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Batter up. Here comes the Pitch.

December 15, 2008 By

I hate buying jewelry.   Why, because I dread the “Cut, Clarity, Quality” pitch (if we ever meet, ask me about my wife’s first wedding ring).   When they start to talk, I simply say in my head “blah, blah, blah”.

After you meet a large number of people, when they explain their business it will begin to sound similar.  So you’ll be in danger of my ‘blah blah blah’, so I recommend that instead of listening that you ask about their client base, experiences, etc.    You bring their pitch to life.  They don’t know you’ve heard it 20 times, so simply expect it.

Now, flip this around, make sure you don’t deliver the ‘blah blah blah’ in return.

Filed Under: G. You're Rolling Now! Tagged With: , ,

#3 – Networking creates value beyond yourself

December 15, 2008 By

How many people do you meet that say “I am too busy to network”?   Maybe it’s easier to ask who has kept their network up-to-date (assuming they have a network at all).

Your full-time networking offers a great deal of value to both yourself and the people you meet.  Simply because you are out there making connections while they are in the office.  You are keeping up to date with the new tools, networking groups, etc.

You are likely making connections that they can use to help build their business or even help them find another job.   I made over 250 business-to-business connections when there was mutual business value for both parties.  (See “Using the 80% Rule of Networking)

Expectation setting #3:  Don’t go into a meeting with your hat in your hand, you bring something of great value to the table.

Filed Under: A. 12 Search Expectations Tagged With:

For Whom Does the Recruiter Work?

December 15, 2008 By

The one paying their fee: the client.       

This sounds like a repeat of the prior post.  Of course, the recruiter wants you to present well.  But after the initial interview, I recommend limiting the recruiter’s role.

The recruiter has accomplished their three goals for their client; the rest is up to you and the company to finalize if an offer is extended.

Obviously, the company is interested in you.  So make all the future discussion directly between you and the company.   Clarity of communication regarding conditions of your employment is critical, so adding another person in the mix, diminishes it for both the company and yourself.  

Put another way, if you can’t have the tough conversation with them when they are trying to ‘recruit’ you – What happens after you start?

If a recruiter offers to give an opinion on your salary package, politely say “No thank you”.   Seek someone with independence from the client.   I don’t mean to imply anything other than it’s simply a good practice.

Filed Under: M. You & The Recruiter Tagged With:

#4 – Welcome to the Sales Department

December 15, 2008 By

Here is the biggest mistake I made in my search.  From minute one, I should have assumed the practices and behavior of a Rainmaker.   Because in the end, a search is about making a sale: that you are the one for the job.

From what you sell, who to sell to, how to get decision makers, etc. – the practices of a good sales person are very helpful.

Expectation setting #4: Read “How to Become a Rainmaker” by Jeffrey Fox.    I happen to favor the simple style that Jeffrey Fox uses, so pick a book that suits you.

Filed Under: A. 12 Search Expectations Tagged With: , , , ,

What!?! My skills transfer to that role!

December 15, 2008 By

I am a finance guy.   If you asked me to recruit a new CIO, the first thing I would ask for you to give me a list of qualities and requirements.

I have never sat in the CIO chair.  So while I might be aware of what the CIO does, I truly don’t know what combination of skills and experience level for each skill it takes to run an IT department.

My ability to translate the skills of a CIO from outside our industry would apply to our industry would be even more limited.

Do the skills of managing a software company IT department work in a manufacturing world?   My guess is yes, but I’d be hard-pressed to tell you which ones.

As the chair of a finance executive networking group, I’ve met with about 120 recruiters.  How many of those of recruiters have been CFOs?  One.   How many had worked in the industry for which the position they were recruiting?  A handful.

Most recruiters have awareness or familiarity with the positions and industries, but actual work experience.   So unless they have sat in your specific chair – then set your expectations for their ability to translate your skills accordingly.

Sidetrack: “Industry experience required”

This requirement comes exclusively from the client, not the recruiter.   By time a company comes to a recruiter and is going to pay 30% of salary as a fee – they come with a very specific set of requirements.   They ask the recruiter to find the person they want, not just talent.

