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New networking techniques triple effectiveness

It’s not who you know, it’s who will help you that counts.

New networking techniques triple effectiveness

I have tripled the effectiveness of my network in the last week.  I have gotten more referrals than I have been able to process.  Here are the basics:

Yesterday I wrote about Nebraskan networking.  Key points are:

  1. Ask the right question

Always ask:  Who do you know that can get me closer to the individual I need to talk to? People want to help.  This is a non-threatening way to give help without being 100% correct. You’ll be surprised how this gets people to relax and help you.

  1. You get more help from higher income people

Ask for help from people above the level you are working at.  Managers, experts, directors and CEO’s use networking every day.  They know the importance of sharing help. Often they will do much more for you than you ever expected.

  1. A driving purpose or important result is necessary

In the Milgram study an extremely impressive document was being sent.  The perceived importance made people want to help.  Carefully script your request.  Make your need critical, important for others to help with, and non-threatening.  Make sure they know that the next person in their network chain will feel honored to help.

  1. Give people a way to report back

Make sure the person you ask for help has a way to tell you how they helped.  Send them an email with your request.

Here’s an example of an email I have sent that got me more help than I have been able to keep up with:

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Subject: I need your help …

I need your assistance.  I know you’re not geographically placed right for all these, but you know people

If you don’t know of someone you can refer to me, would you pass this on to a friend, colleague or associate whom you consider to be closer to this person? Then they can open the door of opportunity for the right person.

One of my top clients is looking to expand its sales channel by hiring three people:

an Employee Benefits/Health Insurance Producer in Harrisburg, PA;

a Property and Casualty Insurance Producer in the Harrisburg area;

and a P&C Producer in north Philadelphia.

Sales opportunities are “teed up” for these producers by telemarketers and rainmakers.

P&C producers at the company over 3 years are all earning in excess of $200,000 per year.  EB are all well over $100,000/yr.  Base salary, benefits, etc. like you would expect.

Can you get this request closer to the right person?

I sure appreciate your help.

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That’s a simple letter and has been extremely effective.  You can create one as effective for your urgent need.

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Something To Do Today

Figure out how to follow the 4 steps above and ask for help to get closer to someone who can help you.

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Next:      Who do you work for?

How to TRIPLE your networking results

Before computers, 196 people in Nebraska were sent a package and asked to forward it to anyone who might be able get it closer to a named stockbroker living near Boston. All they had was a name, an occupation, and a very general location. Milgram, a researcher, assumed: 1. Nebraskans know no one in Boston, 2. they would never complete the task.  Amazingly, those Nebraskans eventually got the packages to the stockbroker.

It took an average of 5 mailings to get each package to the right place.  Each mailing was to someone they thought might be closer to the final intended recipient.  That step is called a degree of separation.  This experiment is the basis that people use to claim you can get to anyone in the world in 6 steps.

Here is some more information that makes this study usable in a job search, sales or your career.

Milgram stacked the deck in his studies.  In previous experiments, lower income people often ended sending chains. Milgram recruited higher income people to start these chains. He made the package as impressive as possible by using a fancy Harvard document richly signed.  He asked each person in each step to send a reply card to him to track progress.  This was an experiment in getting strangers to help.

Tomorrow I will show you how I have been using these facts and results to expand my network effectiveness dramatically.

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Something To Do Today

Go over your network list.  Who do you know.  How many people do you know.   Tomorrow I will show you how to dramatically increase your network effectiveness.

You might have fun reading  about Milgram’s studies. This article is the closest to the original documents that I can find. Wikipedia has information on the the different iterations of the experiment.

Make your job search 50% more effective

The first step to making your job search 50% more effective, is to really know what is happening.  Yes, get a job in half the time. Let me give you an example that changed my life that applies to your job search.

I was overspending by 20% every month. I had an absolutely fixed income.  So I bought a notepad and kept track of every expense.  In one week it was obvious where the money went.  In a month it was unavoidable.  The truth? 20% of my very limited income was going for lemonade from cozy little shops in Murcia, Spain.

Your time is very limited.  You only get 24 hours a day.  You can’t buy more time. Do you really know how you use it?

Learning to ignore things is one of the great paths to inner peace. (Sawyer)

Buy a small notebook.  Exert incredible discipline for one day each month.  Every time you shift tasks, write it down.  A phone call is a shifted task.  An internet link can be a shifted task.  Write it down.

It may help to create 15 minute intervals on the paper and write down what you did for each 15 minute period.

