perorm business analysis that takes account o all points o view. As a result he provided
several quick wins and process improvements that had not been considered at the beginning o the project.
I worked with Peter when representing XYZ and relished the opportunity. He is a consummate proessional with a detailed
knowledge o the industry and the business issues as well as a great manager o people. He is inspirational to work or;
his positive and upbeat personality is energising to the workplace. He brings about positive change in a quick and ecient
manner, and is a real visionary.
7. People making hiring decisions will increasingly check you out on Facebook and other social media. Companies
want to hire people who will t in well, get along with colleagues and who are respectable! Keep in mind that your personal
brand extends to your prole on Facebook or other social media. Make sure you project a happy image and include a
proessional photo. I you have a positive well-constructed Linkedin prole youll maximise your chances o people who are
sourcing employees using Linkedin reaching out to you with job opportunities.
Reaching out pro-actively
Start using social media to pro-actively reach into the market.
Linkedin - One o the best ways to use LinkedIn is as a means o exploring openings in particular companies you are
interested in. Search the company / companies on Linkedin, and hopeully you will nd people who are connected to other
people you know. Then ask your contacts to connect you or even recommend you. Linkedin also allows employers to post
details o vacancies: these are typically high quality, high-end semi-proessional, proessional and senior level, including C
level jobs so check these out on a regular basis.
Identiy the person you are interested in exploring a position with and work out how you can get in touch with an
introduction or by direct contact.
Depending on your Linkedin account / type o subscription, you may or may not be able to send messages or may have a
limited number o messages or in-mails you can send. Linkedin has various subscription options; the chargeable ones allow
you to send so many in-mails a month however these are quite limited and paying or them may not give you a meaningul
return on the money you spend.
I you want to get in touch with someone directly, look to see i they have published their email address (which is becoming
increasingly common). But best to connect rst and then send a message.
By joining groups / associations, you can send messages ree to others in the same groups. I you dont want to pay additional
subscription ees to Linkedin you could try to nd out the standard email ormat at the relevant company, then send an email.
Better still, i you are brave enough, call the person on the phone.
Facebook Your riends may know people at companies you wish to work or or explore opportunities with, so drop them
a message or note these are likely to stay live longer. Facebook is a good way to network with your riends, share ideas, try
to get leads and introductions and to nd out whats going on. Many people visit Facebook daily, some almost permanently,
unlike Linkedin which many people do not access regularly unless they are directly involved in sourcing candidates, i.e. internal
recruitment consultants and head-hunters.
Twitter Twitter is a great way to expand your people network and reach. It allows you to connect with people you may not
know, but who have common interests. You can also use it to get insight into peoples psyche, current issues and things going
on in industries, companies and particular subject areas. Consider using Twitter with a message like this: Hi Im looking to
break into risk management in investment banking. Is there anyone you can think o to reer me to?
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Method 2: Using on-line networks
and social media in job search
Part 3 Intelligent networking & opening the right doors Page 39
Leveraging on-line networks and social media in research
Using Linkedin, you can nd out where people have previously worked which could help you expand your ideas around which
elds you could transer your skills to or simply top up the list o companies you might be interested in joining. And dont
orget to look in the companies section, where you can nd out where people worked previously and which employers people
have gone on to join.
Using your connections, even i they are only through Linkedin you can nd out useul inormation like what the company
is like to work or, and you could ask a question such as Im being interviewed by such and such, what are they like? You
can also use Linkedin to get an idea o how many people are working at a company (given not everyone uses Linkedin and
your connections may limit the number o records you can view this should be seen as giving you only some insight, i.e. ar
rom denitive).
Beore attending an interview, check out the interviewers bio (background) and Linkedin prole, which will help you be better
prepared and give you insight.
Facebook is useul or networking, nding out who knows whom, whats going on and what companies are really like to
work or.
Twitter can be used to get insight into issues, peoples psyche and to urther expand your people network. BTW theres a great
app twellow.com which allows you to see whos working at particular companies and who are tweeters.
