Candidate Relationship Management

You know how after a layoff, everyone's like "Feel free to use my network!" to the people who got let go? Yeah, about that... Look, I get it. You want to help. But telling someone to just dive into your LinkedIn and other connections isn't really doing much. It's kinda like saying "thoughts and prayers" - sounds nice, doesn't actually do anything. If you really wanna make a difference, put in some effort! Make those warm intros. Shoot a quick message to your buddy at that company and say, "Hey, I know this awesome person who just got laid off. They'd be perfect for your team and the company!" Actions speak louder than words. If you're gonna offer your network, actually use it. Don't just throw it out there and expect the job-hunting person to do all the work. Remember, losing a job sucks. If you can take five minutes out of your day to make a real connection for someone, that could be a game-changer for them. So next time, instead of just saying "use my network," try "let me introduce you to some people." Trust me, it means a lot more. #Layoffs #Hiring #Employers #Employees #Networking #Support #HelpSomeone #ActionsMatter

My candidate landed a ₹15 LPA offer at a top MNC without even applying. No resume drop. No job portal. How? ✅ She unlocked the hidden job market that most candidates never see. So, how did she do it? Not with luck. But with a strategy anyone can use: 1. She built her brand before she needed a job. She shared her wins, projects, and insights on LinkedIn consistently. Example: Every Friday, she posted a carousel breaking down a real-life analytics problem she solved at work, tagging teammates and sharing key takeaways. This made her visible as a problem-solver in her field. 2. She reached out to industry peers, not just HR. No generic “Hi, can you refer me?” Instead, she started real conversations about trends, challenges, and solutions in her field. Example: She messaged a data scientist at her dream company, commenting on a recent paper he’d published: 👇 “Hi Raj, I loved your article on predictive analytics in retail. I’ve been working on similar models for FMCG clients and would love to exchange notes!” This led to a meaningful chat, not a cold request. 3. She gave before she asked. She offered feedback on others’ work, shared resources, and celebrated others’ milestones. Example: She congratulated connections on promotions, shared helpful webinars in group chats, and offered to review a peer’s resume before asking for any help herself. 4. She followed up, politely and persistently. After every conversation, she sent a thank-you note: 👇 “Thanks for your insights, Priya! I’ve already started applying your advice. Hope we can catch up again soon.” She stayed top of mind, not just top of the inbox. You don’t need a massive network. You need genuine connections, a clear story, and the courage to show up before you need help. If you’re still waiting for the “perfect” job post to appear, you’re already late. The best opportunities are shared in DMs, whispered in meetings, and offered to those who are already visible. Start building your presence, your relationships, and your reputation today. #jobsearch #jobopportunities #jobinterview #careergrowth

By now, you already know: the best roles are rarely filled through job boards. They’re filled through relationships. Over the years, I’ve refined a method I call the “Strategic Access Framework.” Here’s how it works: 1️⃣ Identify the right people inside your target company Don’t just think about recruiters. Instead, ask: Who has insights about the team, culture, and challenges I want to be part of? These are the leaders and decision-makers worth building a connection with. 2️⃣ Initiate a conversation to learn, not to pitch Set up meetings with genuine curiosity. Ask about the company’s direction, leadership priorities, and what success looks like in their roles. When you focus on learning, you naturally leave a stronger impression. 3️⃣ Position yourself for a referral Referrals don’t happen by accident. They come from thoughtful conversations. By asking the right questions and sharing relevant experiences, you’ll naturally open the door for them to connect you to the right opportunity. 4️⃣ Nurture the relationship long-term A single meeting isn’t the end. It’s the beginning. Stay in touch, share insights, and keep the dialogue going. That way, when opportunities arise (and they will), your name is already top of mind. I’ve seen professionals land interviews and offers within weeks by applying this approach. The key is to stop relying on online applications and start investing in the relationships that drive hiring decisions.