Now get out the chainsaw.  What was really REALLY productive?  Do you spend 2 hours daily trying to avoid offending people by chatting amiably or reading their useless emails.  Cut out the unproductive stuff.

Make sure you do what is important.  Education is essential. Networking is critical.  Talk about the NCAA tournament with Larry—don’t kid yourself.  That email of funny things kids do—delete it.

I tried it. I found I was spending hours each day with candidate email that wouldn’t do any good.  I did a 2 month experiment.  I took all my job openings off the internet. Instead I started calling up people.  In the recruiting business that is taking a chainsaw to your daily schedule.  Nothing neat and clean, I just cut 25% of my time wasted.  I have since added back some job ads, but not where everyone else advertises.  Now I get better candidates and less time wasters.

Create the log.  Keep it for a day or a week.  Get your chainsaw out.  Cut off the termite riddled, least productive part of the log.  Use the time you save to get the most useful things possible done.

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Something To Do Today

Create a time log.  Use it for your job or your job hunting.  Keep it. Analyze it.  Chainsaw it.

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Next:      Unbelievable networking facts.

Later:               Take unfair advantage of those networking facts.

Are you job hunting? or working hard?

Useful work or administrivia?

One of my managers told me, “Bryan, you don’t work hard enough.  I put in 60 or 70 hours a week. Even if I’m just in here filing stuff, I’m getting more done than you.”  I couldn’t answer him.  I was too amazed.  He took my silence for the deep pondering of a well taught student and left. I am grateful he could not read my mind.

The hardest working people I know are paid about the same as others who work steadily and put in 40 to 45 hours a week.  Both the 70 hour week and 45 hour week people are VP’s and directors. They are paid the same.

The people working seventy hours a week focus on the 3 do’s differently.  They focus on working efficiently or hard.  They want to get a lot of work done. At the end of the day they point to the fact that they did the work of 3 people in only 70 hours.

The 3 do’s

  • Do it.
  • Do it right
  • Do it right now

 

The people working 40 to 45 hours a week also focus on the 3 do’s.  But they first prioritize.  They try to avoid adminstrivia, the things we are asked to do that don’t really help.

One director I worked for said, “When my boss asks for a new report, I faithfully send it to him for 3 weeks.  It is always a masterpiece.  The fourth week I prepare it for him and don’t send it.  If he calls and asks for it I apologize and he has it in his hands in minutes. Most of the time he never asks for it.  I prepare it for a couple of more weeks just in case, then I stop entirely.”   He was one of the most highly rated directors in that company.

Now lets get something straight.  45 or 90 hours of wasted time will get you nowhere.  Solitaire, internet poker and reading the news don’t count as well spent time.  You have to be doing what’s most important for 40 hours each week to beat out the person working 70 hours.

In your job search or your job this lesson applies.  Are you only putting in the time or are you focusing?  Are you doing the hard things that will have the biggest impact, or are you spending your time in the same online job boards praying for miracles?

Do it.  Do it right.  Do it right now.  Don’t get distracted.  Focus on what is most important.  Then take some time off with your friends and family.  They’re important too.

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Something To Do Today

It is time to figure out what you are doing.   Really.  Make a list of the things you do at work or in your job search each day and each week.  Think about it.  Are you consistently working on the most important stuff, or are you merely focusing on activity?

Your choice: Inferior or vastly superior job

Kids always made fun of the way I dressed.  I had two shirts and two pairs of jeans for the whole school year.  That’s all.  I had cheap shoes.  For dinner our family had beans every night, literally.  We drank powdered milk.  I brought peanut butter sandwiches to school every day with homemade quince jam.  I was different.

We were paying a price.  It was worth it.  My friends had nice stuff while we saved and scrimped for every penny.  We did something they never did.  Each summer we went traveling in our VW Camper Bus.  We visited most of the USA, Canada, Mexico, Alaska, Hawaii, Europe and Africa.  Most summers we left school two weeks early and got back into school two weeks late.

Being different is not being inferior.  It can be a distinct advantage.  Be different in a way that can make you superior.

How can you be different?  What can you do to dramatically improve over the long run?  I know two guys who never walk anywhere in the office without having a manual in their hands to read as they walk.  They are both considered a little odd, but they are both the undisputed technical experts in their field.  They are paid well for it.

Your goal should be to out-prepare and out-perform everyone else in critical areas.

