Networking Conversation Checklist

There are four roles that your network contacts may play in your job search.

  • Sources are people who have inside information about particular businesses, including:
  • The likelihood that a company is in hiring mode
  • Who the hiring decision makers are within the company
  • The types of skills that matter most to hiring decision makers
  • The pay, prospects for advancement, workplace environment, and other information that enable you to decide if it makes sense for them to target that company
  • Recommenders are contacts who are willing and able to facilitate a meeting between you and a hiring decision maker, either directly or by passing along your resume and a recommendation. They may also be willing to write recommendation letters or serve as references
  • Hiring decision makers include small business owners or others inside a company who are directly involved in the hiring process, including team leaders, supervisors, or department heads.
  • Linkers can introduce the you to Sources and Recommenders, and in some cases, to Hiring decision makers. There’s a good chance that when you begin to develop a list of their network contacts, most of the people you initially identify will be linkers. Some of these linkers may only know other, better connected Linkers.

It’s possible for a single person to play several roles. A Source, Recommender, or Hiring Decision Maker, for example, may also be able to Link you to additional people or employers who could provide more information or assistance.

In some cases, a hiring decision maker might agree to meet you for an Informational Interview, in which the decision maker expects to be acting in the role of Source. You should respect this situation and should not ask about job openings.

However, you should be aware that every networking conversation is potentially a “stealth interview,” since it’s impossible to know who may be involved with some stage of the hiring process in the companies they work for. The safest course of action is to assume you are “auditioning” whenever you are talking to anyone. Your language, actions, demeanor, and appearance will be sending messages that, in the eyes of their network contacts, are far more accurate and credible than anything you might say in the artificial context of a formal job interview.

Here are a few core topics you should cover during all networking conversations:

  • “I’m seeking new employment opportunities”
  • A brief overview of your signature capabilities
  • The contributions you have made in previous jobs and how you delivered those results using your capabilities
  • The kinds of positions and the kinds of business in which you think you’ll able to make the greatest contribution

When talking to Linkers

Questions

  • Do you know anyone with information about, or connections with, the kinds of positions or employers I’ve just described?
  • Do you know anyone who might know someone with information about, or connections with, the kinds of positions or employers I’ve just described?
  • Can you think of anyone who might benefit from the capabilities I have or the contributions I can make?
  • Given the information about myself that I’ve shared, can you suggest other jobs or employers I should be looking into?
  • Can you think of anyone else I should be talking to? When I contact him/her, may I use your name?

Talking to Sources

What you can learn

  • What are the employer’s needs?
  • Is this an opportunity you would like to pursue?
  • Is there any overlap between the capabilities you can offer and the needs of the employer?
  • What skill or knowledge gaps do you need to fill in order to qualify for / add even more value in a specific position?

Questions

What’s the typical hiring process in a company I’m targeting, who influences or makes the hiring decision in a specific business, and how can I connect with them

Could you describe a typical work day here? How many hours do people typically work, and what is a typical schedule? Do employees work different shifts?

What training do employees get?Are there other opportunities for employees to develop news skills?

What kind of opportunities for advancement or promotions are there, and what does it take to move up the ladder?

What kind of technology or equipment do employees use?

How would you describe the workplace environment atmosphere in the company? Formal or more laid-back? What’s the dress code? Do people function fairly independently or is their close supervision?

What are the mostsatisfying aspects of working at this company?

What are the least satisfying aspects of working at this company?

Is there much turnover in the company? If so, why do you think that is?

What are the salary ranges for various positons in the company?

What’s the typical hiring process look like in this company?

Would you be willing to recommend me to your employer, or to another hiring decision maker you they personally know?

How likely is it that the company will be hiring for the positions we’ve been talking about over the next month, six months or year?

Can you think of any other information that would be helpful for me to have?

How likely is it that the company will be hiring for the positions we’ve been talking about over the next month, six months or year?

Can you think of anyone else I should be talking to? When I contact him/her, may I use your name?

When talking to Recommenders

Questions

Would you be willing to review my resume, tell me about problem areas you see, or suggest any changes I should make?

Would you be willing to suggest any points related to my capabilities or experience that I should emphasize when I ‘m talking to the hiring decision makers you know?

Would you be willing to deliver my resume, cover letter and/or other materials to decision makers you know?

Would you be willing to Introduce me to hiring decision makers, directly or via email?

What do you think of my resume? Do you see any problem areas? How would you suggest I change it?

What’s missing from my resume that would make me a better candidate for a position here?

Can you think of anyone else I should be talking to? When I contact him/her, may I use your name?

When talking to Hiring Decision Makers

Asking these questions lets the hiring decision makers know you have a mission orientation, a trait that sets you apart from most job seekers.

Why do customers do business with (company name) rather than a competitor?

What kinds of things can employees do (in general throughout the business, or in the specific department or positon if you’re talking to a supervisors)to move the needle on the things customers care most about?

What behaviors by employees contribute to:

  • Higher productivity?
  • Lower costs?
  • Higher profitability?
  • Higher quality?”

Hiring decision makers also have personal needs and interests at work, and they’re eager to find and hire people who will make their lives easier and make them look to their boss. So here are several questions to uncover these personal motivations:

  • What behaviors by the people who work for you create aggravation, hassles, or risks for you?
  • What things can employees do to make your life easier?
  • What are your priorities here at work? If I was in your department, what kinds of actions could I take to help you achieve them?

After discussing experience and capabilities:

Do you think I have the qualifications and experience to be successful in the kinds of positions you have here? If not, what areas should I focus on in order to improve my ability to make a more valuable contribution in this kind of work?