The most memorable candidate I spoke to yesterday didn’t just apply. She did something smarter - and it got her to the top of the list. Jacqueline Dighton left a thoughtful comment on one of my LinkedIn posts. Then applied for a role. It wasn’t a salesy DM or a cold application - it was an interaction. A spark of communication before the CV arrived. I called her first. Not because she flattered me. But because she felt human. Engaged. Already in conversation with me, in a way that stood out from a busy inbox. When we spoke, she said something I won’t forget: “If you can’t have old school manners, you’ve got no business being in business.” That hit home. In her opinion, why should you expect someone to do something for you, if you can't take the time to add some value to them or introduce yourself in a way that stands out. And she’s right. Most recruiters want to be contacted. But not all messages are equal. A thoughtful comment that shows you’ve read and understood what someone’s about? → Stronger than a DM explaining your suitability for a role. A bit of value before an ask? → More effective than chasing without context. I get thousands of messages and applications a week. But this one stood out - and taught me a new way to stand out. Lesson: Don’t just apply. Engage. → Before you hit send on your CV, hit “comment.” It’s a small gesture - but it builds real connection. And in a people business, that still matters.

Ask for Insights, Not Favours. I’ve hired people who took career breaks. And you know what didn’t matter? The gap. What mattered was how they showed up when they were ready to come back. Some reached out saying: "Hey, let me know if you hear of any openings." And I wanted to help, but… where do I even start with that? Then there were the ones who asked: 👉 "What trends are you seeing in the industry?" 👉 "What skills do you think are most valuable for someone returning?" 👉 "If you were stepping back in today, what would you focus on?" Those were the people I remembered. Not just because they were proactive—but because they made it easy to help them. Networking isn’t about asking for favours. It’s about starting conversations that lead to opportunities over time. The real mistake I see—people only start networking when they need something. By then, it’s already too late. The people I’ve hired? They were on my radar long before they applied. Because they stayed visible, engaged, and curious. So, if you’re returning to work, start now. Ask for insights, not just jobs. Because the best opportunities? They come from people remembering your name when it matters. Have you ever landed an opportunity through a conversation instead of an application?

🏆 Want to land a job at your dream company? 🏆 Before you hit "apply," one of the smartest moves you can make is to connect with key decision-makers at the company. Building relationships before you submit your application gives you an edge over other candidates. Here are 4 steps to strategically connect with decision-makers before applying (with examples!): 1️⃣ Engage with Their Content Start by following and engaging with decision-makers’ posts. Like, comment, and share their content in a meaningful way. This gets your name in front of them and shows you’re genuinely interested in their insights and the company. 👉 Example: “Great post, [Name]! I really appreciated your insights on digital transformation in retail—this is an area I’ve been exploring, and your perspective on customer experience really resonated with me.” This is a simple, effective way to build familiarity and start the relationship. 2️⃣ Send a Personalized Connection Request Once you’ve engaged with their content a few times, send a personalized connection request. Mention something specific you’ve enjoyed about their work or a mutual interest to establish rapport. 👉 Example: “Hi [Name], I’ve been following your work at [Company] for a while now and found your recent post on [topic] insightful. I’d love to connect and learn more about your work in [industry/field].” This shows you’ve taken the time to know their work, which makes your request more likely to be accepted. 3️⃣ Request an Informational Interview Once you’ve connected and engaged a bit more, ask for an informational interview to learn about their journey and insights into the company. This shows initiative and interest without being too pushy about job openings. 👉 Example: “Hi [Name], I admire the work you’ve done at [Company], especially in [specific project]. I’m exploring opportunities in [field] and would love to hear more about your experience and any advice you have for someone looking to break into [company/industry]. Would you have 15 minutes for a quick virtual coffee?” This allows you to build a relationship while gathering valuable information for your future application. 4️⃣ Leverage the Relationship When You Apply Once you’ve built a connection, mention it in your cover letter or application to show you’ve done your homework and have a real interest in the company. 👉 Example: “Through my recent conversations with [Name], I’ve gained a deeper understanding of the innovative work your team is doing at [Company], and I’m excited about the opportunity to contribute my skills in [specific area] to help drive further success.” This demonstrates your proactive approach and sets your application apart from the rest. 💡 Remember: Relationships are key. By engaging with decision-makers before you apply, you’re not just another resume—you’re someone they know, respect, and trust. Have you tried reaching out to decision-makers before applying? Share your experiences below! 💬👇

