2 Common Networking Mistakes And A Formula To Train Your Network To Be A Job Lead Generation Army

2 Common Networking Mistakes and a Formula to Train Your Network to Be a Job Lead Generation Army Networking by Greentech Media of Flickr I seem to repeat this almost every day â€" you cannot be everything to everyone. You can try, but you will eventually fall short in something. It becomes very difficult to maintain the persona of someone who is equally strong in a diverse range of competencies. Even if you land the job (and it may be appealing to smaller companies and start-ups, if that is your TRUE brand), it may not keep you employed when a company feels that your competencies have been misrepresented. It also may hurt future transitions if you have to explain why your former employer may not be a positive reference for you. Branding is the opposite of being everything to everybody. An effective brand distinguishes an individual or a company as having unique qualities that appeal to a particular cross-section of the population or demographic based on their needs or wants, also known as a niche.   Companies can execute different branding strategies for different demographics. You might notice that a phone company will air a much different ad on Lifetime than it will on Spike. However, LinkedIn has been very strict about their users only having one profile. As a job seeker, you will actually prolong your job search if you diversify your brand to reach several different employer audiences. For employers, there is greater risk in hiring people who present themselves as the perfect fit for all their needs. In this market, the candidate whose qualifications and motivations can be trusted will be able to compete more effectively for an open position, and their future performance can be more accurately assessed. In order to instill trust, be honest about what your strengths are and what skills you want to develop further. Prominently identify the qualities or skill sets that distinguish you as a top candidate without making assumptions about the caliber of talent the company already represents. Many people recognize that networking is the number one transition activity that helps people get hired. However, even people that network fanatically may not be developing the volume of job leads that they would like. There are two major mistakes I see most people making in networking that prevent them from being able to leverage this activity to generate momentum.   Networking mistake #1 It may sound counterintuitive, but not being specific and concise enough for network contacts will actually narrow the number of leads that your network produces for you. Your contacts need to walk away from the conversation understanding how to recognize a good job lead.   The chances of your contacts coming across an open position for your job title is so much slimmer than them conversing with someone who has a problem you can solve.   Networking mistake #2 Asking for favors is not the way to inspire people to make powerful introductions for you. A call to action is much more likely to have a positive response when the individual being called upon to act has a clear understanding of the mutual benefits of an introduction. People want to connect you so that they can help both you and their network contacts.   Flip your networking script Think of network branding as training your contacts to be lead developers for you. Do not use industry lingo if they are not savvy. Do not run down your whole employment history. Tell them what they will remember, such as why companies have hired you in the past and what problems you can solve for a company. Demonstrate the mutual benefit of connecting you to your network’s contacts. I have seen many formulas for 30-second commercials, but Margaret Lynch’s “Captivate From The Start” formula is the most impactful, by far. Though it was designed for coaches, and was a product of training that SHE received as an EFT practitioner, she decided to pass it on to coaches in her tribe, and I must share the concept with you. It starts with understanding the pain of your audience. People are motivated to take action primarily by two things: avoiding future pain and ending current pain, with the more dominant driving force being the latter. As a job seeker, you’ll want to think about why the position you want exists, or why it should (because it might not). What business needs does the position fulfill? When it is not filled, or when it is not filled by the right person, what pain results, and for whom? What are the costs of this job not being done well? Let your network contacts know who would be impacted, and that is a sign to them as to whom an introduction would be beneficial. Tell them two or three things that your target would experience that would be a sign that they have needs you can fulfill, and then give them an idea of the results you can bring about for them. For example: I help business leaders and engineering teams who have difficulties launching on time because they are not agreeing on product specifications that understand each other and the customer needs, so that products are launched with minimal bugs, with as little time and budget as possible, and with the highest satisfaction ratings possible. It seems like a mouthful, but would you be able to find a lead for this professional? To turn this 30-second commercial into a 60-second commercial, think about why you are the right person to fill this position. What evidence do you have to present that proves that, among people with similar qualifications, you add something uniquely valuable that will make the resolution of the pain faster, greater, or more pleasant? What was one major problem you resolved for one major initiative that you were pivotal in making successful? Once you get the lead and someone encourages you to contact a VIP in his or her network, follow up, even if the opportunity does not seem like it is a fit. Be forthcoming if that is the case, and always offer to be a resource to your network and the network they make available to you.   Train for long-term retention with something tactile Of course, not everyone learns audibly, so it is wise to have something you can leave behind, whether it is a business card that has comparable information on it, or, even better, a one page networking profile. These are becoming more standard for executive networking groups, and yet I find them to be not much more interesting than a résumé for the average reader. People crave speedy, visual information. Not only do infographics make information easier to understand, and more fun to read and share, but they make it more memorable. If you really want to wow your contacts, give them something they will be excited to show their contacts and engage us to create your one page networking infographic.   Words are the most powerful force we have as a species. By changing what you say in your networking conversations, you will multiply the number of opportunities that people send your way. Furthermore, these opportunities may not look exactly like job openings that thousands of other people are vying to fill. They will most likely more often look like people who need you and are eager to find out how you can ease their pain. In turn, your pain will be relieved. Interviewing will be more productive and more fun, and will more likely result in a job offer.   The job offers you receive are more likely to be for positions that fully utilize your talents and experience. Because you will have the leverage of having a solution to an immediate need, negotiating will be that much easier and more successful. Use this formula to lubricate the tracks to success and accelerate toward a successful job landing.   2 comments on “2 Common Networking Mistakes and a Formula to Train Your Network to Be a Job Lead Generation Army” Great piece! Just this morning I was telling a Job Seeker that Hire One’s Networking event with employers and job seekers we encourage the Job seeker to approach the employer and find out where / what their pain is. How can they help the employer? Odds are they may not have the skills to solve the pain but they may know someone who can heal the employer’s pain. Refer that person. maybe it’s your son’s girlfriend or a neighbor. I am sure that in turn the employer will check their network for firms that have pains YOU can solve. Thank you, much, Jim. Oh, yes. Referring someone if you can’t directly solve their pain is still a great way to offer and demonstrate value!