Name Dropping Bombs

For those of us in HR, or for anyone who's ever looked for a job, the saying "it's not what you know, but who you know" rings true. While this mantra has gotten many a foot in the door, it has also turned off many a recruiter. To make this approach work for you, think of it in terms of how it was originally coined.
In years gone by, the "who you know" approach was a direct road to hire. Reaching out to a contact often times led to an offer based on connection alone, or at the very least a meeting with the decision maker wanting to get a feel for one's character. Many positions in those days included on-the-job training and one's honor was at stake with every referral. I'll never forget when a family member called in a favor for a friend adding, "Don't screw this up. This is my name on the line." Talk about pressure! (Incidentally, it worked. That individual is still successfully employed at the company.)

Nowadays, though, positions are more "hit the ground running" than "come as you are" and experience counts. Add to that the fact that one's network is now much broader than family and friends; mostly comprised of professional contacts who have minimal knowledge of your abilities. That doesn't mean that a referral isn't the right road to an opportunity, but it's all in how you use it. The point is to make your network work for you.

DO's
1) DO call in a favor. It takes all of one minute to send an email on a friend's behalf to a recruiter. Go ahead and see if your contacts would be willing to do this for you. Remember, many companies have a referral bonus, so there's probably something in it for them too!

2) DO know your referrer's reputation. Just because you know someone at the company you want to join, doesn't mean they're the right shoulder to tap. As the saying goes, "you're known by the company you keep", so be sure your referrer is in good standing. Their reputation will be the company's first perception of YOU.

3) DO ask your referrer to follow up. Recruiters are inundated with referrals and, unfortunately, some slip through the cracks. Having your contact pop into the recruiter's office and tell them how great you are and how much you could contribute to the company is the surest way to a phone interview at the very least.

DON'T's
1) DON'T name drop . . . unless you REALLY know what you're doing. Name-dropping is playing with fire; it can fuel the process, or burn you. If your network comes up in conversation during an interview, it's okay to mention good performers who'd be certain to put in a good word for you. Sending an introductory letter to a recruiter listing two or more names your networks share is passive aggressive. Let's face it, without incentive, the recruiter isn't going to get up and go ask all of those individuals what they think of you.

2) DON'T wait for a job posting. So often, interviews are already happening by the time a job actually gets posted. Make sure your name is already front of mind for a recruiter so that you'll be one of the first candidates invited for a visit.

3) DON'T underestimate the power of an informational interview. I have seen many an opportunity hire, particularly at the senior levels come out of a casual meeting. Companies will frequently make a space for a candidate with skills that are an investment. Even if no offer comes of it, later when the right opportunity does open up, recruiters will think of people they've met with and liked before a name they read in an email.

It's a competitive world out there and lucrative job opportunities aren't easy to come by, but at least there are things within our control, not the least of which is networking.