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Toolbox

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Pages 48-65




Toolbox: Functional CV/Resume

Toolbox – Page 48

A functional CV / resumeThere are two types of CV / Resume in regular use: chronological and functional.

The chronological CV / Resume is the de-facto standard, and details work history in chronological order, preferably most recent job first.

This section outlines what a functional CV is, and in what circumstances you might choose to create and use on.

A functional CV is focused on a candidate’s transferable skills and achievements and / or accomplishments.

Many people advocate that a functional CV / Resume can be particularly effective for people who:

• Are looking to change the direction of their careers and therefore wish to highlight particular transferable skills rather than a precise employment history.

• Have changed jobs frequently, who may have held varied roles or who have gaps in their employment history.

• Are seeking out their first job or who have limited work experience.

If you are a professional / semi-professional or executive and either of the above outlined first two scenarios, apply to you, we would recommend you seek out the advice of a career coach or other subject matter expert before choosing to make use of a functional CV / Resume. In most cases functional CVs Resumes will meet with fewer relevant interview invitations than chronological ones!

Often people combine functional and chronological CVs by incorporating a summarised employment history on the second page of a functional CV.

Many people don’t like functional CVs because they don’t say what you did, and where and when you did it! But if the above applies to you a functional CV could be your best bet.

The layout of a functional CV might look something like that outlined on the following two pages.

Name

Main headers

Text

Bullets

Line

Margins

Sub headers

NameContact info Location/State/ZipMobile/Cell:E-mail:

Profile

State your profession and perhaps level of seniority and mention any areas of particularstrength or interest. Back it up by making mention of experience, any notable evidence andcredentials e.g. qualifications. The reader of your will realise this is a profile ~ give this a titleprofile, personal statement or professional objective if you wish but if it will look better bysaving the space of a title do so…

Transferable skills

Management skills

These could be broken down into several areas, such as management skills, communication skills,analysis & problem solving, technical skills, financial/budgetary skills...

In this example we have created three subheadings for transferable skills; management skills,communication skills and financial skills.

Highlight the most significant areas relevant to the particular position for which you are applyingfirst.

Communication skills

These could be broken down into several areas such, as management skills, communication skills,analysis & problem solving, technical skills, financial/budgetary skills...

In this example we have created three subheadings for transferable skills; management skills, communication skills and financial skills.

Financial skills

These could be broken down into several areas, such as management skills, communication skills,analysis & problem solving, technical skills, financial/budgetary skills...

In this example we have created three subheadings for transferable skills; management skills,communication skills and financial skills.

Achievements or accomplishments

Achievements and accomplishments substantiate and add weight to a CV. They are worthy of space. Highlight the most significant achievements first. Give relevant examples of your achievements and accomplishments.

Education and qualifications

Put them on the first page if they are particularly relevant, if they do not add any significant value putthem on the second page.





Toolbox – Page 49

This example of a Functional CV / Resume layout has been created in

Microsoft Word, below you can see what fonts and colours we have used so that

you can create your own.

Career history

xxxx-xxxx Position, Employer

Ordinarily just the dates/timeframes in which the positions were held; date, position, employer.







Education and qualifications

Put them on the second page if you have not chosen to put them on the first. Give details of significantmodules if you believe it adds merit. If you have considerable experience lengthily details in this sectionmay not be appropriate but if you are person with little experience the qualifications may add a lot ofvalue.

Hobbies and Interests:

Only a brief outline. Gym, spinning, skiing, running half marathons, playing a musicalinstrument, dog walking, family, horse riding, reading sci-fi, history, languages…





Toolbox – Page 50

Points to note: Many people don’t like functional CVs because they don’t say what you did, and where and when you did it! If you are considering creating and using one we suggest you first consult a subject matter expert. Please note, there is an example of a chronological CV / Resume on pages 8, 9 & 10 and, this is the de-facto norm.




Toolbox – Page 51

Toolbox: Brainstorming ideas – Step 1

First things first – brainstorming ideasThe following guidance and exercises are intended to help you brainstorm the kind of opportunity which might suit you best and for which you would be well qualified.

Job seekers typically find it difficult to think of new ways in which they can apply their skills, and all too often their job search is restricted to too few opportunities. These limitations are often a result of being unable to see how skills can be applied to new environments and what those new environments might be.

We have three steps to help you which are outlined in the pages that followStep 1. The first step is intended to help you identify your key transferable skills.

Step 2. The second step is intended to help you identify what you want.

Step 3. The third step is intended to help you identify which environments and specific organisations might represent good employers for you to explore job opportunities with.

Having properly considered your transferable skills and the characteristics you seek in an

opportunity, we would suggest you write up a précis of your target

opportunity – see page 56.




Toolbox – Page 52


Identify your key transferable skillsAsk yourself: “What specific skills do I have which might be of interest to a prospective employer and which might be transferable to a new employer?”

• Communication

• Achievement and results orientation

• Customer service

• Teamwork

• Leadership

• Commercial and business awareness

• Decision making

• Flexibility and adaptability

• Developing potential in others

• Analytical

• Problem solving

• Building relationships

Competencies

• Creative industries

• Consultancy

• Customer services

• Engineering

• Finance

• HR

• IT

• Legal

• Marketing

• Manufacturing and operations

• Project management

• R&D

• Sales

• Training

Functional experience

• Private sector

• Financial services

• Retail

• Consumer packaged goods

• Pharmaceuticals

• Leisure

• Travel

• Media

• Business and professional services

• Utilities

• Energy

• Manufacturing and industrial

• Public sector

• Central government

• Local and regional government

• Education

• Criminal justice

• Defence and intelligence

• Health

• Not for profit

• Charities

• NGOs

Industry experience

• Big four / motivations: money, power, status, popularity

• Qualifications

• What have your managers and colleagues said about you?

• Achievements

Specialist skills and other attributes





Toolbox – Page 53

Do you know what you want to do?If you don’t, here are some exercises which might help. I suggest you take a blank sheet of paper and do some brainstorming. You could create a mind map (shown below) or simply use the checklist on page 56.

1. Do you have a life purpose?

2. What do you really enjoy about your current job?

3. What have been your most significant accomplishments?

4. What do you really dislike about your current job?

5. What have been your most significant failures or mistakes?

6. Are there activities in which you naturally excel or things which you dream about doing?

Life Purpose

What I enjoy

Accomplishments

What I dislike

Mistakes

Dreams




Outside the circle:

Areas in which you have no experience / no relevant skills whatsoever! Possibly best described as no-go areas!

Innermost circle:

The most obvious type of organisation for you to work for: immediate competitors, directly adjacent areas. Your home turf!

Outer circle:

Areas which are relevant or of interest to you, for which you may be able to bring some transferable skills but for which you have less to offer. Long shots!