Critical areas to stand out in are the most visible areas that: 

  1. Earn money
  2. Save money
  3. Improve customer service.

Here’s how you find the critical areas for your next promotion, raise, or job:  Ask.

Your boss wants you to be more valuable, he’ll help you.  The people you look up to at work will want to help.  Go ask them what you should excel at.

Then do it.  Do it in your own way. Eccentric flair or plodding dullness does not matter.  Just excel IN A WAY THAT MATTERS.  It will change your life, not just your pay and job title.

How to motivate a recruiter to find you a job

Many recruiting offices have a button that rings a bell.  You can only push the button when you make a placement.  Some recruiters live only to press that button.  When they do press it, they keep their finger down for a full minute.  It drives everyone else nuts with envy.  Recruiters are competitive people.

Placing someone in a job motivates recruiters.  Sure recruiters want money.  That’s not their base motivation.  Their whole job is centered on making placements.

Want to motivate a recruiter?  Convince them they can place you quickly.

Some things that help:

  1. A great resume showing accomplishments, not responsibilities
  2. A positive attitude
  3. Talents that are in strong demand
  4. Winning interview skills
  5. Reasonable salary expectations
  6. Motivation to take a new job
  7. Little job hunting done on your part already
  8. A list of companies you would like to work for
  9. An exclusive relationship with the recruiter
  10. Your spouse and kids back you in the move
  11. Willingness to relocate or commute
  12. Ability to interview at a moment’s notice
  13. Great references that can be checked immediately or that are already on LinkedIn
  14. A current job

If you bring me all of the things above, I’ll start salivating.  I’ll drop everything I am doing and find you a job.  So will any other recruiter worth his salt. With that list, you should find a recruiter who will market you.  Get his commitment to report back how his marketing is going. If he won’t commit, he is the wrong recruiter.

The way to motivate a recruiter is to be a great candidate.  If you have a motivated recruiter, soon you’ll have a new job.

 Money was never a big motivation for me, except as a way to keep score.  The real excitement is playing the game.  (Trump)

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Something To Do Today

Go back over that list.  Can you figure out how to line up more of those things for your next job hunt?  Ask a recruiter for his honest opinion, AHow marketable am I and what can I do to make myself irresistible to employers? You can, get a commitment from your recruiter of how much he’ll do and when he will call you back to report on his results.

2 critical interview questions you should always ask the hirer

The interviewer’s first worry (out of 7)

You may be talking yourself out of a job. Your resume and your interview may combine to scare the interviewer.  He may think he will lose control of his situation if he even makes you a job  offer.

The hiring manager for any job usually already feels out of control. Someone quit, or there is more work to do than his team can handle. He is losing control of his own time because he is being forced to review resumes and set up interview times.  He is feeling out of control.

Then you make it worse.  He looks at your resume and asks himself, “Why does this candidate want to come work for me? What does he have in common with other people who quit? Will he even accept the job if we offer it?

Will he even accept the job if we offer it?

That is the first huge question you have to remove from the hirer’s mind. There are two types of questions you can ask to help soothe the hirer.  Ask the first one in the middle of the interview. Ask the second one at the very end. The second question is critical.

  1. What do you like most about working here?

Your purpose is to convince the hirer that they have connected with you about what makes the company great.  Give them a chance to say what they like the most.  While they are talking about it, lean forward and listen intently.  If the hirer feels you like his explanation, he will feel a lot more comfortable that you will accept the job.

  1. Can I have the job?

At the end of the interview you have to be bold.  You have to ask for the job.  There are several ways you can put it.

  • This sounds like a great opportunity. I like the people, and the job sounds great.  Is there anything you have seen in me that would keep you from hiring me?
  • This is the exact job, company, and coworkers I have been looking for. Can we set up the next step in the hiring process right now?
  • I really appreciate the chance to talk to you. What a great job and company! I want to work with you. How soon can I start working here?
  • This has been great. Can I have the job?

You will notice that the last example above is the condensed version.  It is the shortest and most direct way to ask for the job.  However you say it, say it at the end of every interview.  Never forget it.

The will practically never make you the job offer, or set up the next step right then.  The point is to let them know you really really really want the job.

Remove all doubt that you will accept the job if a decent offer is made.  Do it by letting them know you are interested. If you ask some variation of question 1 and question 2, you will dramatically increase your chances of being seriously considered and hired.

