If you are looking for a job and need some tips on how to construct a good resume, or you are trying to expand your horizons with new career milestones, then you are in the right place. Whether you need some help getting that promotion, or you’re in need of a job, there are a few things that you should keep in mind.

You don’t want to go out into the job market and be struggling, and you don’t want to feel stagnant in your career because you don’t know how to reach your goals. The following are a few tips on how to go about your job search, how to construct a good resume, and general career advice to get you where you want to go with your next job.

Develop Your Career Story

When interviewing for a new position, you will be asked where you want to go with this job, and what you did in the past. Here is where you have some time to show your story. If you started within a different field but found yourself wanting to try something new, then got into the field you are applying for, they want to know that.

Your career story is unique in some way, and this could be a great way to stand out from the crowd. There are probably plenty of people who went to school and got jobs within the field of their choosing, that aren’t passionate about what they do. So, having a good story behind your interest in the position can be valuable information.

Use Your Resume to Brand Yourself

Having a simple resume can be a good thing, but having something special that sets you apart is the best way to get the job of your choosing. Use your resume to brand yourself, which means that you should let your resume work for you. If you are a computer engineer, and you pad your resume with internships, freelance jobs, and temp work with companies where you were able to get experience, then you can make it to the top of the pile.

This doesn’t mean that you take random jobs that don’t relate to your niche, try to find things that are unique experiences and are within your field. That could be doing work for a non-profit organization doing their finances in you’re in the accounting field, or you could help a local charity with their website if you are in the technology field.

Anyway you do it, brand yourself for the job you want, so that you will be the perfect candidate for the job.

Apply For Jobs That You Think Are Out Of Reach

Just because a job site lists the qualifications for a job and you don’t meet 100% of them doesn’t mean you shouldn’t apply. These guidelines are showing what the company is looking for in an ideal candidate, which may not be out there at the moment, or could be someone that is already working.

If you meet a good amount of the qualifications, but you haven’t used the system that the company works on, then that is something you can be trained on. This shouldn’t be a deal breaker. Plus, you never know who you are up against for the position. You could end up being the most qualified for the job out of the bunch, even without 100% of the requirements being met.

Are you wondering what the next great step towards your dream job looks like? Contact us now or give us a call to get started! At (713) 572-2100 ProAlt Houston or 972-934-1080 ProAlt Dallas.

Regardless of your industry, there will be weeks or months’ worth of busy season and you’ll need bodies, fast. There will be times when a staffer quits with little notice, goes on vacation when you need work done, or takes maternity leave earlier than expected. There may suddenly be a need for an individual with a specialized skill set necessary to complete a project. What if the project deadline was moved up by a few weeks and your staff becomes overwhelmed and overworked? Today’s temporary employees (or “temps”) are highly skilled people, who can fill a gap at a moment’s notice and there’s no long-term commitment involved. Sounds pretty great, right? Here are some other benefits to using temps:

Flexibility
This is an obvious advantage to using temps. You can bring them on board with very little notice and stop using them as soon as your workload subsides. If you’re feeling obligated to add workers but haven’t determined whether you really need someone full time, bringing in a temp will allow you the flexibility to figure out your long-term plan. Your new temp will help you determine if there is enough work to justify adding to your permanent roster. If he or she ends up being a great fit, you have a go-to person you can call to handle the ebbs and flows of your workload.

Temp to Hire: Try Before You Buy
Bringing in a temp employee affords you a trial period to make sure the person is a fit for the job as well as your corporate culture. During these weeks or months, you can determine whether the temp professional meshes well with the team, has the right level of experience, likes your management style, and is interested in investing in the role long term. You’ll get to view these qualifications first-hand, instead of relying solely on the interview process.

Happy Employees
Do you have peak times where you need more staff? Is your existing staff feeling burnt-out and over-burdened? Today’s temporary worker is motivated to continually show they can do the job for every company they work for. Because you won’t be bringing in a disgruntled staffer to join your team, these eager-to-please temps could bring in a needed boost to staff morale. Extra help motivates permanent employees because it takes the burden off their shoulders and shows them that management understands their needs.

Networking Opportunities
A temporary employee who has a great experience with your company, is going to share that experience with their network and their staffing agency. A positive experience will spread quickly and will help promote your brand and reputation. Temporary employees bring a unique network of past professional connections – Sharing those anecdotes and contacts could introduce your company to new clients, vendors, employees, or partners.