Second innermost circle:

Closely related areas. Areas in which you could apply your skills from a position of strength. You stand a good chance!

Example:

Your current/recent employer type/s: Automotive manufacturer

Innermost circle: Automotive manufacturer

Second innermost circle: After service, parts manufacturers

Outer circle: Truck, motorbike, jet ski manufacturers


Toolbox – Page 54

Brainstorming industry or organisation types relevant to youPeople struggle to think of great companies that they could work for. Use this exercise to help you.





Here’s an example where we’re going to use Coca Cola! Let’s say you worked for Coca Cola and are now job hunting! For which types of companies and for which specific companies might you be an attractive candidate?

Outside the circle:

Generally no go areas but you may have particularly notable transferable skills which may transcend vertical markets, for example a marketer in Coca Cola might be an attractive candidate to BMW.

Outer circle:

Other leading brands such as Adidas, Nike, Polo and Ralph Lauren.

Associated lines of business such as hospitality, i.e. pubs, clubs, service industries and leisure industries.

Innermost circle:

Other soft drinks manufacturers like Pepsico!, 7Up, and Dr. Pepper.

Producers of spring water like Evian and Perrier.

Directly adjacent areas like confectionary, i.e. Cadbury Schweppes and Hershey.

Second innermost circle:

Related areas e.g. foodstuffs like Kelloggs, Nabisco, and Malt-O-Meal.

Other top food brands like Danone, Kraft and Nescafe.

Cleaning brands like Proctor & Gamble and Unilever.

Toolbox – Page 55




Toolbox: Develop a target opportunity profile

Toolbox – Page 56

You should now be able to write up a description of your target opportunity profile. This should include the type of role you are looking for and may in turn include a first and second dimension. You should also state your specific type of employer/s and include a list of specific companies you would like to work for.

Set out concise and specific details about the skills, experience and accomplishments which make you a worthy candidate for such a job. State how you plan to go about finding these opportunities, and specify the timescale you are working to, to secure your new job.

My target opportunity profile: checklistWhat kind of organisation do I want to work for?

The nature of its business.

Size of employer organisation.

Type of company, culture and management style.

And where the job would be based.

What kind of job would I like?

Job title/titles.

Activities, functions or responsibilities.

Anything in particular to be avoided?

What level of seniority will the job have, and do I want to manage people?

Do I want to work independently or as part of a team?

Do I want to work in a stable, conventional environment or one which is perhaps dynamic – even risky?




Toolbox: On-line resources

Toolbox – Page 57

Useful on-line sources of information for job seekersCategory 1: Sources of business and other information

Category 2: Social and professional networking communities

Category 3: Jobs boards

Category 1: Sources of business and other information

askgrapevine.com Publishers of Executive Grapevine, a directory of executive recruiters/head-hunters in the UK. Information is chargeable, so you may wish to study the directory free at your local library.

bestcompanies.co.uk Lists of best UK companies to work for in different sectors published by the Sunday Times.

breakingnews.com Global source of current business insight.

ceoexpress.com Business portal for executives. Links to many useful news sources, business publications and business research tools.

companieshouse.gov.uk Limited companies and plcs operating in the UK are required to register with Companies House.

cnbc.com Global financial news portal covering United States, Europe and Asia-Pacific regions.

direct.gov.uk Provides a single point of access for UK citizens to access government information and services.

dropbox.com a cloud storage facility which lets you bring all your docs, photos, videos into one place, accessible from mobiles, tablets, PCs – anywhere, anytime. This could be used to conveniently store all manner of information related to keeping records for your job search.

ft.com A service from the Financial Times, costing £9.99 per month, which allows access to company news and archives over the last five years.

forbes.com “Information for the World’s Business Leaders” - one of the most respected US-based

business websites.

Glassdoor This site provides some telling reviews about what companies are really like to work for. However, the information is limited and tends to focus on big firms with little said about SMEs. Much of the information details jobs which have been advertised. There are some interesting snippets, but to get a real picture and a broad perspective of what a company is like to work for, you’ll need to check out several sources.

googlefinance.com A considerable amount of company information is available free of charge.

hoovers.com Recommended. Provides some information free of charge, with more detailed information being chargeable.

nds.coi.gov.uk UK government news from the Cabinet Office.

prnewswire.com Contains press releases issued by companies.

reuters.com Breaking news, business news, financial and investment news and more…

thirdsector.com Information on charities and not-for-profit sectors.

wsj.com US and world financial news from the Wall Street Journal.

wikipedia.com On-line encyclopaedia, useful for searching for information on more or less anything – if you come across unfamiliar terms try it!

YouTube There is some really good footage about companies on YouTube, official and unofficial, which may help you prepare for interview. Often the people you’ll see will be expressing themselves using company lingo and style, and info on YouTube may give you insights.

zoominfo.com Recommended. It gives good general information as well as companies’ lines of business. It’s worth a visit if you are preparing for an interview and want to know the key facts about a company. It is also a good professional networking site with similarities to Linkedin. (We have listed Zoom twice – see also Category 2.)





Toolbox – Page 58

Other countries and regions:

Australian Business Register Australian government website that provides free and chargeable information on all companies registered in Australia.

afr.com Australian Financial Review - business, finance and investment news from Australia and further afield.

ameinfo.com “The ultimate Middle East business and financial news resource”.

businessday South African website with national and international business and economic news coverage, along with opinion and analysis from a South African perspective.

europages A directory of more than 600,000 European companies in 25 business sectors.

europa.eu Official website of the European Union.

Category 2: Social and professional networking communities

facebook.com Recommended. Although Facebook is well known as a social networking tool, it has also become a mainstream job search tool used by college graduates in the US. It’s climbing up the corporate ladder and crossing the pond! Established in 2004, it now has 200m+ active users. You can promote yourself as a prospective candidate on it, and this works best when targeting employers who have significant numbers of employees using Facebook. You can use your Facebook community to gain invaluable insight regarding your job search, e.g. identifying decision makers.

Linkedin Recommended. Most up-to-the-minute authorities on job search would consider semi-professional and professional job seekers to be fools not to sign up. Established in May 2003, Linkedin has around 50m users in 200 countries. It’s the #1 on-line business networking tool, and basic use is free. You publish your profile like a CV but with more succinct headlines and key words about yourself. Recruiters may search on criteria and come knocking on your door! It’s a head-hunters’ and executive in-house recruiters’ Bible. Its scope for you to search and be searched for is dependent on your connections.