Filed Under: M. You & The Recruiter Tagged With: ,

Phone vs Face-to-Face – Pros/Cons

December 15, 2008 By

During my outplacement, I had a running discussion/argument with my friend, Nancy Burke (from Lee Hecht Harrison) about face-to-face versus phone meetings.

I prefer face-to-face meetings, as I feel they build a stronger connection.  A point that most people agree they do as well.   Now the downside to face-to-face meeting is scheduling.

The most face-to-face meetings I had in a week?  25.   Obviously, I had some serious scheduling mojo to get that many in a week and not be racing between meetings (70 mph is only kind-of-racing).

The upside to phone calls that gain greater exposure to the market, as you can easily reach more than 25 networking contacts in a week.   Also, a phone call can precede or lead to a meeting later on.    

While a call may not build as strong of a connection, do not underestimate the benefit of greater exposure, especially when you hear about a possibility.

No matter whether you meet someone by phone or in-person, the preparation work to get ready for the meeting remains the same.  

If you do make a call, you will need to follow up more often to establish a reason for that person to remember you beyond the ‘4 week window’.

Filed Under: G. You're Rolling Now! Tagged With: , ,

#5 – 80% network, 20% recruiter

December 15, 2008 By

Another statistic that outplacement firm often use is helpful in setting your expectations: 80% of jobs come through networking and 20% through recruiters.

Not every company follows the average.  So you need to understand the company’s hiring practices for the position you seek.   But in general, it is networking, especially with people who know your skills that make it happen.

Expectation setting #5: Dedicate your time based on who can connect you to a job

Filed Under: A. 12 Search Expectations Tagged With: , ,

Bet, Draw or Fold – Working with a Recruiter

December 15, 2008 By

Now that you have read the skills transfer post, here’s my rule of thumb for working with recruiters. 

Borrowing from world of Texas Hold ‘Em, here’s my recommendation based on the positions you’ve held and industry experience:

1.       Bet: Match both title/experience and Industry 

2.       Draw: Strong title/experience match with limited industry experience (or vice versa)

3.       Fold:  Have not held the position and from outside the industry

Both “Bet” and “Draw” means you should contact the recruiter.

With “Draw” you will need to clearly draw the parallels between industries or duties to the job description.  Remember that you need to do the translation for the recruiter and perhaps the company.

For “Fold”, this is simply recognizing that even if you are really talented, a recruiter is generally not asked to just find talented people.  So do both yourself and recruiter a favor, apply when the odds favor you.

Filed Under: M. You & The Recruiter Tagged With: ,

The Liquor Store Joke – A Lesson in Asking for Help

December 15, 2008 By

I was standing in line at the liquor store with a six pack in hand and could not help but notice the man in front of me.  He had three cases of beer, a dozen bottles of wine, and several bottles of scotch, gin, brandy and whiskey. 

I leaned forward and said “Looks like you’re going to have a heck of a party”

The man turned around and replied “Nope, just trying to build up the courage to go to confession.”

Asking for help can be hard, especially from people you just meet, but it’s a necessary part of networking.

Remember that the people that agree to meet with you are also agreeing to help you.   With your search documents and pitch in order, you give them everything necessary to provide that help.   Also, you will be surprised by how many successful people have been through transition – so they understand.

Being prepared (hopefully, without a trip to the liquor store) will give you the confidence to ask for help.

Filed Under: F. Getting Out There Tagged With: ,

How to set up a meeting via e-mail

December 15, 2008 By

When I started my search, I left loads of voicemails requesting to meet.  Most went unanswered.   So I switched to sending my invites to where people spend most their time: the Blackberry.

In the toolkit is a template for a networking e-mail to set up a meeting, this format lead me to get about 90% of my e-mails returned and meetings set up.

The template explains in more detail, but here’s why I think it works well:

·         Using the person who referred you in the e-mail title – gives them a reason to open the e-mail

·         It’s very short, only two scrolls on a blackberry

·         It is very focused: Why am I writing, What I seek to do, What is the next step

You will notice in the template, that I do not give any of my background or attach a resume.  The focus is to get a meeting, save your background for when you meet.   Though there is one trick for getting your background, read “The Stealth Resume – Your LinkedIn Profile URL”.

