As modern job seekers and members of the work force, we should all understand the significance of developing and maintaining an extensive network of meaningful professional connections.  Executive coach and Best Practices Consulting leader, Hank Boyer, reiterates in a recent LinkedIn article, “…engaging a well-developed and active network is a best practice in conducting an effective job search”.  He cites the words of Martin Kral, director of the Career Development Center at Western Illinois University, “I think we will see an increase in inside and outside referrals for open positions.  Inside referrals are those employees who know someone they believe would be perfect for the position, so they inform HR or management.  Outside referrals are people in HR’s or management’s network who knows someone who would be perfect fit for the employer”.

Close up of businessman hand showing key to success

There is little doubt that a quality referral will increase the speed at which a candidate is hired.  According to Paul Petrone, Marketing Manager at LinkedIn, hiring managers save considerable time (and money) when basing their hiring practices on the referral process, rather than screening and reviewing stacks of resumes.  He indicates a JobVite study which found that it takes an average of 29 days to hire a referral-based candidate, as opposed to an average of 39 days to hire a candidate who responded to a job posting.  The longest hiring process of 55 days belonged to candidates who contacted employers through a career site.

What does this mean for job seekers?

There is a distinct synergy which exists between what works best for employers and what benefits job seekers.  Employers pay heed to trusted sources and if a qualified candidate is recommended to them through a viable professional contact, that individual will gain an immediate competitive edge among others who many have applied for the same position.  This fact, coupled with the factor of convenience that referral-based hiring brings to employers, makes it even more imperative that job seekers do whatever they can to be noticed by important players in their field.

How can job seekers increase their chances of receiving a job referral?

Generate your own “soft referral”.  Don’t hesitate to reach out to others.  Expand your perimeters and consider any possible connections you may have with the organization you are interested in.  A friend of a friend who works in accounting or the brother of a former coworker who heads IT are examples of where to start when seeking a possible informal referral.

Broaden your LinkedIn reach.  Check the company’s LinkedIn page for their list of employees.  It’s quite possible you may share some first or second degree connections. Consider reaching out to any first degree connections, let them know why you would like to work for the company, and nicely request a referral. For second degree connections, look for any mutual contacts you may share, and ask one for an introduction before approaching them for a referral. Since some companies offer their employees referral incentive programs, you may just find that your connections on either level are happy to help.

Create a genuine connection.  If you have not landed a referral up to this point, contemplate any potential positive connections you currently have with the company.   Is your work-style in accord with their company mission or objective? If the culture and values of the organization are a fit, this is something you will want to spotlight.  Moreover, providing past examples of when and how you displayed an ethic congruent to that of the organization will help you increase your impact that much more.

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Conclusion

While hard work, dedication, and a stand-out resume are certainly non-negotiable when it comes to landing the job of your dreams, also crucial is developing strong business contacts by reaching out and aligning yourself with the company on which you’ve set your sights.

 

Fred Coon, CEO

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