More professionals are recognizing the advantages of the flexible nature of temporary work; the ability to work in different environments, the opportunity to build new skills, and the platform to meet new professional connections. Savvy companies are taking advantage of this growing, highly-skilled temporary workforce by implementing a temp-to-hire staffing strategy, and the benefits of hiring this type of help are many. One of them is something that every manager wants – More time.

Haven’t you heard stories about a person who “met all of the requirements,” but was passed over at the final stages for someone who “seemed like a better fit”? Probably so – It is very possible that a company would hire someone with less experience who seems like they could hit the ground running, rather than someone with the requisite 5+ years of experience who doesn’t possess strong communication skills, as example. The reason companies use that dreaded number-of-years requirement, is to attempt to understand whether or not you have successfully performed the job duties in the past. The less they have to train you, the better – in most cases.
So as a job seeker who doesn’t exactly meet the years of required experience in the position description, should you still apply? How can you decipher between the mandatory requirements and the ones you could compensate for with your other amazing skills? What next steps should you take to make a case for yourself?

Can you DO the Job? – Prove Your Value
Okay, we didn’t say, “Do you want the job?” It doesn’t matter how passionate you are about the position or how intriguing you find the company; if the job requires translating documents from Spanish to English and you’re only conversational, you’re not qualified. However, if it’s the number of years that is standing in your way, our experts say that it’s your skills and ability to perform the job tasks that will help you land the job.
As you read through the job description, try to imagine how the person in this role spends their day and what the employer is trying to achieve. For example, break out “public relations experience” into writing press releases, pitching media, and representing a brand. From there, you can figure out that the employer is looking for someone who is organized, demonstrates time management, has the ability to write concisely and with proper grammar, and is capable of making decisions. Sound like you? If you can make a case for why you are a good fit based on those skills, you can snag an interview even though you may not have the 3-5 years of “public relations experience” required. In place of traditional on-the-job experience, include any internships, college credits, or volunteer work you’ve done where you utilized those aforementioned “transferable” skills.

Get Someone to Vouch for You
Include a written endorsement by someone who can attest to why you’re worth considering, despite your lack of the requisite years of experience. A great reference from a current employee at the company or an industry professional that you have worked with, is the icing on the cake – It can really set you apart from the other applicants. Don’t feel comfortable asking for a referral? Utilize LinkedIn connections to ask current employees for advice on how to stand out.

Ultimately, our experts agree that even if you don’t have the required number of years of experience, it is still worth applying for the position – within reason, of course. If the company is looking for 10 years of experience and a strong knowledge of Excel, and you have one year of experience and have never used the software, this is not the opportunity for you. However, if you have 2 years of experience but the job requires 3-5, you could include internships, college credits, or volunteer work in place of on-the-job experience. Often companies use the job description as a laundry list of skills they would love their “perfect” applicant to have. Truthfully, companies aren’t going to stall the hiring process until this figurative “dream candidate” rides up to their front door on a white horse. Solid, qualified applicants (like you!) get interviews too! So, if there appears to be a wish list of desired skills at the end of the description, see them as bonus skills, and focus your application on the core skills YOU have.

If you have ever Googled, “What should I put on my resume?” you were met with a dizzying array of information and advice about what works best. So how do you make sense of it all? What information should you include on YOUR resume? No matter your experience level or what kind of job you are looking for, there are universal things your need to know to build a compelling resume. Luckily, our recruiters have shared their “insider tips.”

Contact Information
This may seem obvious, but take an extra minute to review the information that you have included. Your name, email address, and telephone number should be at the very top of the page. There is no need to include your home address – gone are the days of sending any job info via the pony express. Instead, replace it with the URL to your LinkedIn profile. And if you never answer your home phone, don’t include it in your contact information. Make it easy for the hiring manager to understand how to best connect with you.

Keywords from the Job Posting
The “one size fits all” approach doesn’t work when it comes to resume writing. Plan on having several different versions of your resume, tailored towards the jobs you are applying for. There is a really easy way to do this – Include some keywords and phrases from the “Requirements” and “Description” sections in the job posting, keeping in mind to only use the ones that are relevant to YOUR experience and qualifications. If you don’t know how to use Microsoft Excel, leave that one out. But if “Monitor billing orders and identify and resolve reconciling issues” perfectly describes what you did in your last role, include that verbiage.

Metrics
Metrics help employers determine if a candidate is capable of taking on their challenges. So it is important to quantify your achievements whenever possible. In this competitive job market, it is no longer enough to state that you “increased sales or productivity.” You need to back it up with quantifiable data. Your most relevant and critical skills and achievements should be the top 3 bullet points under each position description.

