7 Effective Tips for Creating an Ideal Candidate Profile

February 28, 2024

Have you ever wondered what the secret is to make better hires? Finding an ideal candidate can certainly feel like an uphill battle. 

You’ve likely experienced the disappointment of bringing aboard someone you believed to be a dream hire, only to discover too late that they completely missed the mark.


While it’s true that bad hires can slip through the cracks, it doesn’t have to be this way. 

What if I was to tell you that there’s a recruitment tool you can use to help you select an ideal candidate each and every time you hire? One that’s relatively straightforward to use, and has a high success rate?


It’s called a candidate profile, and it has the power to change your hiring game for the better. 

If you haven’t come across one before, you’re probably curious to learn if it’s really worth trying out. Well, let’s just say there are few recruitment tools that are as effective, easy-to-implement, and budget-friendly as a candidate profile. 


Already intrigued? The following guide will teach you everything you need to know about candidate profiles. It will not only explain what a candidate profile is and why it’s a valuable recruitment tool, but it will also arm you with expert tips to create one to use for your next hire.   


What is a candidate profile?

Are you deep in the hiring process? The first step to finding the right person for the role is visualizing your ideal candidate. Luckily, a candidate profile can help you do just that. 


To help you come to a better understanding of this term, it’s helpful to think about a tool called a “customer profile”. Used by marketing and sales teams, a customer profile is a description of what the best possible customer looks like for a given product. 

For example, it may include their age range, their interests, their gender, what they do for a living, their purchasing behaviors, pain points, professional skills, and their social media usage, among other notable qualities. 


The purpose of this description is to allow the marketing and sales teams to create a character profile of the people that they are targeting. Chances are, they might even give this individual a name. 


For instance, the customer profile may be Sam, a 34-year-old mom who shops online, has a part-time job as a sales assistant, loves watching true crime documentaries, and is the primary shopper in her household. The better that the sales and marketing team understands this individual, the better they can advertise to her. 

When it comes to hiring, candidate profiles serve a very similar purpose. This is an opportunity for the hiring manager to determine what type of person they are looking for. 


While you may already know what position you want to fill, the next step is understanding what type of candidate you would prefer for that role. The hiring team can work together on creating this vision of the ideal candidate. Here are some of the things you may want to include: 

  • Personality traits 
  • Preferred hard skills and soft skills 
  • Work experience and education 
  • Nice to have attributes and key skills 
  • Must have qualities (qualifications)
  • Success traits
  • Long term career goals 


Using all of the above will help you filter out the better candidates from the more average applicants. You can use a candidate profile during the recruitment process to find job candidates that suit your company’s culture. Creating one will give you a full picture of the type of person that’s best to fill your open position. 


However, there’s one important thing to note here. When you’re creating your candidate profiles, you need to steer well clear of demographics. The reason is that it’s against the law to base hiring decisions on aspects of a person’s background. 

While it’s perfectly fine to highlight the specific personality traits that are your must-haves, you shouldn’t be taking into account a person’s race, age, religion, or sexuality among other crucial factors. 


According to the US Equal Employment Opportunity Commission, “an employer may not base hiring decisions on stereotypes and assumptions about a person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information”.


The recruitment process should always be based on merit. In other words, a person’s ethnicity, or other demographic traits, should never define your hiring decisions. However, their skills, educational background, and work experience should. 


The fact of the matter is that everyone should have the opportunity to work for professional organizations. Hiring managers need to keep this rule in mind when they have an open position to fill.


Things to include in an ideal candidate profile

The value of a candidate profile

Now that you have a better understanding of what a candidate profile is, let’s talk about why it’s important. Having the ideal candidate profile prepared will make certain aspects of the recruitment process easier. For that reason, your team can benefit greatly from this step. Before you get started creating a candidate profile, let’s take a look at a couple of the reasons they matter. 


They make it easier to write job descriptions

Needless to say, writing a detailed description of the role you wish to hire for is the key to finding ideal candidates. With that in mind, knowing exactly what you want will make all the difference. Regardless of the job boards you tend to use, you want to perfect this element of the hiring process. 

Well-written job descriptions include a variety of information including personality traits, hard skills, soft skills, job duties, nice to have qualities, and any other key traits and skills your dream hires should have. The more you know about the right candidates for the position, the easier this step will be. 

Of course, the most detailed job descriptions also include additional information relevant to the role. For instance, you may want to include any professional development opportunities that will be open to successful candidates, or company perks that they can look forward to. 

Adding in these extra details to each job description will go a long way in attracting the right candidates.