However, many organisations use the corporate recruiter tool, which allows their recruiters to see every job seeker.

twitter.com Recommended. This is a networking and blogging site and has been catching on fast – Obama used it in his presidential campaign… Using Twitter may help you find out more about sectors or companies which are relevant to your search, as well as help you identify people who may be hiring. And, of course, you can use it to get noticed!

zoominfo.com Recommended. This has many similarities with Linkedin, and has some 45 million subscribers as well as providing a great insight into 5 million companies. Zoominfo delivers fresh and organised information on industries, companies, people, products, services and jobs. This offers a terrific insight for job seekers.

execunet.com A long-established US networking and career management service aimed at people on salaries upwards of $150k. A great benefit is that members run local networking meetings and the site offers an extensive network of professional people. Two other similar sites are Executives Network and The Five O’clock Club.

flickr.com This is not so much a networking site as one which allows people to publicise photos and videos. However, it’s possible you could find new contacts this way.

pinterest.com very popular content sharing service that allows members to “pin” images, videos and other objects to a virtual pinboard. Includes standard social networking features.

viadeo.com This is similar to Linkedin, and widely used in France.

xing.com This is similar to Linkedin, and widely used in Germany.





Toolbox – Page 59

Category 3: Jobs boards

UK & US:bluesteps.com This is aimed at senior executives/directors/VPs and CEOs, and allows individuals to post their details onto a single site and make them visible to many of the world’s top executive search firms (head-hunters).

career.com This is a US jobs board.

careerbuilder.com & careerbuilder.co.uk US/UK jobs boards with careers advice.

dice.com A US jobs board for technology professionals.

ebizmba.com Ranking of 15 most popular jobs websites by visitor traffic (constantly updated).

exec-appointments.com For executive level positions. Owned by the Financial Times and linked to ft.com, which has around 5 million users.

executivesontheweb.com An executive job board offering senior management/executive jobs across all industry sectors in the UK, Europe and the Middle East.

goldjobs.com and goldjobs.co.uk US/UK jobs portals - appointments at £/$100,000 and above, placed by executive search firms and corporate companies.

hound.com Using this tool should save time, as it shows only jobs posted on employers’ own websites.

indeed.com You can use this as a single job search tool to access jobs on multiple jobs boards.

jobcentral.com This is a possible source if you’re looking for job openings with major corporates. It’s a jobs board formed by a non-profit consortium of US corporations, including IBM, Dell etc.

jobs.thetimes.co.uk Jobs board run by the Times newspaper/Times Group in the UK.

jobserve.com Jobs board covering the US, Canada, the UK and Australia.

jobsite.com UK-based jobs board.

jobs.telegraph.co.uk Jobs board run by the Daily Telegraph newspaper in the UK.

jobs.guardian.co.uk Jobs board run by the Guardian newspaper in the UK, with a good coverage of public sector employment opportunities.

monster.com Recommended. Leading global jobs site with the motto: “Your calling is calling”. The site gives extensive worldwide coverage from Chicago to China! It covers jobs at every level and in most disciplines.

planetrecruit.com A UK site for technology professionals.

silverjobs.com & silverjobs.co.uk These are for executives looking for jobs with salaries of £50-100k.

theladders.com & theladders.co.uk They have branded themselves as the place to look for $100,000+ jobs. However, at the time of writing there is a nominal fee to take full advantage of it.

totaljobs.com IT, telecoms and engineering jobs in the UK.

usajobs.gov Official site for US government jobs

ventureloop.com Features jobs with start-ups funded by venture capital firms.

Other countries and regions:Australia: seek, mycareer, CareerOne, jobsearch.gov.au

Middle East: bayt.com, jobsindubai.com

Europe: eujobs77.com

Finland: FINN Job

France: aidemploi

Germany: stellenanzeigen, StepStone.de

Norway: jobbsafari.no, stepstone.no

South Africa: careerjunction, bestjobs, jobs.co.za

Sweden: jobbsafari.se, stepstone.se




Toolbox: What if you are already mid job search

Toolbox – Page 60

What to do if you are already mid job search?

If you’ve already started your job search, and wish to get better results or perhaps are experiencing problems with your job search, here are a few tips which may be particularly relevant to you!

Are your friends and family supporting you?

If you are in between jobs the pressure can set in, both self-imposed and from your loved ones! Time can pass by and you can easily lose motivation, feel down or even depressed. But for many job seekers a new position will often turn out to be a better one, and in many cases will move your career forward in a more profitable direction. And keep in mind that almost without exception unemployed people find their way back into jobs even if it takes a while.

You need to understand that to get the best results from your job search you need to be in the right frame of mind, and so do those around you. You need their support and encouragement, not a negative attitude which will add to your own low mood.

So pay attention, loved ones of the job seeker ~ wives, husbands, boyfriends, girlfriends etc. Avoid putting the job seeker down, focus on encouragement and try to give more time and thought around constructive feedback. Consider the ‘sandwich concept’ when communicating: say something good (outside), then say what might be improved (inner) and then say something good again (outside), finishing the subject on a positive.

For the intelligent worker – people in semi-professional, professional and senior level positions – job search takes longer, recruitment cycles are more complicated, there are more stages in the hiring process and fewer positions to go after than for those people employed in regular jobs.

Follow the tips in this guide and you’ll be able to maximise the chances of you securing a position sooner rather than later, and of securing a good role rather than a compromise.

Are you confident and upbeat or has your morale dropped? Have a quick look at the tips outlined in Part 3, page 38 about maintaining morale in job search.

Please reflect on the general advice throughout this guide.

Are you barking up the wrong tree and applying for positions for which you are not properly qualified? Ask yourself if you are using all job search methods. Consider whether your CV and Linkedin profile do you justice – do you need to change it? Is there a qualified person with whom you can seek input, perhaps an ex-boss, recruitment consultant / head-hunter or friendly HR manager?

Are you concerned about timescales and is it taking longer than you thought?

How many months are you into your job search? How many companies have given you an interview? How long did you think it would take to secure a position? How good are you at interview, what is your conversion rate like – are you getting second interviews?

Consider how many months you’ve been looking for a position and how many interviews you have had in that time. Every company interviews around 5-10 people for every role it hires into, so should you have got a job offer by now?

• Are you using all job search methods? See section 3.

• Have you leveraged your people network properly? See section 2.

• Have you made enough applications?




• Are you applying for roles for which you are qualified or are you wasting yours and other people’s time on fruitless applications?

• Do you need a “Plan B” and if so, what might it be? Perhaps chasing a completely different kind of job?

Have you used your people network to bring better results to your job search?

For semi-professionals, professionals and senior execs, research suggests that upwards of 50% of roles are filled via people networks – a case of who knows whom and who is recommended for the role.

So you need to consider who you know, who might be relevant to your job search, who may be able to give you leads, the inside track or simply good pointers to bring better results to your job search.

See Section 3 in this guide on “intelligent networking” on pages 31-34.