Consistent Formatting and Proper Spelling
If you are bullet-pointing your most recent job responsibilities, make sure your other work experience follows suit. If you are italicizing your current job title, all of your previous titles should be italicized as well. In other words, keep your formatting and spacing consistent. Make sure to check every line for spelling and grammatical errors. It helps to let a trusted person in your professional network review your resume as well. Misspelling could easily cost you a second look!

Relevant URLs
Depending on the field or position you are applying for, it may be beneficial to include links to your work, (articles you’ve written, websites you’ve designed, etc.). Writing too much in your “Career Objective” or “Qualifications Summary” section is generally the most common mistake hiring managers see. Instead of describing every article you have ever written, include 1 or 2 URL links to those articles. This way, the hiring manager can view your actual work, as opposed to a lengthy description.

No hiring manager has the time to review a lengthy resume, so keep in mind that size matters. Limit your information to one or two pages, depending on your job experience. If you can submit an outstanding resume that tells your “career story” in a succinct, easy-to-follow way, it is very possible to capture the right attention and make a great first impression. To put all of this in perspective, a recent study by Business Insider shows that on average, a hiring manager looks at a resume for just 6 seconds. Look at your resume for 6 seconds …. Did you get a call back?

If you followed our advice from last week’s article, you left your interview feeling confident that you will be hearing from the hiring manager soon. Way to go! But you aren’t exactly starting on Monday… yet. You absolutely must send a follow-up letter to the hiring manager, thanking him or her for their time. Whether you choose to send your regards via email or in a hand written note is a personal preference. Either is effective, but 89% of hiring managers prefer a personalized email. We are happy to help you craft the perfect follow up email, from subject line to closing…

The Subject Line
The content of this tiny, yet somehow intimidating box, is what ultimately gets your email opened and read. No pressure. If you’re having difficulty crafting the perfect intro, we have put together a list of the most effective one-liners to get your email the attention it deserves. Try using one of the following…

1. Thank You [Name]!
2. Thanks for your time today!
3. Excited to learn more about [Company].
4. Appreciate your advice and consideration.
5. Inspired to work at [Company Name]

The Content
Now, you should re-emphasize why you believe you are a great candidate for the [specific role] at [specific company] and reinforce your learnings about the job and thoughts about the interview.

“Hello [First Name],

Thank you for taking the time to talk yesterday. It was a pleasure to learn more about [Company] and how you approach [Industry] with [Choose between either an innovative strategy you discussed, or a project you would be a part of.] I am very eager and excited about the opportunity to explore a career with the [Specific Team].
[Discuss a specific detail of the interview. In this sample we chose corporate culture.] I agree with your philosophy on creating a supporting environment by surrounding yourself with incredible people. For me, [Company Name] is an opportunity to develop meaningful relationships that align with the company value. I think it is rare to find a company whose employees reflect its culture and values so closely.
I appreciate the opportunity to share my background and interest in [Position] with you. I believe my experience with [Industry, Skill, or Product] aligns perfectly with what your team is looking for, and I am eager to show you. [If applicable…] I thought I would share a few links to projects that I mentioned during our conversation [Insert Hyperlinks]. Thank you and I look forward to hearing from you soon!

Kindest Regards,
[Signature]

Acceptable Closings
1. Best,
2. Regards, -or- Kindest Regards,
3. Thank You,
4. Sincerely,

After the first follow-up, you may send a second email 7-10 days later. Keep the second follow-up short and be sure to reiterate your enthusiasm and qualifications. Include a line at the end of your email to the effect of, “Please let me know if you need any additional information from me.”

Landing the job is about distinguishing yourself from the other candidates. You can do this in many ways – articulate yourself well, prepare an outstanding resume, have the relevant experience, create a personal connection, and follow it all with a personalized email or letter that conveys your value and passion. Above all, DON’T FORGET TO SPELL CHECK.

Have you ever walked out of a job interview asking yourself, “Did I get the job?” You probably did everything right. You shook the hiring manager’s hand, you thanked him or her for their time, and you remembered to ask for a business card. Great work! But, were you confident that you got the job? Did you know what to expect when you walked out of the interview? Or did you spend the elevator ride contemplating your odds of hearing back from your interviewer?

There has been a long-standing debate on whether or not you should “close the sale” at the end of the interview. Our answer is YES and there are a few simple steps and thought-provoking questions that will help you discover where you rank among the other candidates and the next steps in the hiring process.