They help refine your sourcing strategy

Sourcing the right candidates is no small feat. Once you’ve finished creating a candidate profile, you will have a solid foundation to build upon. That information can help you determine how you will start your candidate outreach. 

While you may usually follow a standard step-by-step process when it comes to posting job descriptions, it’s worth spending some time refining your sourcing strategy. After all, your idea of the perfect candidate for a job may affect where you advertise the role and the wording you use. 

Believe it or not, research suggests that experienced employees prefer different means of communication to newcomers. So knowing how to best target people will mean that you can get the top candidates applying for the position. 


How to create an ideal candidate profile

Ready to get moving? Creating an ideal candidate profile is a craft. If your recruiting team is new to this, they may need some pointers along the way. Since this tool will help to shape the selection process, getting it right is essential. So, before you start your hunt for your next hire, take the time to draw up this description. Here’s what you need to know. 


7 tips for creating an ideal candidate profile

1. Describe the unique qualities of the role

Attracting high-quality candidates doesn’t have to be challenging. When creating an ideal candidate profile, you need to identify the qualities of the role. Of course, each position is unique and, as such, requires a specific set of key traits. 

While you may have filled similar vacancies before now, don’t make the mistake of thinking that any two positions are ever the same. You won’t be looking for the exact same person, but someone who is similar. 

For example, if you are looking for a sales team member, the main job duties may include meeting new clients, talking to them about products or services, and becoming their main point of contact. 

In that case, you know that the ideal candidate will be a people person who has a ton of natural charisma. These, as well as other qualities that are considered soft skills and hard skills that are relevant to the role, should be a real priority when you’re hiring new candidates. 

A useful way to pinpoint precisely what tasks, hard skills, soft skills, must-have qualities, nice to haves, success traits, and other qualities you’re seeking is to conduct a job task analysis. It’s regarded as a relatively straightforward way to improve the quality of your job posting, and in turn, find an ideal candidate.


2. Define your company’s identity and culture

Company culture has become a hot topic in recent years. A massive 88% of job seekers say that company culture is important when finding a job. There’s a reason for this strikingly high statistic. 

New employees don’t only want to know what the role entails, they also want to know whether they’ll fit into the organization. So, when you’re creating an ideal candidate profile, you should take the vibe of the workplace into consideration. 

Having a better understanding of your company’s identity will help you along the way. You can look back at the business values or the shared company vision. All of these details matter more than you might expect. When you’re painting a picture of potential candidates, you should consider how they will fit into the structure of the business. 

88% of job seekers believe company culture is important when finding a job, according to Jobvite


3. Assess your top performers

Next up, look at the successful employees that you already have among the ranks of your business. This is especially important when it comes to filling similar vacancies. 

Your top performers are likely to be current employees to whom you offer leadership opportunities. When you’re writing up an ideal candidate profile, you can look at their personality, soft skills, and other qualities. It’s likely that you will want new candidates to be similar. 

While you can’t expect perfection from a new employee, you do want to get the creme de la creme to apply. Take a look at the first-year performance of some of your best employees for reference. This record is what you’re trying to emulate. When you’re finding your new hire, you should look for a potential candidate whose traits give them the potential to follow a similar path.

Alongside your hiring team, take a moment to list these and other traits. For instance, you may list attributes such as intelligence, hard-working, dedication to the role, and willingness to learn new things as must-haves. Once you have a well-rounded view of what great candidates bring to the figurative table, you can use it to add some color to your ideal candidate profile. 


4. Define hard and soft skills

The perfect new hire for a job needs to have a good mixture of hard skills and soft skills. When you’re coming up with this list, you can split it into two sections: ‘nice to haves’ and ‘must haves’. 

Put simply, these are the success traits that you will need from potential employees. If you’re hiring for a sales manager, a hard skill might be organization, while a soft skill might be strong public speaking skills. 

As you start to visualize the person that you need for the current job vacancies, you can pepper in some of these skills. Try to be as detailed as possible. The more in-depth you go, the better you will understand how to find the right candidate. 

Struggling to figure out what hard and soft skills new candidates need? Try asking your hiring team some pertinent questions. For instance, you may ask, ‘What success traits does the new hire need?’ or ‘What skills will they use for their day to day duties?’.


5. Know your candidate demographics

When you start bringing together all of the above information, you can create an ideal candidate profile from scratch. 

The next step in this process is to know your candidate demographics. As we have already mentioned, this doesn’t apply to legally-protected traits, such as age, gender, race, and sexuality. However, you can use other traits to start to get an idea of what quality candidates will look like. 

You may be able to put potential employees into different categories depending on their demographic. For example, you could have two ideal candidate profiles for a specific role. One might be a more experienced worker with a greater understanding of what the job entails, while the other might be new to the field but have a flair for learning. Being open-minded to the different candidate profiles will help you during recruitment.


