One of my many gigs is writing for Recruiting Trends newsletter. It is lots of fun and gives me the opportunity to present the “candidate perspective” to recruiting professionals.

My most recent article made the case for active candidates. After all, when you switch from “not looking” to “looking,” what has changed except your status? You bring the same expertise, knowledge, accomplishments, skills, and value to your next employer. I have heard so often of executives being passed over by recruiters because they weren’t “sourced” by the recruiter. Seems awfully foolish and shortsighted to me.

If you’re in career transition, you are probably sick of hearing, “you’ve got to network!” and “networking is the best way to find a job!” While these sayings might be true, they’re not really helpful because they don’t tell you exactly what is meant by “networking.”

A common perception of networking is that it means “asking for a job” or “bugging my friends for referrals.” Thus, instead of an entirely natural, pleasant activity - the kind of thing you do every day when you need any kind of help or information - networking becomes a dreaded chore that you’re uncomfortable doing and therefore put off, avoid, and don’t get around to.

Jason Alba has written a really helpful blog post (also published as an article in The National Networker) that provides some very specific ways to ask for the help you need - and increase your chances of getting it. Here are his main points - be sure to read the entire article to see how he applies this advice specifically to networking during a job search:

• Make sure your contacts know and understand what you need.
• Make it easy for them to help you.
• Be quick to thank, quick to forgive, and quick to reciprocate.

Reading the results from Vault.com’s recent survey on interview etiquette, it’s interesting that interviewees report better behavior than interviewers perceive - and vice versa. E.g.:

• Only 5% of candidates say they’ve ever answered a cell phone during an interview, while employers report this number as 26%.
• More than half (55% ) of candidates report they send thank-you notes “almost all the time,” yet just 9% of interviewers say they receive notes that often.
• 71% of candidates say they’ve been rejected for a job by not hearing from the employer at all after the interview, while only 11% of employers report this behavior.

Of course, the surveys don’t represent the same sets of interviewer-interviewee pairs, but it’s interesting that each group believes the other’s behavior is worse than it is in that group’s own perception!

It all goes back to the basics: good manners. Remember what mom taught you (be on time, make your guest feel comfortable, say thank you, don’t leave people hanging, etc., etc., etc.) and you’ll improve things on either or both sides of the desk. These helpful post-interview tips from a young job seeker are a great place to start!

I originally wrote this article for my newsletter and got some great feedback! So I decided to post it on my blog.

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Recently I called my bank in Cincinnati to close out my account, after moving to the Boston area nearly two years ago. To my surprise, the manager I spoke with  remembered my name from having worked with me on her resume twelve years ago! She knew where I lived (at that time I worked with clients in person) and recalled a small detail about my house. It was nice to catch up, and I was pleased to hear that her career is going well.

This interaction got me thinking about the very small world we live in - and how long impressions last. And with online networking sites that connect through six (or more) degrees of separation, it’s obvious that the image we present to others has long tentacles.

During your job search, you are putting your best foot forward. You are emphasizing your career successes and downplaying anything less then successful. You are projecting a positive image and are always on your best behavior. Good for you! That’s just as it should be. But don’t think you can change the image you’ve created throughout your professional life.

The conclusion I’ve reached is that it’s necessary to live an authentic life - to be crystal clear about “who you are” and to portray that person consistently and authentically in every area of your life. Then, as you manage your career, look for opportunities to be that “real you” on the job. You won’t have to worry about hiding anything or being something that you’re not - and finding that right fit  means you’ll be as productive and successful as you possibly can be. Of course, to reach this nirvana you have to first understand the “real you” and translate your personal style, preferences, strengths, and weaknesses into wins for your employer. Consider these examples:

• You’re a hard-charging leader who is known to leave slower-paced employees in  the dust. You know this style has caused some hard feelings in the past. How do  you deal with the question, “What is your leadership style?” so that it won’t hurt you in an interview? You need to be truthful and authentic - after all, if they  are looking for a collaborative consensus-builder, that’s not you and you’d be unhappy and unsuccessful in that job. Yet you don’t want to leave the impression that you decimate morale or have zero people skills. A response like this can serve both  purposes - showing benefit to employers while preserving your authenticity.

  “I am a high-energy leader who inspires most people to perform their very best - as shown by the results we attained at ABC and XYZ. I’m very proud of developing strong leaders - two of my direct reports in the last five years have been recruited for CEO roles outside the company, and many more have been promoted internally.  My senior VP at XYZ described me as an ‘igniter’ for bringing out the best in people who really believed in our mission. The flip side, of course, is that those who  don’t buy into it are not quite so complimentary. My record of retaining key staff has been exceptional, but those who have been let go or quit on their own might  have felt ‘burnt’ by that same spark that energized others. I do create an electric atmosphere, and I believe in dedicating myself 100% to achieving the mission. I’m looking for a position where being the ‘igniter’ will help us reach extraordinary goals.”

Now, if a reference check or other investigation into your background turns up some of those disgruntled employees, your new employer will understand both sides of  the story. At the same time, you’ve been frank about the potential downside of your leadership style and have clearly defined the environment in which you can excel. Consider a different style and how this, too, can be appropriately communicated  while remaining authentic.

• In every job you’ve held, you’ve been the peacemaker. You dislike conflict and always strive to find common ground. You lost your most recent job in part because you weren’t aggressive enough to suit the culture. Now, when you’re asked “why did you leave your last position?,” what will you say? Again, staying authentic and  communicating your style as a strength is the way to go.