1. Towards the conclusion of the interview, the hiring manager will most likely ask you if you have any questions. Consider asking one of the following:

“Based on my background and the skills and experience we discussed, how well do I fit the profile of your ideal candidate for this role?”

“Given what we’ve discussed during this interview, do you have any concerns about my fit for this position?”

This is your chance to sell yourself. It gives you an opening to address any silent concerns your interviewer had before you walk out the door.

2. After you have addressed any concerns, you are in a great position to determine where the interviewer is in the hiring process by asking the following: Hint – it’s a pretty obvious one.

“What are your next steps in the hiring process?”

His or her response will uncover if they have more candidates to interview and/or prepare you to meet with another interviewer. Many companies require background checks, drug testing, or skills assessments. Asking this question will uncover any additional steps you will need to prepare for.

3. Finally, reiterate your interest and “close”.

“Based on my research on (company name) and what we’ve discussed, I would really like to be a part of this team. How quickly do you anticipate making a decision?”

“This discussion has made me even more excited about the opportunity and I would love to be the person you hire. Is there anything else you need from me before you make a decision?”

Both closings let the hiring manager know that you believe you’re a good fit, that you’re serious about the position, and give a positive final impression.

Closing the interview will give you the best idea of where you stand and what to expect, instead of wondering how you did and what they thought of you. It is beneficial to have an idea of the hiring manager’s timeline so you can make yourself available for additional interviews, schedule a follow-up, or just avoid the anxiety that can come from wondering when you will have an answer. Choose the most appropriate closing questions based on your interview situation. Be sure to shake hands, thank the interviewer, and ask for a business card – But you already knew that.

The hiring trends in the mortgage and title industry have been consistent with supply and demand. The amount of job opportunities mirror the economic downturn and the industry is becoming a game of Musical Chairs – Companies are taking the best talent instead of creating more opportunities. We were eager to take an inside look at the industry and shed some light on these hiring trends, so we turned to the experts in our Lending Services division here at Professional Alternatives.

Joanne Gierspeck is our Senior Account Representative. She has been in the industry for over 30 years, logging 10 of those with Pro Alt. Ariana Morris came to us from the mortgage and title industry and is now our Staffing Coordinator, working closely with Joanne to form a team of highly talented industry experts.

What are the hiring trends that you see in the mortgage and title industry right now?

(JG) Our mix of business has changed quite a bit over the last year. Traditionally our concentration has always been Temp or Temp-To-Hire. Over the last 12 to 16 months, it has been more Direct Hire driven primarily because of the database of candidates that we are working with. This industry tends to go from one extreme to the other – we will have a lot of title needs and then it will switch and we will have a lot of mortgage needs. Right now, the industry is leaning towards more mortgage opportunities.
(AM) On my desk, I definitely see more mortgage needs.

What is the biggest hiring-related challenge facing your desk right now?

(AM) I think the biggest problem in the industry right now, is that companies don’t want to train employees. They want candidates coming in with 5 to 7 years of experience. They want consistency. If a candidate takes a year off to pursue other avenues, we are finding that companies hesitate to hire them. If you step out and dip your toe in another pond, it is going to be hard for you to come back. Because of that, it makes our candidate pool very, very small.

Is there a high demand for one position in particular?

(AM) Closers. The TRID Compliance came out last year and that skyrocketed the need for Closers. Closers are actually making more money than Processors now. Underwriters are in demand as well, but that been a consistent trend.

Is there any demand for a certain new skill, software, or training?

(JG) On the title side, we see a lot of requests for candidates who know RamQuest, Calyx, and EnCompass.
(AM) Right now, the focus is TRID. A candidate that is TRID trained and has TRID experience is in high demand.

Has the economic downturn/oil and gas slump in the Houston market affected the growth in the mortgage and title industry? Are you seeing companies adding jobs or has it stayed pretty flat?

(AM) It’s a game of musical chairs. We are seeing a ‘she’s better than her’ mentality, where companies are taking the best talent, more so than creating new positions.
(JG) We are seeing really strong mortgage companies in Houston flourish despite the slump. As far as growth or increase in jobs, those numbers have stayed steady. No major increase. Like Ariana said, right now it’s about finding the best talent. However, our Dallas market is growing! There are so many mortgage companies either moving-to or starting-in Dallas.
(AM) They are hiring like crazy in Dallas!

Any advice for mortgage and title job seekers?