How can I go back to companies I’ve applied to before and how often should I get in touch?

You need to use your initiative. For direct applications contact employers every 3 months; for recruitment consultants, if they specialise in your field and have a considerable number of openings, perhaps every two weeks – you can always ask them. Head-hunters at the most senior level are often working on slim order books and the message can be “don’t call us, we’ll call you”. If you want to press your case here perhaps contact them every one or two months.

You can’t remember whom you’ve applied to?

OK, you now know you should have created a list, a spreadsheet or simple database – you can’t do anything about this now other than i) collect as many records together as you can by checking your email history and perhaps phone logs and ii) start keeping a record of them from today.

And all is not lost. If you can’t remember whom you have and have not applied to, don’t worry about it, just risk duplication. If they don’t know about you they can’t hire you and there are lots of people who re-submit CVs and applications.

Recruitment firms have already put you forward to employers you are keen on; how can you get back in touch with the employer company?

If you have attended an interview arranged by a recruitment firm, which has taken place in the last 12 months, and you wish to explore openings once again with the same employer, why not contact them directly, since this will have the greatest impact and is something you can control. You would, however, be advised to let the recruitment firm know you have got back in touch.

Please appreciate sensitivities when dealing with recruitment firms; you can guarantee that they will want to charge a fee for introducing you. However, many employer companies dictate terms of business to recruitment firms, e.g. fees and how long a candidate remains aligned to the firm. The norm is 12 months but in some cases this may be 6 months. The employer makes the decision about who to hire, into which roles and when – so don’t be afraid to get back in touch directly. You may wish to call the recruiter or drop them a note to let them know what you are doing. But as the contract is between the employer company and the recruitment agency, you should pass any such issue across to the employer company to sort out.

Bear in mind that things change: new roles arise, sometimes new hires don’t work out and recruitment firms may have other candidates – in some cases, rightly or wrongly, ones they may think are better than you. However, it is the employer company’s decision who to hire and we suggest you get back in touch directly. If you are keen on a particular company and

feel well qualified, you would be as well to press the point.

Toolbox – Page 61






Toolbox – Page 62

How do you handle a protracted gap between when you were last employed and now?

• The most important thing is to get to the interview table. Once you’re there it’s easier to talk people round. It’s quite normal for people to state on their CVs the starting date with the most recent employer and put “to now” or “to present”, so avoiding stating a leaving date.

• If you have genuinely taken a sabbatical, state this on your CV or Linkedin profile; this tends to be viewed more positively than negatively. NB: on your Linkedin profile you may wish to include a sabbatical as part of your employment summary

rather than in your “Experience” section, since many recruiters will search by employer names or job titles.

Are there employers you really should have applied to but haven’t, which could be quick wins? Try these:

• The competitors of your most recent employers – these are the firms most likely to be interested in hiring you.

• Employers in fields most closely aligned to your own or with business drivers which may be extremely similar, i.e. your skills will cross transfer particularly well and this would be easily recognised.

• Companies where your previous colleagues, peers have gone on to work.

• Employer companies in your immediate vicinity, i.e. close to home.




Tips for job searching while you are employed

1. You need to be disciplined to set aside time in the week for your job search.

Only if you are very lucky will the ideal job come to you. Chances are you’ll need to be proactive – and that means putting time in. But it’s so easy to put things off; you really will need to be disciplined otherwise minimal efforts will translate into minimal results and a very drawn out process.

2. Be sure to focus on what you really want from an opportunity.

If you are employed and do not have to jump ship, this is the best time to make a move which in some way gives you more – more satisfaction, better prospects, more money. You have to focus your job search on opening doors which lead to these benefits – so don’t waste time on no-gain moves.

3. Keep motivated and focused on your current job.

It’s easy to take your eye off the ball/lose motivation, and allow your performance at work to suffer. Your bonus could be impacted and if a sudden chance of a better job within your existing employer comes up you could lose it. Furthermore, if your performance drops it could be called into question and you could be forced into a move without much warning.

4. You won’t have much time to attend interviews.

If you can, you should try to arrange interviews outside of work hours or with minimal impact on them. However, by doing so you could quite easily and quickly consume your holiday allowance. When considering interview possibilities, you should eliminate any opportunities which fall short in some significant way, i.e. only attend interviews which align well with your expectations. An employed job seeker can be much more selective around the opportunities they pursue.

5. You need to maintain secrecy about your job search.

• Don’t discuss your job search with your colleagues.

• Don’t talk about it. You can’t expect other people to keep your secret if you can’t keep it yourself.

• Don’t use your work telephone or email for your job search.

• Many employers monitor phone calls and email activity. Use a personal email address and your own mobile/cell phone.

• Make and take calls outside of office hours.

• Try to make job search calls just before the start of the working day, at lunchtimes and immediately after close of business – and step out and away from the office to make them.

• Dress the part If you typically dress smart casual for work, e.g. no tie or perhaps no suit – try not to give the game away by suddenly arriving for work looking extra smart or, for example, in the case of ladies, wearing high heels!

• Social networking sites Don’t tell your Facebook friends or your LinkedIn connections that you’re job searching. Don’t tweet about your job search activities either. You’re in a very different situation to those out of work.

Toolbox – Page 63

Toolbox: Tips for job searching while you are employed




Toolbox: Tips for job searching while you are employed

Toolbox – Page 64

6. Use networking skills to try to identify options and open doors.

For the intelligent worker, i.e. professional / semi-professional and senior execs, research suggests upwards of 50% of openings are filled through people networks, who knows what and who knows whom. Obviously you will want to maintain secrecy around the fact that you are open to a move or actively looking; however, that shouldn’t stop you asking what’s going on, how a particular market is performing, how well a company is doing, if they are in growth mode, if they are hiring, how do they find it working there etc etc. Most people will know people in competitor employer companies and aligned fields, former colleagues etc – so consider networking with these people.

So the tip here is: be curious, be pro-active but subtle – don’t let it out that you are actively looking but you could say you are open to talking. Since networking is such an important way in which jobs are filled, this should be a key component of your job search - see the tips in Part 3.

7. For the employed job seeker a recruitment consultancy or head-hunting firm may be able to draw well-qualified opportunities to your attention.

Some recruitment consultants and head-hunters are very well qualified and connected in their fields, so may be able to open some opportunities with minimal effort on your part. However, the quality of these recruiters ranges from expert to novice. You may wish to check them out via their Linkedin profiles – do they have strong credentials and have they been in the business long enough to know their stuff and have the right connections?

Ask around; find out which agencies your peer group has used and how they rated them. Include this in your networking process.

Different firms specialise in different markets and disciplines – so establish whether their specialisations are relevant to you. And keep in mind that recruitment firms tend to have relationships with only a small proportion of employer companies in any given field, So consider registering with several firms to extend your reach.