Final word: Using on-line networks and social media in job search
For the intelligent worker - or people in semi-proessional, proessional and senior level positions Linkedin, togetherwith your personal network o contacts, should be uppermost on your job search activities. Combine these with Facebook,
Twitter etc and youll achieve accelerated results in your job search. An active job seeker should log onto Linkedin every day tosee i there are any messages, including possible job opportunities, awaiting your response in your inbox.
One o the constants in lie is change and this particularly applies to social media, so keep your eyes and ears open or the
best tools to use and how to use them. Keep ocused - you could easily spend all day gossiping on Linkedin, tweeting on
Twitter and being riendly on Facebook and keep in mind that you need to ocus your job search on activities which open
doors.
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Method 3: Direct applications
Part 3 Intelligent networking & opening the right doors Page 40
Perhaps 10 per cent of decision makers have a requirement to hire.
Which means 90 per cent may have no requirement.
You will need to make quite a ew approaches but the more you make the closer you will get to your dream job.
I you are unable to make progress using your network to nd a way in to companies with which you wish to explore a job
opening (and this will oten be the case) you may decide to apply directly. You should write an impactul email or letter. And
i you are able to dollarie your potential value, do so. We covered making applications in Part 2 where you can see some
templates on pages 24-27 .
If you are writing:
The letter should go to the highest hiring authority relevant to your discipline and seniority. I you are a director or senior
manager you should target the CEO; otherwise contact the head o department.
Do not write to the HR department in isolation. They receive many CVs and yours may not be noticed unless they have a
specic requirement. So when applying directly to a company I suggest you copy the application to HR at the same time.
I you think writing in is oldashioned, think again. As it is perceived as such, ewer people are using that method, so your
approach will stand out all the more.
If you are phoning:
Calling beore 9.00am and ater 5.30pm is oten time well spent, given that
people are less likely to be in meetings at these times.
Again you can see some templates in Part 2.I your contact says he or she is not looking to hire or reers you
to HR, tell him or her thats OK, but you would particularly like
to speak to him or her or just a ew moments about uture
opportunities, and perhaps even about peers he might be able
to introduce you to.
I the person is not interested, it is veryimportant that you do two things:
Ask him or her i they know anyone else with whom youshould be talking, perhaps in other departments or companies.
Take the persons name, job title and telephone number. Take amobile number i you can. And ask them or their email address so that
you can orward your contact details in case things change.
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Method 4: Advertising including
executive job boards
Part 3 Intelligent networking & opening the right doors Page 41
Dont jump to conclusions too soon regarding which publications or sites may or may not be relevant.
There are job adverts in many dierent places, ranging rom those on-line and those advertised by employers on their own
websites, through to the local and national press and industry journals.
You need only one great job, so dont write o anything.
Be open minded.
Try on line searches to nd publications and job boards (mainstream ones include Careerbuilder, JobServe, JobsSite, Monsterand Planet Recruit).
Check out the national and local press and trade journals.
Make a visit to your local library! There you should nd a broad range o publications, including ones which you may nothave previously considered.
Ask around and nd out which are the most signicant publications / advertising media or your type o job. And ask whoknows what, who has seen what and where would they look?
NEWSJobs board
Appointments
NEWJobs board
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Method 5: Stafng rms
/recruitment companies
Part 3 Intelligent networking & opening the right doors Page 42
Research suggests the second most signicant way in which people are
hired is through stafng rms.
Senior executives (directors, vice presidents, senior managers) may wish to approach head-hunters, whilst job seekers at all
levels may benet rom dealing with employment agencies or recruitment consultancies, as they preer to be called.
Ask around; nd out which agencies your peer group has used and how they rated them.Include this in your networking process.
Large stang rms will usually deal with major companies / organisations, and in many cases will primarily be interested incandidates with relevant backgrounds, and who may have strong qualications: degrees, second degrees, MBAs etc.
Dierent rms specialise in dierent markets and disciplines so establish whether their specialisations are relevant to you.
Make yoursel known, register with several rms.
When dealing with stafng rms, understandits not always a dress rehearsal!
Remember they are choosing who they presentand what they say about you!