(AM) Stay consistent. If you want a lucrative job within the mortgage industry, don’t step out of it. There is so much growth in this industry. You can move from set up, to a Processor, to an Underwriter, to a Manager – Quickly! It doesn’t take forever to get into a six figure job. There is so much opportunity to grow and progress.
(JG) When you get in the mortgage industry, it gets in your blood. Go with the flow – the ups and downs.

So if we have readers/job seekers who would like to get in touch with you, how can they contact you?

(AM) Call me! I’ll have you send your resume, but I really enjoy talking to people. I appreciate a phone call to discuss your background and career goals.
(JG) Visit our website and Link-In with us, but we are ‘people’ people! We are always looking for qualified candidates and we pay referral fees! Professional Alternatives is very different than other staffing firms who try to be ‘everything to everybody’. The recruiters in the Lending Services division have been concentrating solely on the mortgage and title industry since day one. We talk the talk and walk the walk! We don’t have a lot of true competition in this area. So, Houston, Dallas, Austin, the state of Texas – we are some of the best in the business.

Heading into Q4, Houston continues to face economic uncertainty. But we’ve been here before – for the fifth time in 35 years, in fact. Oil has slipped below $40 per barrel. The energy industry has cut exploration and training budgets, laid off workers, and eliminated everything from travel to office supplies. Concerns about a repeat of the 80’s economic collapse are valid, but has Houston diversified enough so that the oil industry’s troubles may not sink us like an iceberg?

Don’t get out the lifeboats just yet. History is not about to repeat itself. Energy will undergo a restructure, but it won’t eliminate half its workforce as it did in the 80s. Real estate will soften, but it will not collapse. Outstanding energy loans will not crush the financial system. Houston won’t sink into recession, but the growth will be much slower. While energy struggles, other industries will prevail.

The Greater Houston Partnership’s forecast calls for growth in construction, retail, finance and insurance, educational services, health care, arts and entertainment, accommodation and food services, transportation, and government. The Partnership projects that more than 8,000 freighters will dock at the Port of Houston next year. The Texas Medical Center will treat 7.2 million patients. Houston refiners will continue to supply a quarter of the nation’s gasoline, diesel, and jet fuel. And chemical plant construction will continue to surge for at least another year. These were The Partnership’s job predictions for 2016, which gives us hope for the second half of the year…

Construction

Any decline in commercial, single-family, and multi-family construction will be offset by increases in civil and heavy industrial construction. The Greater Houston Partnership forecasts the construction sector to add between 8,000 and 10,000 jobs.

Retail

The retail forecast assumes neither a boom (12,000 new jobs) nor a mediocre year (only 2,000-4,000 jobs), thus we are looking at the addition of 5,000 retail jobs by the end of 2016.

Medical

More than 90,000 babies are born in Houston each year and more than 30,000 Houston residents join the over-65 population, thus more checkups, vaccinations, and specialist visits. Nearly 1 in 9 job holders in Houston works in health care and this isn’t going to change much. Health care will add 9,000 jobs this year.

Government and Education

The forecast for 2016 is conservative, calling for the public sector to add 5,000 jobs in 2016, with 4,000 of those in education.

Professional Services

This sector includes accounting, legal, architectural, computer systems design, marketing, advertising, and consulting which, in Houston, is closely tied to oil and gas. To manage costs, the oil and gas industry has postponed projects, reduced legal and consulting services, and halted improvements on computer systems. The forecast in this sector is lean, but it will call for 4,000 jobs.

Accommodation and Food Services

Houston is scheduled to open around 300 new bars and restaurants and at least 45 hotels and motels this year, all of which will need staff – to the tune of 5,000 new jobs.

A clearer understanding of what is driving economic growth (or loss) will help the business community make better investments and staffing decisions. And while losses will continue to plague oil field services, exploration, and production, it is predicted that Houston will create a total of 21,900 jobs in 2016. Opportunities will emerge to replace those lost in the downturn and Houston will remain an attractive place to live and work. Cue sigh of relief.

You need to hire a manager. The stakes are high. This individual needs to be capable of balancing a budget, communicating with senior management, and leading a team – and they need to be able to do it from day one. But what if both your leading outside hire and your internal star player have never managed before? You must now rely on your ability to decipher the intangible – your candidate’s personality.

To start, it would be helpful to ask if the candidate has taken on a management or leadership role outside of the workplace – i.e. captain of a sports team, editor of a school newspaper, manager of a group of volunteers, etc. People skills, namely empathy and self-awareness, are the most important characteristics needed to transition into a position of management. Both can be acquired and practiced outside of the office in any of the former roles mentioned.