After too many years in this game, I've spotted a pattern that is painfully obvious to everyone in your network The 24-Month Pop-Up. - That person who only reaches out when they need something. - That person who leads with what they want, not what they can offer. - That person who disappears the second they land a role, then, 24 months later (when the new job fizzles or a layoff hits), they reappear, desperate. Look, I get it: If you need a job right now, you have to hedge your bets and cast the net wide. However, the people landing high-profile roles at the moment don't do this. They learn how to master the art of non-transactional connection (google it) 📌 Asking, "What are the biggest challenges you're tackling right now?" opens 10x more doors than "Are you hiring?" 📌 Even when they are the ones needing help, they still bring a helpful article, a relevant intro, or a genuine compliment. Here's how you can quickly reset this: Start building a network out of genuine curiosity. - Pick 3 people you haven't spoken to in 6+ months and send them something useful. ✅ An article relevant to their industry. ✅ A "Congrats on the win!" message regarding a recent company announcement. ✅A simple, "Thinking of you, saw this and thought of your work." NO ASK. JUST VALUE. That’s how you build a network that's there when you need it, and it's a hell of a lot less stressful than waiting for the next emergency. What is the most memorable piece of unsolicited value you've received from someone in your network? Share it below! 👇 Join over 3,000 senior leaders reading The Briefing Room for insights on leadership, hiring, and executive growth: https://lnkd.in/gzSpKjjm

Only 3 in 8 law firm attorneys make it past a first-round interview for in-house roles. Why? Many focus on their legal expertise, forgetting it’s just the entry ticket. After two decades of placing attorneys in-house, I’ve noticed that successful candidates approach the transition like a strategic campaign: • 𝗦𝗽𝗲𝗮𝗸 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗳𝗶𝗿𝘀𝘁, 𝗹𝗮𝘄 𝘀𝗲𝗰𝗼𝗻𝗱: Frame your advice in terms of growth, risk mitigation, or cost savings. • 𝗕𝘂𝗶𝗹𝗱 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝘀𝗸𝗶𝗹𝗹𝘀 𝗲𝗮𝗿𝗹𝘆: Cultivate connections before you need them. Relationships take time to mature. • 𝗔𝗱𝗮𝗽𝘁 𝘆𝗼𝘂𝗿 𝘀𝘁𝘆𝗹𝗲 𝘁𝗼 𝗲𝗮𝗰𝗵 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿: Tailor your communication for executives, peers, or front-line managers. • 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝘁𝗵𝗼𝗿𝗼𝘂𝗴𝗵𝗹𝘆: Treat it like trial prep. Understand their challenges, goals, and culture inside and out. Technical brilliance rarely determines who gets the offer. Companies hire candidates who show business acumen and relationship-building skills. When companies hire in-house counsel, they’re thinking beyond legal expertise. They’re investing in a future leader. If you’ve transitioned from private practice to in-house, what’s the one lesson you’d share with someone considering the move?

Some of the best clients I ever had started as candidates I couldn’t place. Early in recruiting, I took meetings even when someone was clearly wrong for the open role. Most recruiters saw those conversations as dead ends. I saw market intelligence. I wanted to understand: - What were they trying to build? - What kind of leader brought out their best? - What would make them leave? - What would convince them to stay? A candidate who isn’t right for today’s job can still tell you where companies are hiring, which teams are broken, and which leaders are losing talent. And careers move quickly. The candidate you dismiss today may become a manager, then a director, then the person controlling the budget. When that happens, they remember who listened. Not who pitched hardest. Not who rushed through the call. Not who treated them like a transaction because there wasn’t an immediate fee attached. My rule became simple: Never end a valuable relationship just because there isn’t a transaction today. Use every conversation to understand three things: 1. What they want   2. What their company needs   3. Where the relationship might matter later   The transaction is today. The relationship is the asset. Who might you be overlooking because they can’t do business with you yet?