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More on these topics is coming later:

You have to help them regain control before you are hired

In order to soothe your potential boss, you have to give them as much control as possible.  If you can prove a few basic things, they will hire you immediately.  You need to prove:

  1. You will take that job and keep it.
  2. You can do that job
  3. You won’t take too much training
  4. You will take the initiative to do things within their system
  5. You learn quickly
  6. You get along with all kinds of coworkers – good and bad
  7. You will quickly take other burdens off the boss’s back and give them back control.

How do you prove it?

We’ll talk about that over the next few days.

Bizarre non-compete agreement

There is even a sandwich shop with a non-compete.  Seriously, are they going to sue an $8/hr worker for going to work at McDonald’s?  Other examples also included in this article.

How to overcome an employer’s resistance to hiring you

Why won’t they hire you? Do desperate employers resist hiring anyone?  Do they resist change? Or is it something else they resist?

Would you like to win a million dollars tax free?  But isn’t that a change?

If Oprah gave you a new car and money to pay the taxes on it, how hard would you resist? That is also a change.

Did you notice that I added that line about taxes in each question?  I had to add that because you might resist otherwise.  It isn’t the taxes, it is what the taxes represent in your mind that may cause you to resist.

Employers have the same resistance to hiring you that you might have to accepting a new car or even a million dollars.  They are afraid there is a hidden tax, a hook, a hidden problem.  They are afraid they will be forced to do things they don’t have time or energy for.  It can all be boiled down to their fear of losing control. People are afraid of losing control of their million dollars or their new car due to taxes. They are afraid of losing control if they hire you.

They lose control when they make you a job offer

As long as the employer is looking at resumes, interviewing, testing, talking about candidates, doing reference checks, and thinking about making offers, they are in control.  The second they make you an offer, they lose control.

Suddenly it is all up to you.  They get edgy.  To regain some control they will put a time limit on their offer. Usually they will give you overnight.  Sometimes they will give you up to a week.  But they want to have control over the process.

They have even less control when you start working for them

I am sure your new boss has worked with someone who was hired and was an absolute disaster. That person looked like the solution to their problem and was a horrible mistake.

You look like the perfect solution to their problem.  But, if they hire you, they lose control. When you come on board, there will be training, detailed supervision, review of your work, correction, adjustments to team duties, interpersonal conflicts, and a lot of other things that change. They will lose control of all those things the second you start with the team.

You have to help them regain control before you are hired

In order to soothe your potential boss, you have to give them as much control as possible.  If you can prove a few basic things, they will hire you immediately.  You need to prove:

  1. You will take the job and keep it
  2. You can do that job
  3. You won’t take too much training
  4. You will take the initiative to do things within their system
  5. You learn quickly
  6. You get along with all kinds of coworkers – good and bad
  7. You will quickly take other burdens off the boss’s back and give them back control.

How do you prove it?

We’ll talk about that over the next few days.

Motivating recruiters

Many recruiting offices have a button that rings a bell.  You can only push the button when you make a placement.  Some recruiters live only to press that button.  When they do press it, they keep their finger down for a full minute.  It drives everyone else nuts with envy.  Recruiters are competitive people.

Placing someone in a job motivates recruiters.  Sure recruiters want money.  That’s not their base motivation.  Their whole job is centered on making placements.

Want to motivate a recruiter?  Convince them they can place you quickly.

Some things that help:

  1. A great resume showing accomplishments, not responsibilities
  2. A positive attitude
  3. Talents that are in strong demand
  4. Winning interview skills
  5. Reasonable salary expectations
  6. Motivation to take a new job
  7. Little job hunting done on your part already
  8. A list of companies you would like to work for
  9. An exclusive relationship with the recruiter
  10. Your spouse and kids back you in the move
  11. Willingness to relocate or commute
  12. Ability to interview at a moment’s notice
  13. Great references that can be checked immediately or that are already on LinkedIn
  14. A current job

If you bring me all of the things above, I’ll start salivating.  I’ll drop everything I am doing and find you a job.  So will any other recruiter worth his salt. With that list, you should find a recruiter who will market you.  Get his commitment to report back how his marketing is going. If he won’t commit, he is the wrong recruiter.

The way to motivate a recruiter is to be a great candidate.  If you have a motivated recruiter, soon you’ll have a new job.

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Something To Do Today

Go back over that list.  Can you figure out how to line up more of those things for your next job hunt?  Ask a recruiter for his honest opinion, “How marketable am I and what can I do to make myself irresistible to employers?”

Get a commitment from your recruiter of how much he’ll do and when he will call you back to report on his results.