6. Bring all your research together to build a candidate profile

Now that you’ve spent some time considering what the ideal candidate will bring to your company, the next step is building the profile. 

Think of this like story-telling. You want to flesh out candidate profiles with as much color and detail as possible. You’re creating a character so be descriptive and add in anything that you think is important to the role. 

You will need to work as a team to get this right. Collaborate and write a detailed description of the best candidates you can imagine. You will include everything from ‘must haves’, to ‘nice to haves’, to the innate traits that would work well for the role. The managers in charge of this new role will be able to reflect on this description when advertising it. 


7. Keep the candidate profile at the forefront of your mind at every stage of the recruitment process

The candidate profile comes into play during the entire recruitment process — from the moment that you post on job boards to when you find the perfect candidate. You may find that your team members can use this profile when they are writing the job description, as well as during the interview process.

The aim of the game will be to find candidates that most closely match the profile that you have created along the way. 

Ahead of making this all-important hiring decision, you will know what types of candidates you prefer. In the simplest terms, that will mean that the hiring process is faster and more efficient. Armed with a vision of the ideal worker, you can quickly filter out candidates that won’t make the cut, saving you time, energy, and effort. 


Final thoughts

Now that you’re well-acquainted with candidate profiles, it’s time to set the wheels in motion. This is the part where many human resources and business leaders fall down. They understand what candidate profiles are and why they’re worth making, but can’t always create them for each hire.

It’s understandable that you want to avoid adding another task to your never-ending to-do list. But think about how high the stakes are and how expensive and time-consuming it will be to re-do the hiring process in a few months if you get this wrong. 


By spending a few hours putting together a candidate profile, you’re significantly elevating your chances of finding an ideal candidate for the important roles you’re trying to fill. Hiring the right people will help lead your business to success. As the late Robert Half, founder of the eponymous employment agency once said, “Time spent on hiring, is time well spent."


