10 Tips to Help You Nurture Your Professional Network

According to a 2016 LinkedIn survey, up to 85 percent of all job opportunities are discovered through networking: connecting with people you already know.

Since networking is such a powerful tool for finding the right position, here are ten ways to nurture the connections you need to bolster your career:

Keep connections simple, but frequent.

When a colleague earns a promotion or changes jobs, send them a quick congratulatory note. LinkedIn and similar social media tools make it easy to keep track of these changes and respond when they happen.

Be helpful.

When you run across information specific to a connection’s work or passions, send it to them. Often, others feel more willing to help us when we have a track record of helping them.

Get their opinion.

We all like to feel our professional knowledge is valued. If you run into a problem, ask a colleague for their opinion. You’ve strengthened the connection and may gain valuable perspective as well.

Make introductions.

At professional events, introduce members of your network to one another. Often, both contacts will be grateful for the chance to expand their own networks – and will remember you made it happen.

Group up.

Joining professional organizations can help you expand your list of colleagues. It can also help you stand out as a member of others’ networks whose insight is worth tapping into.

Get together.

Meeting up with a colleague in person for coffee, lunch, a walk or a similar short event helps you strengthen connections in ways that email simply can’t match. Set a goal to connect in person with one colleague every week.

Put it on the schedule.

Tasks on your schedule are more likely to get done. Whether it’s sending a congratulatory card or meeting for coffee, schedule your networking time, so other tasks don’t push it out of the way.

Follow up.

If a colleague helps you with a problem, let them know how things turned out. If a hint about a job opening leads to a new job for you, thank the person who clued you in.

Keep a bucket list.

Who else would you like to know in person? Keep a list of people you’d like to add to your professional network and find ways to meet them – whether it’s through a mutual contact, at a conference or simply by introducing yourself.

Reach out.

Recruiters focus on building strong relationships, so having a recruiter on your side automatically expands your “extended network” – and opens the door for your recruiter to introduce you to the right person at the right time.

At FootBridge Energy Services, our recruiters specialize in connecting dedicated professionals to some of the best jobs and employers in the energy industry. To learn more, contact us today.

Top Hiring and HR Metrics to Audit

We live in an era that allows us to gather data on nearly any phenomenon, including a vast range of metrics in hiring and human resources. As a result, it can be tempting to track everything.

Unfortunately, tracking “everything” is not much more useful than tracking nothing. Instead of having no data, we become buried in an avalanche of it. Identifying the metrics that provide useful, actionable information to improve hiring and retention becomes impossible.

Instead, it’s important to focus on the metrics that affect critical aspects of recruiting and retention.

Top hiring and HR metrics to track, analyze, and audit:

Applicant to candidate ratio

How many people apply for posted positions with your company? Of these, how many are filtered out by the applicant tracking system? How many of those who remain are viable candidates when viewed through a hiring manager’s eyes?

If your system gathers endless applicants but produces very few viable candidates, it may be time to change the applicant tracking system’s parameters, update your job descriptions, or otherwise revamp your process. Your recruiter can help you pinpoint the best approach.

Time to hire

On average, how long does it take your company to find the person they need, from the moment you know you need to hire to the day the new hire starts work?

Longer time to hire is closely correlated with reduced candidate quality and higher turnover. When you know how long it takes to hire successfully, you can employ strategies to streamline the process and keep top candidates engaged.

Candidate dropout rates

Once you have a pool of viable candidates, how many stick with the hiring process through the offer stage? How many drop out before you’ve had a chance to extend an offer?

Several factors can lead to a high candidate dropout rate, including an extended hiring process, tight competition for top candidates, and lack of communication. Your recruiter can help determine why candidates drop out and provide solutions to reduce this rate.

Turnover

Once you’ve hired, how long do staff stay with your company? When they leave, do they move laterally into a similar role with a competing company, or do they accept a new position that also represents a promotion?

Turnover costs U.S. companies billions each year. Recruiters specialize in helping their clients identify reasons for high turnover and respond nimbly when a worker announces his or her departure.

At FootBridge Energy Services, our recruiters focus on helping clients recruit and retain their staff more strategically – from helping you shorten time to hire to improving your long-term staffing strategies. Contact us today to learn more.