8. Negotiate a salary increase

The best time to ensure you are properly compensated is when you join a company, because once you have started work it is difficult to get major salary increases beyond inflation, except when you receive a promotion. So take the opportunity to negotiate a salary increase.

9. The counter offer.

If you are made a job offer elsewhere and submit your resignation, you could be made a counter offer by your current company. It is worth thinking about this possibility before attending interviews. Is there a problem at work which could be resolved? Should you pursue this first? When people are made counter offers, they should reflect on why they were looking elsewhere in the first place, and consider in what way the counter offer actually addresses the original problem.

10. Use former employers as references.

Don’t put references on your CV/resume; when the prospective company wants them they’ll ask for them. You don’t want to alert your current employer before the deal is done, so If you’re at a second or third interview stage AND you are firmly interested in the role and they want references you could give a former employer/boss as a reference until such time that a formal offer is made which you wish to accept.




What to do if you are mature and think age is counting against you.

Here are our tips!

Is your personal brand letting you down?

• More mature folk tend to have longer and fuller resumes / CVs. These have most likely been updated each time the person sought a new position. And many mature job seekers have merely added updated employment details onto an old CV rather than written a fresh one from scratch.

• Long CVs are boring, don’t get read properly and make it clear that the subject is out of touch. Try to get your CV down to 2 pages, certainly not more than 3, and use font styles which are sharp and current, rather than an old fashioned one like “Times Roman”.

• If you wish to conceal your age, apart from avoiding putting down your date of birth, you can also leave out the dates when you attended college or university. Furthermore, rather than giving full details and dates of your early employment history, you could give a summary by writing, for example, “Prior to 1995, undertook various roles in contact centre environments in the retail banking sector”.

• Consider your self-image: everything from your haircut / hairstyle through choice of clothes to your note-taking materials – is your image current and up-to-date, or do you need a complete or part make-over? Outdated image = perception that you are outdated. Common mistakes are carrying a briefcase to the interview rather than an executive notebook, and wearing a suit which is several years old!

• You also need a sharp Linkedin profile; again your image needs to project you as being up-to-date, and this goes for your Facebook presence too.

Is your approach to job search letting you down?

• Mature job seekers tend to be most familiar and comfortable responding to job adverts and registering with recruitment firms, but these job search methods represent only a small proportion of those used by employers to source candidates today.

• You need to use all job search methods, and it is particularly important that you create a strong Linkedin profile which includes “key words”, that you also exploit your personal network as well as making direct applications where appropriate.

Are you letting yourself down during an interview?

• Avoid talking too much about things which happened in the distant past, e.g. 10 years ago or more. Employers are most interested in what candidates have done in the last 5 years, and especially the last 3.

• Don’t make the mistake of telling people everything you know about a particular subject, thinking of yourself as an expert. That way you will be failing to tune in. Instead be curious and ask questions, and listen to the interviewer’s questions carefully and answer succinctly.

• Younger candidates are often at an advantage because they are more curious, ask more questions, uncover the interviewer’s real agenda and relevant issues, so are able to connect with him or her better. You may think you know a lot, but tap into your younger self and keep an open mind.

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Toolbox: What to do if you are mature and think age is counting against you




Examples of phrases you may wish to use or tweak in this section are outlined in the following order:

1. Introductory phrases

2. Outlining credentials for the role

3. Closing phrases

4. Phrases which apply to specific roles types / types of occupation

Introductory phrases:

• I’m pleased to attach my CV/Resume in application for the position of (title of the role you are applying for) which you advertised in (name of the publication).

• I read your job advert for (title of role you are applying for) with interest.

• I can offer (name of the employer company):

• I am writing in response to your advertisement in/for

• I’m writing on a speculative basis. I am a (state your role type) and wonder if you are looking to hire into this kind of position – I have attached a copy of my CV/Resume.

• I am writing to enquire if you have any openings for ....

Outlining credentials for the role:

Be sure to make these short and sharp

I believe my key credentials for this role include:

• Consider stating your experience in their business sector

• State qualifications or certifications if they are strong, directly relevant and/or essential to the role

• A couple of lines outlining how you have contributed to the success of your existing/last company, such as your track record of performance or accomplishments in the role.

The credentials you outline should be relevant to what will be measured in the role (your performance) and the personal criteria the company may have stated in the advert – make it relevant to the job and the employer’s desired outcomes.

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Toolbox: Examples of phrases to use in email cover notes




Closing phrases:

• I have attached a copy of my CV/Resume which outlines my skills and would welcome the opportunity to speak with you on the phone or meet up in person to discuss this further.

• My CV/Resume, which is enclosed, provides additional information on my background and qualifications. I look forward to hearing from you as soon as possible.

• I have enclosed my CV/Resume and will call within the next week to see if we might arrange a time to speak together.

• I am sure I could make a positive contribution to your organisation. I’ll contact you in the next few days to talk about the job advertised or other positions where your needs and my talents meet.

We suggest you always end by including your name, email address and mobile/cell telephone number

Regards

Your first and surname

Your email address

Your mobile / cell telephone number

Phrases which apply to specific roles types / types of occupation:

These are outlined in the following order:

• Executive leadership

• Management

• Sales

• Creative & media

• Customer services

• Financial & accounting

• Human resources

• IT

• Management consultancy

• Manufacturing/operations

• Marketing

• Legal

• Project management

• R & D

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Executive leadership

1. As CEO at ABC Corp, I have implemented a strategy to fully align employees with our business goals to better address the challenging marketplace in which we operate as well as changing customer needs. This has resulted in increased revenues (8%) and reduced cost (3%) through better focused sales, marketing and customer services efforts.

2. As CEO at BZP, with a turnaround agenda to transition from loss to profit, I determined strategy to radically cut costs, and directed operations in Central Europe. These initiatives in 2010 and 2011 resulted in reducing operational costs by 10% (£37m yr1 – £111m over 3 years).

3. In my role as strategy director at GBA Media Channels (EMEA), I have been responsible for a transformation program to move GBA into higher growth and margin emerging markets. Revenues are back in growth mode (3% q1, 5% q2) and outlook is once again positive.

4. In my position as VP HR at ManCons, I determined plans to bring about increased revenue per head. I introduced workforce management and billing systems and initiated cultural change, resulting in a 6% revenue rise through improving utilisation, reducing staffing and absentee numbers and billing hours previously unaccounted for.

Management

1. I am an accomplished C-level executive with more than 20 years senior management experience working for FTSE and Fortune 100 companies in the high-tech, communications, financial services and healthcare industries.

