One client that was referred to me was also referred to another coach. During the free consultation, she emphasized the power of networking and what an integral part of her program it was. Well, great, but that wasn’t really going to help this person because of the changes he’s looking to make.

Additionally, networking isn’t the only route to turning something up. There are three other ones: recruiters, cold companies, and job board ads, but there are most definitely effective and ineffective ways to execute those other three.

Without understanding of how to execute them and the psychology of each, all three will fail miserably, thus...it’s not what you know, it’s who you know. TA DAH!!! Networking wins.

So where does that leave people who have no network? Pretty much up the creek. That is, if networking is supposedly the only way that works. Which it’s not. Obviously covering all four methods in-depth and how to implement each in the most effective way isn’t something I’m going to put down here. It would take you all day and then some to read it. But I will give you a few words on each of the other three.

JOB BOARD ADS:

– you need to have 75% to 80% of what they want, unless it’s a search firm. Then you need about 90% minimum.
– at the beginning it’s a numbers game, so don’t leave it to only the 6 or 7 that you know, or that you’ve approved after you’ve spent an hour researching the company. Step up the numbers.
— but use some common sense – a hope and a prayer and “I can learn that” isn’t going to do anything but up your frustration level when you don’t hear back.
— don’t use a generic cover letter. Don’t use a generic cover letter. Mirror the ad.

COLD COMPANIES:

— companies are always in a state of flux. Just because they’re not advertising doesn’t mean they’re not contemplating some changes in who’s where.
— you don’t have an ad to go by, so this letter can be generic – but individualize the first paragraph from their web site.
— don’t send it to HR because anything going on not yet active is still in the dept director/manager/VP/whomever’s head. When your resume hits at the right time, things can happen fast.
— follow up. Follow up. And I don’t mean once, and then maybe 2 weeks later.

RECRUITERS:

— $20K – $50K: employment agency; $40K – $125/150K: contingency; $125K +: retained – match your salary to the type of recruiter.
— if you’re going to change industries or positions, or you’ve been out of the work force for a while, this isn’t a viable avenue for you.
— they get a different kind of letter. Don’t sell them in your cover, just give them a one paragraph summary and then tell them what you’re looking for and why. They handle more than one client at a time, and most firms share candidates.

Those are the other three. A good job search uses all four virtually concurrently, unless recruiters aren’t applicable to your situation.