It is also beneficial to discuss the candidate’s view of the “big picture.” In other words, the candidate’s ability to see beyond the current task and immediate situation and into the future. Has the candidate ever set a long-term goal and met it? What does the candidate believe the big picture is in the role they are interviewing for? Does the candidate understand how the tasks being performed by their team help implement the big picture?

Here are some additional interview questions that can help you understand your candidate’s personal qualities as they relate to management success…

1. How have you developed your people skills?
2. How would you prepare to transition from working as an individual to leading the work of a team?
3. How would you balance big picture goals with your team’s daily responsibility?
4. Have you managed a group outside of work that helped you learn something about leading people?
5. When have you had to increase your self-awareness in order to complete a project or task?
6. What do you view as the challenges to managing this team?
7. As an employee, success is defined by your own actions, behavior, and achievements. As a manager, success is defined by your ability to help employees, act, behave, and achieve at a high level. Are you willing to change how you define success?
8. How would you feel if you had done everything you could do, but your team failed to meet expectations?

Moving into a management role requires the awareness of the nature of management. An understanding that it is an art, as well as a science. Management requires a creative sense in order to problem-solve, an instinctive perception of others, and at times an inspiring imagination to motivate a team. It is not a role for everyone and it is quite alright to acknowledge the ups and downs to becoming a great manager. Your candidate should be reminded that you want the person who accepts this role to succeed and flourish, even if that includes weekly check-in meetings or mentoring. Every manager had to take the leap into management for the first time – and someone had to take that leap of faith with them.

Although many people have a natural affinity for networking – we are talking about the extroverts who thrive on social interaction – many professionals see networking as self-inflating, brown-nosing, and just plain disingenuous. But in today’s world, networking is a must. It is a necessity. Research shows that professional networks lead to more job opportunities and business endeavors, greater and deeper industry knowledge, improved innovation, and faster career and technological advancement. Building professional relationships with others even improves the quality of work and increases job satisfaction. We all know how valuable networking is, but we just don’t love it.

Consider if you will, a work-related social function that you feel obligated to attend. You can tell yourself, “I hate these kinds of events. I’m going to have to pretend to like it.” Or you can tell yourself, “It could be interesting. What if I meet someone with a great opportunity?” Harvard Business Review explains it best; by nature, most people have a dominant motivational mindset that falls into one of two categories. Psychologists refer to these as either a “promotion” or a “prevention” mindset. Those in the “promotion” category, think primarily about the accomplishment, growth, and advancement that connecting with other people will bring them. Those in the “prevention” category see these types of opportunities as something they are obligated to take part in.

If you’re reading this article, we are betting you’re the latter. Fortunately, there are several strategies to help you to successfully navigate networking events and leave feeling accomplished.

Do Your Research

If you know who you will be interacting with, identify some shared interests through serious research. LinkedIn is great a great tool for this. What groups do these people belong to? What articles do they read and “like”? When networking is driven by shared interests, it will feel more authentic, meaningful, and yield a longer relationship. Plus, it doesn’t hurt to have some talking-points.

Learn Something

Concentrate your conversations on trying to learn something from each person you speak to. Start by asking yourself, “How could new knowledge help me boost the skills needed in my job?” “What skills would I love to learn to advance my career or help my business?” Focus on meeting people who you can learn from, whether it is the steps they took to get where you want to go, how they learned a certain software system you would love to conquer, or how they grew their own network of professionals. Learn something from everyone you meet.

Think About What You Have to Offer

Don’t only focus on the tangible – money, social connections, technical support, and information. You might have unique insights or knowledge that could be useful to those with whom you’re networking. For example, junior employees are often better informed than their senior colleagues about generational trends, social media technologies, and new markets. People also appreciate those who share or understand their values and make them feel included. For example, if you meet someone new to town, recommend a local restaurant, share your ideas for weekend activities around town, etc. When you give equal thought to what you can give to others and what you can get from them, networking will seem less self-promotional and more genuine. The relationships you build this way, will end up being a two-way street.

Most professionals struggle with networking. We know that it is critical, yet we find it taxing. By shifting to a “promotion” mindset and setting a personal goal, you can become more effective at building professional relationships and leaving events with more contacts, knowledge, advice, and meaningful relationships. Research. Learn. Offer. Network.

Create and implement a targeted hiring strategy by working with a trusted and experienced staffing firm like Professional Alternatives. Since 1998, we have been serving Houston employers and providing qualified candidates for their hiring needs. Contact us today to learn more about our employer services.