How to Leverage Networking Events to Recruit New Candidates
Here are a few tips and tricks to make networking events less painful—and much more productive—to find workers.
The word “networking” conjures up big feelings in many of us. And no wonder—making small talk and dealing with business card pushers isn’t much fun. But if you’re looking to grow your team or your business, you have to learn to embrace networking.
Here are a few tips and tricks to make networking events less painful—and much more productive.
Set your intention. Attitude determines results. If you approach networking as a “necessary evil,” it is unlikely you will ever be very successful at it. When you head out to a networking event, go with the intention to connect people. Connecting people is the number one way to build your social capital.
Make your goal about connections. Don't go in with a mission to talk to everyone. If you can, identify key people you want to talk with and seek them out. Otherwise, mingle intentionally, gravitating toward people who you can create a genuine connection with.
Be curious. Curiosity is the key. By simply asking questions and listening to the answers, you will learn everything you need to know.
Use strategic small talk. This is the key to undercover recruiting. By asking simple and common questions, you can learn everything you need to know about a potential hire. You will find better hires, make better connections and learn more (and likely have more fun) if you spend networking events asking questions and listening to the answers.
Sample Questions
Here are a few sample questions and how the answers can tell you what you need to know:
• What brought you to the city, or have you always lived here?
This way you learn if they’re local, went to school in the area, etc.
• How did you get into sales/IT/HR?
Most people will be happy to tell you how they landed in their current role, and chances are good you’ll tell if they are happy or not by their answer. This leads to easy, natural conversation about their career history but doesn’t feel like an interrogation or an interview.
• What brought you to XYZ company?
Again, this is a curiosity-based question. Another question, “Tell me a little bit about yourself,” will invite someone to share all sorts of information. And they’re likely to be more forthcoming because it’s just talking, not an “interview.”
• Is it awesome to work for XYZ company? I hear they have an amazing benefits package!
Feeling brave?
Here are additional questions for those candidates you really want to learn more about.
• Do you think you’ll retire from XYZ company?
If the answer is “probably not,” ask: What would you be looking for in a new opportunity to consider making a change? Would you ever think about making a change?
Then shut up and let them answer! They’re probably going to be surprised by your question, but nine out of 10 people will say they’re always open to hearing about new opportunities.
• Or, ask: “I’ve noticed you’ve been doing some pretty great things lately. Do you ever think about making a job change?”
If they say, “No, not really.” You say, “Well, if you ever decide you want to learn about another opportunity, I’d love to talk to you about working with me. Feel free to give me a call or email me.”
If they say, “Well, I am always open to learning about new opportunities,” say “Great, let’s set up a time to go to lunch or at least chat on the phone.”
Hand them your business card and either make plans to connect again or simply say, “Here is my card. If you ever decide you want to talk about different opportunities, don’t hesitate to reach out to me.”
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