Recruiting is about networking.  There may be more responsibilities and nuances, but in its most basic form, whether it is a corporate recruiter, or someone from an agency, that is what they are and should be doing.  Networking is not only about knowing names, but having relationships.  This is something that many people and even some recruiters fail to understand, and thus set themselves up for failure.

Let’s give an example.  I have a large network on LinkedIn.  Thousands of people have connected to me for reasons ranging from learning more about my company, to understanding my industry, to having a common interest.  On any given day, I receive anywhere from 5 to 25 invites from people.  By accepting, I am granting them access to my network, and the ability to contact and view people I know.  This is light and high-level form of networking.  But all this does is connect profiles, and not people… it hasn’t built a relationship.  Saying you have 1,000 (or 20,000) connections on LinkedIn isn’t impressive.  Picking up the phone and having those people know who you are, and be interested in your conversation is.

So what is true networking about again?  Building relationships!  How do you build relationships?  I’m sure many people will say different things, but to me, it’s always providing value to someone’s life.  Whether it’s inspiration/motivation, humor, knowledge, a different perspective, just an ear, or something else of value to them, the bottom line is that people typically have their best relationships with people who give them value in life.  So why do so many people just collect names, business cards, or LinkedIn contacts?  Why do so many people think this is enough?  Beats me.

Case-in-point — back to my LinkedIn network – I’d say at least once or twice per week, I get invitations, and after accepting, the people fire right back asking me to get them a job or buy something.  What do you think goes through my mind?  This is my WTF moment.

A little story – I was watching a training video, and a man was covering something on a similar note.  It goes something like this:  You’re sitting at a bar, happily by yourself and sipping a pint of your favorite ale.  A landscaper saddles up next to you with a friendly smile, looks up at the TV you’re viewing and says something nice about the team you’re cheering for.  He grabs his own beverage, and introduces himself.  You exchange a couple of pleasantries, and then he pulls out a flyer, and pushes it over to you offering his services.  Would you be happy to accept, or would you be more likely to feel awkward, look to wrap up your tab and head out of there?  Most people would do the latter.  So why do people think that they can do the same on LinkedIn, networking groups, or any other forum without first building a relationship?  Perhaps the landscaper could have asked after some time if you have property, and offer some ultra-simple tips on time- or cost-saving maintenance, and then say that he performs these and more advanced services, but his little tricks are a free gift, and that he hopes to see him at the next game?  At least something of value has been offered.

Recruiters are busy, as they should be.  Their roles can vary in complexity and requirements, but they’re often chased by candidates left, and right.  If you’re not adding value to their lives, how do you think they feel when you ask them for help in their job search, especially if you don’t have the skills they need on their own positions?  I’m sure I don’t need to give you that answer.  Here’s an idea:  Connect with as many recruiters as you can.  Understand what they look for, and send them referrals of people that might actually fit the roles.  If you fit roles they are searching for, don’t just give them a resume, give them your business plan as to why you’re not just A fit for the role, but THE fit for it.  For anyone (not just recruiters), if you make their jobs easier, you have made a large portion of their lives easier, and thus will most-likely receive gratitude, assistance, or maybe more if you’re lucky.  You won’t find out unless you pay it forward.  Try it out today.

 

A little about me:  Currently, I’m a Principal Talent Advisor at Oracle.  I’ve been involved in Human Capital for over 20 years with the last 15+ in Talent Acquisition and advisement.  My quest is to expedite hiring processes, bring the best people to the best companies, and help people along the way.