Networking and Delayed Gratification

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It’s easy to see why salespeople, marketing professionals, and recruiters benefit from networking events. These professions are dependent on relationships and uncovering potential business opportunities. After all, the marketing manager at Company A may really click with the Ad Sales Account Manager at Company B and boom – a deal is born.

Other than free hors de oeuvres and cocktails, why might someone who works in human services or healthcare benefit from attending events? If you’re attending networking events hoping to find the perfect business opportunity and connection that same night – you’re doing it wrong. When you’re networking, delayed gratification is the name of the game. There is no possible way it could be evident instantaneously how your relationship with someone may be useful to you in the future. It may be six months or five years before you ever call on a contact that you met at one of these events.

For example, as a counselor (my former career) I met many people in the non-profit arena. In the short term, these relationships helped me learn about more resources available to my clients. In the long term, these contacts have helped me locate candidates for unrelated jobs, provided new leadership and volunteer opportunities, and served as connections for new clients.

As I said though, you will most certainly be let down if you are attending networking events in the hopes of an instant reward. Instead, focus on actually building relationships with those around you. How did they get into their current role? What are they involved in outside of work? What brought them to the networking event you’re both attending?

For lack of a better source of imagery, think of networking like a garden. You have to plant a number of seeds and then work on cultivating, nurturing, and tending to your relationships to see any real benefit. Keep the cards of people you meet and immediately add them on LinkedIn; congratulate them when they change jobs; “like” their statuses; and touch base every now and then.

When it comes to networking, the old adage is true: you reap what you sow.

Written by: Hannah Barfield Spellmeyer

Hannah Barfield Spellmeyer has been with Godshall since May of 2014. In her role, Hannah specializes in recruiting in the healthcare, marketing, and insurance sector. Hannah began her career as a therapist in a community mental health center. Hannah has been published in The Journal of Career Counseling, The Family Journal, and Counseling Theory: Guided and Reflexive Practice. Hannah is a graduate of the University of Georgia and graduated with a Master’s degree in Clinical Mental Health Counseling from Clemson University. Recently she was recognized as one of Greenville’s Best and Brightest: 35 Under 35.

 

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Top 5 Interview Questions to Engage the Candidate

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When interviewing, it is important to do more than “scratch the surface” to understand the candidate and his or her true intentions for job seeking.  Refrain from asking questions that will yield a one word response and consider thought provoking interview questions to encourage candidate dialogue. Here are five examples of interview questions that will engage the candidate to aid in hiring decisions:

  1. Tell me what you know about our company and the position.

This will show the depth of a candidate’s ability to prepare, their interest in your company vs just landing a job, and will test the candidate’s true understanding of the job.

  1. Why did you leave your previous positions?

It is important to find out why a candidate left every recent job. This will allow a hiring manager to deduce a candidate’s work ethic, ethical behavior, and perseverance. It is amazing how often candidates will say they left a position without accepting another job offer because there was not growth potential. This is a “smoke screen” as being unemployed offers limited ability for growth.  Dig a little deeper to try to uncover the real reason their past jobs were not a long-term fit.

  1. Give me a percentage breakdown of how much time is spent on each duty listed on your resume.

This will help give an employer an accurate depiction of a candidate’s knowledge and career focus to determine if past experience is relevant for the featured role.  Also consider asking what duties gave them great joy and which duties they did not care for.  This helps to give a clearer picture if they will be happy long term in the job you are considering them for.

  1. Where do you see yourself in five years?

This will give insight into a candidate’s long term motivation and career goals.  It will also show if their long term goals align with your organization’s future.

  1. If I called your references, tell me what they would say is your greatest strength and what is the area that needs most improvement?

This is a great way to candidly seek a person’s greatest strengths and weakness without asking. Often times a candidate will reveal specific feedback from a previous manager or peer.  This is a great time to ask for reference letters or gather insight into the hierarchy of the candidate’s previous employers.

Keep in mind that the interview starts the moment the candidate walks in the building.  Take note of how the candidate treated the receptionist or conversed with staff.  Pay attention to the demeanor from the moment they enter the doors to the time that they leave.  Happy hiring!

Written by: Catherine Culler

Catherine Culler has been a recruiter with Godshall Professional Recruiting and Staffing since 2000. She specializes in recruiting and staffing for accounting, human resources, legal, administrative, financial, sales and customer service positions. Her prior background includes work in medical sales and sales training. She has three children, a son who is in seventh grade and twin daughters in sixth grade.