2. Following acquisition of a smaller rival, I successfully merged two manufacturing divisions over a six month period, reduced headcount with minimal impact on morale and created cost savings of c$400k pa ($2m over 5 years).

3. I am a contact centre manager adept at hiring, performance coaching, benchmarking and raising standards. In my recent role at CXI, I transformed customer services from a single antiquated contact centre operation into an integrated multi-channel one.

4. As sales manager, responsible for 3 sales teams selling different offerings with competing agendas, I identified issues and brought people together to determine common ground and guidelines which has enabled us to get everyone on the same page. The results have been better cross-selling, increased order values and better retention of top performers.

Sales

1. At Formula Logistics, I currently have responsibility for selling outsourced logistics and distribution services into the manufacturing, utilities and resources business sectors, where I have exceeded my sales quota ($2m+ per annum) in 4 of the last 5 years.

2. I am a software sales professional with 12 years experience selling into the retail sector. I have in-depth knowledge of the business drivers facing retailers and can evidence a strong record selling into high profile businesses including Harrods, JC Penny, ToysRus, Ikea and Wallmart.

3. At JWC Corporation, I have been a consistent high achiever over a nine year period. As sales manager I have played a key part in growing UK team sales revenue from £3m to £50m+, and my personal account revenue base ten-fold from £600k to £6m in 3 years.

4. At Scion plc, I have been the #1 new business salesperson (team size 6). I have won deals with new clients inc ABC Corp, DEF Global, GHI Enterprises and JKL International, with order values £200k to £2m (NB: in the previous year Scion had not won any new clients).

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Creative & media

1. I’m a designer specialising in consumer marketing for globally recognised FCMG companies and new market entrants. My experience includes designing for companies bringing new products to market while competing with established giants – click here to see my Coco-No design.

2. At ABC Creative my contributions include 3 award-winning projects in social media, web design and corporate video. These awards, including “On-line fashion retail award 2012”, have elevated ABC status and we are now seen as the go-to firm in fashion.

3. As the customer-facing designer in the company, I have been involved in c80% of bids, and my efforts and involvement in the pre-sale stage have resulted in us landing new clients including BAC Industries, TAC Oil and AJV Media Corp.

Customer services

1. I have global experience in customer service within the hotel industry and can show a record of transformation and bringing about high levels of service. This has resulted in several awards and, most importantly, a follow-on effect of increased bookings. My experience includes working for some of the world’s leading hotel groups, airlines and package tour operators.

2. At Onyx Telecom, I have been responsible for third line support, resolving the most complex problems for our 9 million customers worldwide. My role involves acting as mentor to new hires around call handling, process and how to utilise our rule-based problem resolution system.

3. At Florida Theme Parks, I have been responsible for introducing the “embracing the disadvantaged program” aimed at making our experience more enjoyable for those less abled. This program has resulted in very positive PR and been beneficial for ticket sales.

Financial management & accounting

1. I am an experienced project accountant. Last year I undertook a review of travel & expense costs across AsiaPac and we determined some 10% of claims were fabricated. I implemented measures which have reduced expenses by 5%, a $1.5m annual saving.

2. I am an honours graduate in economics, an ACCA and a six sigma certified practitioner.

3. I am a tax specialist with in-depth knowledge of EMEA legalities and best practice around minimising tax expenditure both in the region and in researching how this can be advantageous to the US parent.

4. Over the last 3 years I have implemented a risk management program (previously no measures). Whilst this program has cost money with no immediate financial return, it has featured in our annual report and has been well received by shareholders.

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Human resources

1. In my role I have implemented direct hiring initiatives which have cut recruitment costs by 25% and seen us harness social media, raise our profile as an employee brand (primarily through social media gossip and PR) and be viewed more positively by our existing staff.

2. My initiatives in talent management and acquisition, change management, performance coaching and workforce planning have directly contributed towards PQD’s revenue goals. Last FY saw 20% YOY revenue increase, which exceeded expectations.

3. I have been responsible for driving people performance in our new, emerging and rapidly expanding BRIC region, a geography yet to benefit from best practice. Key initiatives: introducing discipline in sales process and technique, training & role play and measurement.

4. I have an MA in HR management and am a fellow of the Chartered Institute of Personnel & Development.

Information technology (technical)

1. For the last 2 years, as business partner, I have translated and overseen business requirements of the F&A function delivered with IT solutions. Focus has been to meet needs at a business level and remove burden, distraction and difficulty associated with IT.

2. As network consultant I have over the last 2 years been responsible for upgrading our South African and South American voice and data networks to unified IP. I have been responsible for project management, implementation and handover to a 3rd party support vendor.

3. As project manager, I have successfully implemented SAP’s HR solutions into 3 organisations. The scope of these has ranged from 1,500 to 4,000 employees. I have strong knowledge of PA, OM, ESS, MSS, payroll, HR reporting and SAP data conversion/migration.

4. I am a business analyst with 4 years’ experience working in the foreign exchange markets. I have in-depth knowledge of front and back office transaction management requirements, regulatory, risk management and compliance issues.

Management consultancy

1. With a degree in business administration, an MBA from Insead and having served 10 years with AT Kearney, I have first rate qualifications in management consultancy and am not only familiar with best practice but also know how to drive the most realistic performance improvements.

2. I specialise in delivering strategy consultancy to educational regions. These are focused on raising learning standards, implementation of benchmarking and performance reporting and, most significantly, accountability and expense management.

3. I’m a certified practitioner in change management in the field of health & safety at work. My expertise spans CSR, moral and regulatory requirements, business case and impact analysis including determining projected benefits, risk assessment and admin burdens.

4. Since Y2K I have undertaken management consultancy for teleco & mobile operators, focusing on market segmentation, analysis, trends and change and competitive S&W. My strength is determining which niches present the greatest prospects to maximise sales & profitability.

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Manufacturing and operations

1. I currently manage a 100k sq ft, high volume manufacturing facility running 24/7 outputting 600k units pa. In this role I manage 4 teams, 40 permanent staff and a further 20 part-time staff. I am responsible for operating within budget and ensuring health & safety and quality control meet regulated standards.

2. At Frampton Engineering I was directly responsible for optimising our supply chain ($30m spend in this area) with performance issues relating to unit cost, quality, lead times, continuity of supply and spreading our risk across suppliers. Our return rate of faulty goods has decreased by 18% with direct savings of c$7m.

3. I am a Six Sigma certified consultant in supply chain management, with a 14 year track record of successfully leading mission-critical global supply chain development projects for food retailers.

4. During the last 3 years I have gained extensive experience in the events and hospitality sector, managing facilities management for large scale projects (20k-4m attendees). Key priorities were risk assessment, security, resource planning & project management and disaster recovery plans.

