Recruitment Networking – how to get opportunities

You rollout the platform to get started. I have also written an article here.

How do you then specially network to get Recruiters contacting you? Or a company to warm up and therefore offer you an opportunity?

Probably, drink more cups of cappuccino with your contact to build a stronger relationship, you remember the boss son’s birthday and sent him a bottle of French wine.

Maybe it works, but it can be seen as an agenda in mind if it’s overly used.

The basic fundamental is not to reach out aggressively, simply because you need something in return. No one likes to regularly accept someone’s gift with a hidden agenda – and expect to offer a concession. Yet there is a need to connect to the right contact.  This is where some form of subtle selling is needed.

Put relationship first.

Develop a Real Interest

After meeting a new corporate contact in an event, resist the urge to ask for a job immediately. Instead, get to know the other person’s point of view, his perspective on things that he brings up during the conversation.

For example, after the pleasantries, he starts to talk about how America inward policy has affected Asia and subsequently, has an implication on his industry.

Do you quickly barge in and give your view?

Listen. Understand and take a deeper interest in his thoughts.
Listen again.

Then, you spot one or two killer words that concern him the most. Recycle the words; reaffirm to confirm whether this is something that has been lingering in his mind. If he doesn’t give many clues, ask more. Ask how he feels about the entire situation. And you get further insights.

Gradually, you pick up useful intelligence and spin these keywords back into the chat. Phrase such as “I remember you speak about this….and this….how concern are you?”

If you do this, he gets another layer of impression of you – and you have a grasp on his trigger point.

That’s the first level of relationship building.

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Pick up the courage to meet new people and gain on-the-ground experiences. That doesn’t mean you attend every networking event. Go for selective few, use this approach and review thereafter.

What about Recruiters?

After getting your profile up in LinkedIn, it’s time to connect to the right recruiters.
You can ask to meet face-to-face.

Or do it electronically.

From a top-down level, go for the most established, especially global recruitment firms such as Robert Walters. The next level is your mid-sized companies or even two-three men team whom expertise is in a specific industry vertical.

Go to their website to get contact details.

From a bottom-up approach – use the search function in LinkedIn (send me an email if you are unsure how to do it). Type in “Recruitment Consultant” at the top. LinkedIn will pop up a number of names.

Then, drop them a note using LinkedIn “InMail”. If you can’t, find out the relevant people connected around who may be in the same industry.

Google to find out their email address.
In other words, be resourceful.


Introduce yourself with one-to-two liners with an objective to look for a job. Nothing more than five sentences. Remember, they are constantly flooded with cold emails.

Don’t ask whether they have a job offer on hand – they may have but these folks don’t know you in person.  So, your role is to make sure the prospecting is crisp, straight to the point and industry relevant.

Lastly, ask for a “call-to-action”. Secure a date/time for a brief call.

Follow Through

Identify the top 10 most responsive contacts in your list.  This is your first degree network. Know what interest them the most.

Hence, if Mr. A likes cycling and he is keen on a competitive event, you have a promotional code, pass it to him.  If Ms. B will like a referral for her client, introduce her to someone you know that fits the criteria.

Be original.  The next follow through can be a Christmas e-greeting.  You just want to make sure your identify remains and he/she must think of you.

Finally, you pop the question of asking a job opportunity.  Altogether, it should take an estimate of three months per contact.

The caveat here is that, both sides have to be responsive.  Giving too much without much response takes up too much time.  Move on to the other contact who appreciates you.

Relationship First

In the call or meet-up, it’s about getting to know the other party better.
Therefore, angle your conversation towards the recruitment firm. (what it does, areas of specialization, how they sniff out potential candidates)

If it’s a direct contact, ask more about his job, his corporate work. Develop a sense of curiosity, to be open and learn more. Give a little more if you can, for instance sharing insights. Follow up with the intention to help, and not to look for job first.

Do it sincerely and consistently. When the time comes, it’s easy to pop that question to get an important referral.  Better still, a job opportunity at hand.

Trust is built over time, never a day.

That’s where you can get recruitment opportunities once the connection is developed.

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