Filed Under: E. Meetings: Before, During & After Tagged With: ,

#6 – The continuing stigma of being in transition

December 15, 2008 By

Every resume is on best behavior.  Everyone is a leader that contributed to growth through strategic thinking, built a team, and earned the company millions.

In short, 100% of resumes present people in the top 10% of performers.   Of course, we know that’s not true.  Problem is you cannot always tell who is telling the truth.

Sadly, some people deserve to be in transition, while others had no choice (sale of firm, etc.).    Problem is you cannot tell when you read the resume or meet them.

Expectation setting #6:  The risk-averse will simply avoid any one in transition.  Not wanting to chance it, they go for those still employed.  If you run into those folks, don’t invest too much time.

Two ideas to help overcome the stigma:

1.       LinkedIn recommendations from your peers and bosses at your last firm – there’s something to be said when people make them so public

2.       Find people who know you well to make introductions or call on your behalf

Filed Under: A. 12 Search Expectations Tagged With: ,

Disorganized Search = Disorganized Employee?

December 15, 2008 By

Your search is a reflection of how you organize projects, handle adversity and communicate.   These are things we see in everyday jobs.  So treat a search like a job, not something you have not done before or very often.   There is no free pass just because no one likes to be in a search.

If you trouble making meetings on time, being prepared for a meeting (e.g. research on the individual or company) or following up, then what does that say about your ability as an employee?

It will be difficult to get someone to give you their A-list networking contacts if you don’t give them you’re A-list attention.

The better you take care of yourself, the better impression you will give that you can kick ass when you get on the job.

Filed Under: D. Organize Your Networking Tagged With: ,

20 minutes early is not on time

December 15, 2008 By

Whoever came up with that rule that you should arrive twenty minutes early obviously never spend twenty minutes trying to make idle chit-chat with a receptionist who had other work to do.  

Repeat after me:  Show up on time.

If the appointment is at 2 p.m., then arrive at 1:58.  You just have to be on time.  How often when you were working did you show up at someone’s office 20 minutes early?   If someone wants to meet you earlier they’ll call.  Trust me.

More importantly time is a key commodity, especially as you ramp up the networking.  20 minutes is a couple of phone calls to confirm meeting, make an appointment to your hair done, ring up a friend to arrange a beer (if you’re in transition, you’ll need one).

Filed Under: F. Getting Out There Tagged With:

Networking Groups – Limits

December 15, 2008 By

I belonged to four regular networking groups and attended others occasionally.  Two of my regular groups were related to my profession.  My other regular groups were smaller with a limited number of members served as each other’s board of advisors.

Belonging to different types of networking groups was very useful as groups can have limitations:

·         Single industry – Can be limitations to network as you often know the same contacts

·         Single profession (e.g. Finance) –  This can be good networking, but I always joke it’s ‘competitively cooperative’ as you tend to be looking for the same role

·         Uneven attendance or similar attendees

·         Too broad of attendance – difficult to networking with people with whom you want to network

Trying ExecuNet (www.execunet.com) or a similar networking meeting, so there is a mix of professions, so it gives you a broader set of people with whom to network.

Filed Under: G. You're Rolling Now! Tagged With: ,

Using LinkedIn Groups

December 15, 2008 By

LinkedIn Groups connect people who have a common history/interest:

·         Former colleagues from a specific employer (e.g. Arthur Andersen), colleges, etc.

·         People within a state

·         Same profession (marketing, sales, teaching, etc.)

·         On-line communities (e.g. ExecuNet) or Professional Groups

·         Entrepreneurs

·         Non-profit/Charity

A LinkedIn Group is essentially an on-line networking group – the tools for the group (discussions, etc.) allow you to begin to connect with individuals.  Also, as you look at the profile of an individual within the group, LinkedIn provides how you are connected.

Many people in a group will allow other group members to contact them.   This openness is great for networking and researching a firm or person. 

I am amazed at how many people I rediscovered by paging through the group members.   For yourself, these groups may lead to finding people with a vested interest in you.

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