The U. S. Bureau of Labor Statistics states that 70% of all positions are filled through networking. The importance of networking, so often trumpeted to job seekers, depends upon that figure. But it’s worth asking why it’s so important. What makes networking so vital to landing?
The answer is simple: it’s how employers know you are a living, breathing person.
While individual businesses may be more or less open to aggressive solutions or thinking, it’s fair to say that as a rule, businesses tend to be risk averse. This is only sensible in a for-profit enterprise: if an effort or initiative requires [x] resources, then [x] must be lesser than the expected revenue/cost reduction or it isn’t worth proceeding.
The costs associated with bringing on a new employee are considerable: the employee needs to be trained, resulting in lost productivity of the person or people involved in that training; the tasks assigned to the new employee cannot be completed as quickly as when an experienced person is in that role; to say nothing of the costs of recruiting and costs in benefits incurred. And of course, if a new employee doesn’t work out, the whole process might need to be repeated. A business is willing to take the hit in lost productivity, but only for the right new hire.
For those reasons, it should come as no surprise that businesses are even more conservative when it comes to evaluating résumés. HR and hiring managers are flooded with dozens or even hundreds of résumés for each job posting. No matter how well crafted, résumés don’t represent living, breathing people to the screener: they are merely skill sets or aptitudes that either do or do not match the criteria in the posting.
A résumé has no face, no sense of humor and no personality. And that’s the problem: a hiring manager isn’t hiring a résumé: he or she is hiring an employee, someone with the optimal combination of required background and ability to fit into the corporate culture. No matter how compellingly crafted or presented, the résumé will always be a poorer sales tool than the product: you.
We’ve all done it: applied for a position, submitted the relevant material into the black hole and heard nothing back with no way to follow up except a general HR phone number or e-mail address—which is to say, no way at all. This part of job search is easily the most frustrating, unsatisfying and soul-killing part: the stakes are very high but you have no control, influence or even means to gauge your progress as a candidate. In this situation, the screener is a faceless, nameless, and hence anonymous figure…just like you.
It is to overcome this anonymity, this facelessness, which makes networking so directly important to job search. Leaving aside the fact that the people we encounter at networking events might pass along useful leads, by networking, you can become a face, a name and a known quantity.
Psychologists have been aware of the halo effect for decades. In HR circles, the term is used to refer to a hiring manager identifying a positive trait that mitigates a candidate’s negative trait(s). As job seekers, we need to make full use of the tools in our toolkit to land.
At the end of the day, staying focused on being the known quantity is at the heart of networking’s importance, and will help you land.