Marketing

1. I am a fellow of the Institute of Marketing and have benefited from working for companies associated with best practice in marketing, including Coca Cola. For the last 5 years I have been responsible for marketing strategy and implementation in the XYZ business unit at my employer Kowarlacow.

2. Since assuming my role 2 years ago, I have introduced a results-oriented marketing operation where we now analyse results of every initiative. Comparing dollar spend with outcomes has enabled us to stop spending on no return campaigns and spend more on those which return the best. In the last 12 months sales have increased by 15%.

3. At ITX Corporation I am responsible for market research, competitive intelligence and market access into emerging consumer markets previously unaddressed by the firm, ie BRIC (Brazil, Russia, India and China). This contributed to a revenue increase of 8% last year, a forecast of 16% this year and 24% next year.

4. At BPO plc, I led all aspects of marketing for our global outsourcing business and had direct responsibility for a team of 5 people. The contribution to the business has resulted in 6 $10m+ contracts ($75m total) and total revenue increase of 24% during the last FY.

Legal

1. At Synapse Pharmaceuticals, I currently have legal ownership of and responsibility for all marketing and sales touch-points, including MR, CI, marketing promotions & materials and contracts entered throughout EMEA, including third parties.

2. For the last 6 years I have been a practicing barrister at Philips and Masters in London with a full spectrum of commercial expertise including company law, intellectual property and internet law. Last year I was the top fee earner in my practice, generating £1.8m.

3. I have been a solicitor at Boston Sydney Law for the last 3 years, specialising in commercial litigation, mediation and arbitration in the UK commercial and industrial construction sector. During this period we won a landmark case involving a dispute between our client GQP and a major retailer, whilst simultaneously protecting our client’s good name in its marketplace.

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Project management

1. Within two years I successfully managed six cross-functional operations improvement projects at Bibo Industry Services, generating cost saving opportunities of US$25m pa for our multinational manufacturing clients in both North and South East Asia.

2. As project manager for Ingenta’s “Customer for Life” program (30,000 customers, involving 200 sales reps and 50 people in customer support), I delivered the program on time, within budget ($25m) and also delivered against all KPIs.

3. Over the past four years my career has evolved from project managing high profile corporate ethics and compliance training projects within Global Energy Corp to the design and management of training projects in risk management at Addison Finance plc.

Research & development

1. At Principex, I am responsible for design, development and the introduction of new exhaust products which meet future emissions standards for commercial and non-road vehicles. These designs have directly led to my employer being awarded 3 new contracts with tier 1 automotive customers in the last 2 years.

2. I have an MSc in biochemistry and 16 years experience in applied research. My research and insight has been subject to widespread peer-reviewed publications (32+) over this period.

3. At AKG Life Sciences, I am a senior clinical research associate with 5 years of clinical research experience in global/multi-national studies (phase II, III & IV) across various therapeutic areas in a multi-disciplinary team.

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We have divided some examples of suggested phrases into four types:

1. Calling people you know personally

2. Calling people you don’t know

3. Email / messaging

4. Networking with people at events

1. Calling people you know personally

Introducing yourself:

• “Good morning/afternoon/evening (the person’s first name).”It’s (your name) calling. How are you (the person’s first name)? Am I calling you at a convenient time?”

• “Good morning/afternoon/evening (the person’s first name).”It’s (your name) calling. We briefly (spoke / met at / talked about). How are you (the person’s first name)? Am I calling you at a convenient time?”

• “Good morning (the person’s first name), it’s (your name) calling. We worked together at (company name and when). How are you (the person’s first name)? Am I calling you at a convenient time?”

• “Good morning/afternoon/evening (the person’s first name).”It’s (your name) calling. You did a great job for me when (you worked for me or were a supplier to me). How are you (the person’s first name)? Am I calling you at a convenient time?”

Stating your purpose:

• “I’m hoping you may be able to give me some advice to help me with my job search.”

• “I’m interested in finding out how I might be able to develop my career in the (industry sector) and given your experience in this area I would welcome your advice.”

Asking for advice, contacts, referrals and recommendations:

• “I’m looking for the name(s) of the hiring manager within (their company name) who I could apply to for the (position advertised in). Who would be the best person or people to speak with about this and would you please advise me of the person’s phone number and email address?”

• “I’d like to enquire about job vacancies for/in (desired job titles / discipline area) at (their company name). Who would be the best person or people to speak with and would you please advise me of the person’s number and email address?”

• “Do you know of any other companies in (desired industry sector) that are hiring right now and would you be happy to point me in the direction of anyone you know who could assist me with my job search?”

• “I’m interested in working for (their company name) and I’m curious to know what it’s like working for your company and how you would describe the culture of the organisation?”

• “I’m interested in working for (their company name) as a (nature of position) and I’m curious to know what qualities the company seeks out in new hires?”

• “I’m looking to accelerate my job search in the (industry sector / s). Are there any forthcoming events that you can recommend as an opportunity for networking with hiring managers in your field?”

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Toolbox: Phrases you may find useful when networking in job search




• “Do you know of any good head-hunting firms or recruitment specialists with whom perhaps I should be speaking?”

• “You know my background and my credentials for this role, would you be happy to put my CV / Resume in front of the hiring manager in person and recommend to him / her that he / she meets with me?”

• “You know me and the contribution I have made to my current / last company, would you be happy to put in a good word for me or act as a reference?”

Closing your conversation:

• “Thanks for your help and advice (the person’s first name) - great talking with you. Please let me know if you think of anything which might help me with my job search and I’ll also keep you posted on any developments.”

2. Calling people you don’t know


• “Good morning/afternoon/evening (the person’s first name)”. “It’s (your name) calling. How are you today (the person’s first name)?” “(the person’s first name), am I calling you at a convenient time?”

Telling them how you found them:

• “I was given your contact details by (referrer’s name) who is/was (state your relationship with the referrer).

• “I was given your contact details by (referrer’s name) who I gather is/was (state your relationship with that of the person with whom you may be speaking / area of common ground).

• “I found your contact details on (source of information, e.g. Linkedin) and I note that you are an expert/working in the same (field of expertise) that I have been/am currently working in.”

Stating your reason for calling

• “I’m hoping you can give me some advice to help me with my job search.”

• “I’m interested in finding out how I can further develop my career prospects in the (industry sector) and given your experience in this area I would welcome your advice.”


• “I’m looking for the name(s) of the hiring manager(s) within (their company name) who I could apply to for the (position of abc which I saw advertised). Who would be the best person or people to speak with about this and would you please advise me of the person’s number and email address?”

• “I’d like to enquire about job vacancies for/in (the areas / business function) at (their company name). Who would be the best person or people to speak with and would you please advise me of the person’s number and email address?”