“𝗜’𝗺 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱” 𝗜𝘀 𝗡𝗼𝘁 𝗮 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 You see a job post. Your heart races. It looks like everything you’ve been praying for. Your skills? Check. Your experience? Close enough. Your hunger? Off the charts. And yet… The only thing you type is: “I’m interested.” You whisper into the crowd, then wonder why no one hears you. Let’s be honest: Recruiters don’t fish with hope. They fish with filters. They scroll through hundreds of “I’m interested” comments like a blur of beige in a sea of color. They won’t stop unless something makes them stop. And that something needs to be you. 𝑯𝒆𝒓𝒆’𝒔 𝒕𝒉𝒆 𝒕𝒓𝒖𝒕𝒉: Saying “I’m interested” on a job post is like standing outside a restaurant saying “I’m hungry.” Everyone’s hungry. 😄 🤣 What makes you worth serving? So how do you shift the attention? 𝑯𝒆𝒓𝒆’𝒔 𝒉𝒐𝒘: 1. 𝑬𝒏𝒈𝒂𝒈𝒆 𝒘𝒊𝒕𝒉 𝑰𝒏𝒕𝒆𝒏𝒕𝒊𝒐𝒏, 𝑵𝒐𝒕 𝑬𝒎𝒐𝒕𝒊𝒐𝒏 Instead of “I’m qualified,” say: 👉 “I’ve led similar projects in logistics and improved delivery timelines by 20%. Would be glad to contribute to this team.” That alone? You’ve said more than 50 commenters combined. 2. 𝑺𝒑𝒆𝒂𝒌 𝒊𝒏 𝑽𝒂𝒍𝒖𝒆, 𝑵𝒐𝒕 𝑫𝒆𝒔𝒊𝒓𝒆 Not: “Please consider me.” Instead: 👉 “As a graphic designer with 3 years in print and digital campaigns, I bring both creativity and commercial awareness. Portfolio available on request.” You’ve now spoken their language - results. 3. 𝑫𝑴𝒔 𝑨𝒓𝒆𝒏’𝒕 𝒇𝒐𝒓 𝑩𝒆𝒈𝒈𝒊𝒏𝒈 - 𝑻𝒉𝒆𝒚’𝒓𝒆 𝒇𝒐𝒓 𝑩𝒓𝒂𝒏𝒅𝒊𝒏𝒈 The recruiter isn’t your savior. They’re your audience. So when you DM them, don’t say: “I need this job badly.” Say: 👉 “Hi Edem, I came across your post for a Marketing Associate. I’ve successfully launched 2 regional campaigns and would love to bring that same energy to your team. Attached is my CV for your consideration. Thank you.” That’s not desperation. That’s direction. 4. 𝑪𝒐𝒎𝒎𝒆𝒏𝒕 𝒘𝒊𝒕𝒉 𝑷𝒖𝒓𝒑𝒐𝒔𝒆 If you must comment, make it count. Example: 👉 “Looks like a great opportunity. My experience in B2B sales and CRM systems aligns with this role - would love to contribute. I Just applied.” You've now announced your interest and your move. 5. 𝑭𝒊𝒙 𝒀𝒐𝒖𝒓 𝑷𝒓𝒐𝒇𝒊𝒍𝒆 𝑩𝒆𝒇𝒐𝒓𝒆 𝒀𝒐𝒖 𝑺𝒉𝒐𝒘 𝑼𝒑 You want attention? Make sure your profile isn’t shouting “confusion.” 1. Add a professional headshot. 2. Craft a powerful headline. Not just “Graduate,” but “Data Driven Supply Chain Professional | Trained in SAP, Logistics & Procurement.” 3. Put your achievements up front. Because if your profile looks like it doesn’t know what it wants, the recruiter won’t know either. 𝘍𝘪𝘯𝘢𝘭 𝘸𝘰𝘳𝘥 🤣 Stop blending in. Stop begging. Stop hoping that “I’m interested” will be enough. Start showing. Start telling. Start owning your value. Because recruiters are watching. Not for noise, but for clarity. So the next time you see a job post - don’t just say “I need this job.” Say why the job needs you.