  “The culture at my last company was not a good fit for me. My style is to bridge differences to find common ground. I believe that’s the most effective way to move forward when two sides disagree. That style was instrumental in the successful resolution of several serious negotiations at ABC Company, but at XYZ I found the situation to be quite different. In fact, when I tried to intervene to resolve a problem  that had brought our new product group to a standstill, my manager pulled me out of the group and told me he thought the creative differences would result in a  better product. This trend continued for the 18 months I was there, so I wasn’t  really surprised when I was asked to leave. As a result, I want to be sure my next position allows me to use my natural skills as a mediator and problem-solver to  help move the business forward.”

Trying to be someone or something you’re not is sure to backfire either during the job search or later, when you struggle to succeed in an environment that is counter to your natural tendencies. Plus, if you are authentic you can be sure that all  of your reference checks, referrals, and testimonials will ring true. And that’s a big plus during your career transition and throughout your life.

For a giggle, check out this inside-the-company view of Darth Vader. Then, the next time you’re talking to people you think SHOULD know who you are, think twice!

Key point: We tend to see others within the small circle of our own lives. Especially when you’re in career transition, it’s foolhardy (even dangerous!) to assume that the people you’re talking to know who you are, what you do, how to describe you to others, and how they can help you. It’s your job to prepare and deliver the message that lets them know that.

Great post by Kathy Simmons over at Netshare about the power of passion in a job search. Tamara Erickson’s story of the entry-level accountant pursuing his dream company should resonate even - especially - with senior executives. It’s rare for 20-somethings to have such clarity about who they are, but after years in leadership roles you should know the environment that’s right for you… and persevere in your job search until you find it.

How long will it take to find your next job? Does that old rule of “1 month for every $10K in salary” still apply? In a near-recession, is hiring slowing down?

Quite frankly, I don’t know. What I do know is that three of my senior-executive clients have recently landed new positions in 2 months or less. Here’s the timeline and story for each:

• Client A: Became aware a local company was looking for a COO. Called the CEO directly (they knew each other) and was referred to the recruiter handling the search. Had a good conversation with the recruiter; put together a resume that clearly communicated relevant skills and high value. Went through 2-month selection process before being offered and accepting the position.
• Client B: CFO wanted to move back to a specific area of the US from Europe. On a networking visit, had a cup of coffee with a recruiter whose firm was conducting a search for which - coincidentally! - the top 2 candidates had recently bowed out. Recognizing a possible fit, in 3 days the recruiter was able to schedule for my client 2 meetings with the company’s senior executives. Three weeks later, back in Europe, the offer came through.
• Client C: Boss/mentor took a new job and told IT executive to expect a call! Put together first resume in 10 years, and the first that focused on executive/business achievements rather than technical activities. Within a few weeks, got the call, started the dialogue, and received the job offer.

So what does this mean for you? First, don’t buy into any gloom-and-doom stories about how hard it is to find a job. Understand that top talent is always in demand, and be sure you are communicating your value in your career marketing documents.

Next, target your search and use your network to get an “in.” (Remember, this approach is 70X more likely to result in a hire than any other source at America’s top companies!)

Finally, remember that an “average time” is just that. Every 2-month transition must be balanced by a 22-month search to reach an “average” of 12 months. There’s no reason you can’t be at the lower end of the scale.

Most of us in the careers field preach diversification: don’t put all your eggs in one basket… pursue a multi-channel job search… you never know where your next lead or next job will come from.

And that’s all true, in general. But last week I learned a startling statistic from a reliable source - an early peek at the CareerXRoads annual study of the Source of Hire data from “large, highly competitive, high-profile firms.”

Guess what? A referral from someone in the hiring company is 70x more likely to lead to a hire than any other source.

That’s right - 70 times.

So what does that tell you? Target your search… Align your skills and value with what you learn about the organization… Network to get a referral… And be ready to discuss the company’s challenges and how you can provide solutions. Do this whether or not there’s a current job opening. Do this as often as you can (it’s not as easy as zapping out a resume in response to an online posting).

Given this finding, if you’re going to concentrate your search in one channel, the only smart choice is the targeted/referral route.

Cross-posted at CareerHub

A post over at Indeed.com examines whether Fortune’s 2008 list of 100 Best Companies to Work For are hiring.

But really, does it matter? Only if you want to be one of the herd… stampeding toward “where the jobs are” (or supposedly are) rather than pursuing a targeted search. By that I mean identifying companies that are a great fit for you (products, industry, culture, growth plans, etc.) and using your network to connect with a decision-maker there. In this kind of search, it really doesn’t matter whether the company is “hiring.” If you can prove you’ll bring value to the company, there’s a good chance they’ll (a) make a position for you; (b) keep you on their radar screen for future opportunities; or even (c) refer you to someone they know who’s facing similar challenges. The worst that can happen is you’ll have a good business discussion (NOT an interview) with someone who can now become part of your network.

Fortune itself tells us that “even during an economic downturn,” these companies are “constantly scouting for talent.” And here’s some more good advice on the subject of targeted search.

Bottom line - worry less about who’s hiring and more about why a specific company might hire you. Make your case, and see what happens!

The weekly Member Bulletin from Allan Hoving at ExecuNet arrives in my email box every Friday morning, and of the first things I do is check the “Learnings from Landings” - my favorite part of the bulletin! It’s a nice up note to hear about someone who has landed, but even more importantly, learning what they learned is always helpful and interesting.

This week, a newly landed executive shared this: “If I had it to do over again, I would focus my message and network earlier.”

In a nutshell, that’s the best strategy for any job search:

• Focus your message. What do you need to convey to let network contacts know how they can help you and let employers know how you can help them?
• Network. Talk to people. Deliver your message. Ask for help, appropriately. Follow every lead, focusing on identifying business problems, then show how you can solve those problems. Help others and let them help you.

It might sound simple, but it’s certainly not easy. Kudos to all who land, and thanks for sharing what you’ve learned.