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Maintain your morale
Part 3 Intelligent networking & opening the right doors Page 43
A common pitfall job seekers encounter is a loss of morale
In the rst ew weeks, oten the job seeker is excited by the prospect o nding a worthwhile opportunity. However, it is
not unusual or a lack o an early breakthrough in the job market to lead to a loss o sel esteem, which in turn becomes an
obstacle to an eective job search and results in a poor interview perormance. There are three proven recommendations to
help you:
Job search work teams
Game (measuring progress)
Psyche
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Maintain your morale
Part 3 Intelligent networking & opening the right doors Page 44
Job hunt teams / job clubs
These may not suit everyone but there is evidence to suggest that people working in job huntteams / job clubs nd better jobs aster than those people working alone.They can bring objectivityand ocus to the job seeker, give an immediate opportunity or networking, keep the emphasis on progress, and address a
common pitall which job seekers encounter: working in isolation AND losing sel motivation. The job club could have perhaps
3 to 10 members.
1. The job hunt team should meet once a week or ortnight.
2. Members should ideally amiliarise themselves with best practice in eective job seeking, then the starting point should beto discuss their CV, their target opportunity prole and anticipated approach.
3. Each member should keep records o key progress measurements.
4. At the meetings each member should spend one to two minutes reporting on their activities during the previousweek or ortnight. They should state one positive thing, then outline actions they will be taking. The report should be
communicated to the group as headline inormation. Then its time or input rom the group.
5. Members should be given an equal amount o air time during the meetings.
6. In-depth one to one conversations should take place at the end o the group meeting, as they would normally benet onlyone person.
7. Each member o the job hunt team should seek to spend perhaps two to three hours per week giving assistance to theother members as requested. Typically this would include help with where to look, networking, sharing contacts, CV, cover
letters, approach to interview plus constructive eedback. Dont orget, the time you invest in helping others will be paid
back by other team members in return.
8. The ocus should always be on progress and the positive.
0
20
40
60
160
140
120
10080
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Research shows that jobseekers, from theshop oor to the most
senior executives,participating in job search
work teams see a 30%+improvement in nding
better jobs faster.
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Maintain your morale
Part 3 Intelligent networking & opening the right doors Page 45
Measuring progress (game)
One way to maintain your motivation is to keep track o your activities, and in this way you can see that youre progressing
towards your ultimate goal.
One hundred points to your job offer!
* These points should be awarded only i they are or applications made or jobs where you properly meet the criteria or or CVs tabled to companies where
you would be a strong candidate i they had a requirement.
You could also apply this to a graphical illustration and chart your progress.
We cant predict exactly how well the above metrics will work or you but they represent the typical scenario executive job seekers encounter en-route to
successully securing new jobs.
Activity completedPoints to award
yourself
You have discussed your job search with others.
Met with one or more people to discuss your CV, targetopportunity prole and approach to job search.
5
You have joined or ormed a job club. even i an inormal one with 3 or more people
5
# o decision makers contacted.
i.e. people with whom you have spoken who would hire into
the role type you seek. 50 contacted = 25 points.
0.5 each one
# o applications made/CVs tabled.
i.e. the number o job applications or CV submissions you
have made. 50 contacted = 25 points.*
0.5 each one
First interviews attended.
5 rst interviews = 25 points.5 or each one
Second interviews attended.
Second or subsequent interviews attended.
3 subsequent interviews = 15 points.
5 or each one
Total
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Maintain your morale
Psyche
Exercise daily even i its only a walk. Working out releases endorphins and these make you eel good.
Drink plenty o water it will help your energy levels.
Avoid drinking alcohol avoid or minimise your alcohol consumption. Save the celebrations until youve got yourjob oer.
Some encouraging points to remember:
New jobs are being created all the time. Regardless o the state o the jobs market there is an ongoing need orreplacements as people retire, take maternity leave, emigrate or leave or many other reasons. The only constant
thing is change.
You will encounter disappointments on your job search journey - but each o these setbacks will take you onestep closer to securing that new opening.
For many people their job search will result in a bigger job working or a better company,with greater prospects or career growth and in many cases more money as well.
People who apply themselves best get the best results.
Good luck.