• “Do you know of any companies in (desired industry area) which are hiring right now and would you be happy to point me in the direction of anyone you know who could assist me with my job search?”

• “I’m interested in working for (their company name) and I’m curious to know what’s it like working for your company and how you would describe the culture there?”

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• “I’m interested in working for (their company name) as a (desired job type) and I’m curious to know which essential personal attributes your organisation is looking for from people it hires in this area?”

• “I’m looking to accelerate my job search in the (desired industry area). Are there any forthcoming events that you can recommend as an opportunity for networking with hiring managers in your field?”

• “Do you know of any good head-hunting firms or recruitment specialists with whom perhaps I should be speaking?”

Be prepared to be asked what you do best and what you are looking for and give a short and succinct answer.

If the person is only giving advice…

• The important thing here is to be able to give a short and succinct answer to their questions which accurately describes what you do best and what you are looking for…

If the person is someone who can introduce you or recommend you for a position…

• Again give a short and succinct answer to their questions which accurately describes what you do best and what you are looking for…

• And if you are able to, give an example of a recent and significant contribution you have made to your current employer, which you may be able to offer to the prospective employer.

Try offering help and advice to them – this will encourage goodwill where appropriate:

• “Are there any challenges that you’re looking to address in your business that I could perhaps advise you on?”

• “Is there any way I could perhaps help you or your organisation in the future?”

• “Perhaps I could assist you or your company in the future – would you like to meet up for a coffee sometime in the coming weeks?”

Closing your conversation:

• “Thanks for your time and advice (first name) - great talking with you. If I can ever be of assistance to you in any way, please feel free to contact me at any time. I will email you with my contact details – what’s the best email address to reach you on?”

• “Thanks for your time and advice (first name). Looking forward to (restate any action(s) which have been discussed and appropriate timescales). Can I have your email address please so we can exchange contact details?”

3. Email / messaging

Your first preference when networking should always be to make a phone call or arrange a face-to-face meeting, rather than send email or social media messages. However, this may not always be possible or timely.

Telling them how you found them:

• “I was given your contact details by (name of the referrer) whom I gather is/was (state the relationship with the referrer)…”

• “Forgive me for using Facebook to send you a message, but I don’t have your email address and wanted to get in touch with you about my job search…”

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• “I found your contact details on (state the source of the info, e.g. Linkedin) and I note that you are an expert/working in the field that I have been/am currently working in.”

• “We’ve both worked for (state previous employer name) in the past and I see from (Twitter) that you’ve recently moved to (their company name).”

• “I’ve been given your details by (name of the referrer), a mutual ex-colleague of ours from (previous company name), who tells me that you are a renowned expert in the field of (xyz).”

Succinctly explain what you do / who you are:

• Which company, companies or industry area have you been working in?

• What kinds of role have you been working in?

• What are your specialist skills or in what particular areas do you possess particular strengths?

• Why are you looking for a particular role?

• What kind of role are you looking for?

• The important thing here is to provide a short and succinct overview which accurately describes what you do best and what you are looking for… and ideally give a brief example of a recent career achievement which is relevant to your target employer company.


• “I’m hoping you can give me some advice to help me with my job search.”

• “I’m interested in how I can further develop my career prospects in the (industry sector) and given your experience in this area I would welcome your advice.”


• “I’m looking for the name(s) of the hiring manager within (their company name) who I could apply to for the (position of ABC which I saw advertised). Can you tell me who would be the best person or people to speak with about this and would you be happy to pass on my details to them?”

• “I’d like to enquire about job vacancies for/in (desired position type(s)/areas(s) of the company) at (their company name). Can you tell who would be the best person or people to speak with and would you be happy to pass on my details to them?”

• “I’m looking to identify some prospective employers in (desired industry area). Do you know of any companies that are hiring right now and would you be happy to point me in the direction of anyone you know who could assist me with my job search?”

• “I’m looking to accelerate my job search in the (desired industry area). Are there any forthcoming events that you can recommend as an opportunity for networking with hiring managers in your field?

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Closing paragraphs

• “I’d very much appreciate the opportunity to speak with you; perhaps you can let me have a number so I can contact you.”

• “I would be very grateful for any assistance or advice that you can give me and hope to hear from you soon. Please feel free to contact me if I can be of assistance to you in any way in the future.”

4. Networking with people at events


• “Hello (the person’s first name if you know it). Pleased to meet you. I’m (your first and last name). What’s your name (if you don’t know their name)? How are you today?”

• “Hello (the person’s first name). Pleased to meet you. I’m (first and last name). What’s your name (if you don’t know their name)? I can see you are busy right now but wanted to quickly introduce myself and ask if you wouldn’t mind catching up for a quick chat later?”

• “Hello (their first name). Pleased to meet you. I’m (first and last name). What’s your name (if you don’t know their name)? We didn’t get a chance to meet earlier as I saw you were busy. Is this a good time for us to talk?”

Conversation openers…

• “So what brings you here today?”

• “So how is the event turning out for you today/so far?”

• “So what do you do then?”

• “(their first name), I was very interested in what you had to say about (if they were presenting, asked a question…)”

• “I’ve been wanting to meet you because I understand you used to work at (the name of the previous company).”

• “So (their first name), I’m curious. Tell me what (their company name) does?”

Be ready to explain succinctly what you do / who you are:

• Which company, companies or industry area you’ve been working in.

• What types of role you have been working in.

• What your specialist skills are or in what particular areas you possess particular strengths.

• What kind of role you are looking for.

• And ideally – give a brief example of a recent career achievement which is relevant to your target employer company.


• “I am currently looking to secure a position as a (state role) in (desired industry area) and I am interested in your thoughts on some career options that I’m contemplating.”

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• “Do you know of any companies in (desired industry sector) that are hiring right now and would you be happy to point me in the direction of anyone you know who could assist me with my job search?”

• “If I wanted to discuss career or project opportunities in (desired industry sector / project sector) at your company, who would be the best person/people to speak with and would you be happy to pass on my details to them?”

• “I’m curious to know what’s it like working for your company. How would you describe the culture of the organisation?”

Try offering help and advice to them – this will encourage goodwill where appropriate:

• “Are there any challenges that you’re looking to address in your business that I could perhaps advise you on?”

• “Is there any way I could perhaps help you or your organisation in the future?”

• “Perhaps I could assist you or your company in the future - would you like to meet up for lunch sometime in the coming weeks?”

Ending your discussion:

• “Thank you for your time and advice (their first name) – it’s been good to meet you. Looking forward to speaking with you again about (restate any follow-up actions and associated timescales). Here is my business card; may I have one of yours?”

• “Thank you for your time (their first name) - great to meet you. I look forward to speaking with you again in the future. Here is my business card; may I have one of yours?”

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Documents

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