Source:  https://vervoe.com/ideal-candidate-profile/

8 lessons you can learn from business leaders

July 1, 2024
Lessons learned in business introduction Whether you’re a junior member of the team or at management level, a continual learning attitude and understating business lessons is key to career success. If you want to fast-track your progress up the career ladder, it’s important to look to your true business leaders and learn from their actions. Not only will this encourage you to carry yourself like a workplace leader, but it will also highlight differences between good and bad management . This is especially important when one wants to see great success in business. Although businesses fail, being equipped with the write business lessons can avoid risk and increase the likelihood of success. Here are eight key biggest lessons to learn from business leaders. 1. How to motivate people Watching your leaders, or considering past experiences with your manager, can give you great insights into the right things to say and do to motivate colleagues or direct reports. You can learn life lessons they've learned in business and understand how to avoid bad habits in the long run to maximize the success for any company. What’s important to remember is that every person is different with different core values and a sense of their own path – and their motivational drivers can change from week to week, depending on workload levels. While one person might benefit from tough love, others may require a gentler approach. Great leaders take the time to get to know their team members’ personalities and motivators, and how they each react to different communication styles. Motivating people is a key skill for any successful business leader to succeed. One of the life lessons we can learn from business leaders is the importance of creating a strong culture that fosters a sense of purpose, passion, belonging, and accountability. By aligning employees' goals and values with the company's mission, leaders can inspire them to take ownership of their work and strive for excellence. In addition, effective leaders recognize the power of recognition and rewards, which can help to incentivize and motivate employees to achieve their goals. By cultivating a culture of positivity and growth, business leaders can build a motivated and engaged workforce that drives innovation and success. Although there are many life lessons learned in business, another important life lesson we can learn from business leaders is the value of stepping out of one's comfort zone to achieve success. Leaders recognize that complacency can be a major obstacle to growth, and they encourage their teams to take risks and embrace change. By fostering a culture of experimentation and learning, business leaders can help their employees overcome fear of failure and develop resilience. This not only motivates employees to push themselves to new heights, but it also enables the organization to innovate and stay ahead of the competition. Thus, business leaders understand that by creating a culture that encourages stepping outside of one's comfort zone, they can create a motivated and dynamic workforce that is poised for success. 2. How to nail your organisational skills Organisational skills are critical for most roles, and it’s important to learn what works for you from the outset so you can be as productive as possible. Business leaders – often the busiest or having the fullest plate compared to most staff members – will have many techniques about how to remain organised. Not all of these will work for you as we all have different styles of working. But having conversations with your manager and other leaders about how they stay organised – on a day-to-day level and when work gets incredibly busy – can quickly teach you about which approaches you’d like to try out and assess if they helped you stick to schedule. RELATED: What are soft skills? 3. How to have difficult conversations Most people don’t enjoy having difficult conversations at work and find the situation awkward. However, these are unavoidable for managers, and it’s crucial to know how to approach these conversations delicately. Good business leaders take a diplomatic approach to difficult conversations and allow the individual to have their say. Talking through problems rather than dictating a change is more productive and will allow you to build better rapport with your team members. 4. How to say ‘no’ tactfully Business leaders often negotiate with partners, clients, and third-party providers – it comes with the territory. At times, this means having to say ‘no’ to requests. Good leaders know how to approach these situations in a way that doesn’t cause upset or worse, ruin relationships. This is especially significant when your a business owner. For instance, rather than saying, “We can’t do this for you”, they might say, “We will review our current workloads and priorities and come back to you next week with a proposal to move this forward”. When it's your own business saying no and managing expectations are important lessons learned and often come naturally as you progress through your own personal development. RELATED: How a leader can gain better engagement with their team 5. How to embrace change Any workplace-related change can be unnerving, particularly when it’s significant. But the responsibility falls on the leader to guide their team through any changes, whilst boosting productivity and ensuring everyone feels comfortable within their role. A great leader will welcome times of change as an opportunity and provide the groundwork for their team members to be creative, innovative and resilient. These are business lessons learned over time. It's also important to stay up to date with business news, customer insights 6. How to accept criticism Criticism can be difficult to hear, even when it is constructive. Business leaders often receive the most criticism at work because they’re ultimately accountable and responsible for the business performance and the performance of their team. But a great leader knows how to accept feedback, learn from their mistakes, and use the experience to their advantage for a successful outcome next time. 7. How to treat people as individuals Individual differences – and therefore experiences and insights – are what drive businesses forward to develop innovative new idea. The most effective workplace leaders embrace, and are highly considerate of, their employees’ unique personalities and working styles. If you can learn how to do this as a manager, you’ll be rewarded with a team that’s motivated, feel comfortable sharing their input, and is committed to success. 8. How to be empathetic Empathy is grounded in understanding rather than judgement, and it’s a trait shared by some of the most successful business leaders. In fact, studies have shown that empathetic leaders are rewarded with higher-performing teams, better quality work output and more loyal team members. Empathy is ultimately the ability to understand others’ emotions, so as you progress in your career and work with all sorts of people, you’ll need to continually develop this important interpersonal skill just like any other skill you learn and get better at on the job. Applying empathy to employees, as well as customers problems will take you far. Source: https://www.pagepersonnel.com.au/advice/career-and-management/career-progression/8-lessons-you-can-learn-from-business-leaders

How to build a professional network for career development

June 26, 2024
The changing job market requires professionals to be adaptable and continuously learn new skills to stay competitive. Networking can help navigate this dynamic landscape by providing access to job opportunities, industry insights, and mentorship. In this article, we cover: What is networking? How to build a professional network How to expand your network reach The art of effective networking Nurture your network for long-term success Where to find people to network with Grow your career with Airswift What is networking? All things being equal, people will do business with, and refer business to, those people they know, like and trust. - Bob Burg Networking is not just a single action but a process involving multiple elements working together. It's not primarily about making sales ; selling may naturally follow from successful networking efforts. When you network, you're part of a larger team where everyone plays a valuable role. Your network comprises the people you've connected with through work and personal interactions. Building strong relationships is at the core of networking because these connections often lead to valuable referrals. Behind every referral is someone who vouches for your credibility, building trust in your abilities. Professional networking goes beyond collecting business cards; it fosters genuine connections and creates a mutually beneficial ecosystem. A strong network is invaluable for established professionals, offering many benefits beyond job hunting, such as access to industry insights, mentorship, and career advancement opportunities. How to build a professional network Identify your goals Defining your career aspirations and areas of interest is crucial to building a robust professional network. You can tailor your networking strategy to align with your career objectives by identifying your goals. For example, if you're interested in shifting industries or pursuing leadership roles , you can focus on connecting with professionals in those fields. This approach ensures that your networking efforts are focused and effective, helping you build a network that supports your career goals. Leverage existing connections Reconnecting with former colleagues, classmates, and professional acquaintances is an excellent way to expand your network. These individuals already know you and your work, making it easier to establish a connection. Additionally, seeking introductions from senior leaders or mentors within your current company can help you connect with influential individuals in your field. These connections can provide valuable insights, mentorship, and opportunities for career advancement. Informational interviews Informational interviews offer a wealth of industry insights and networking opportunities. Start by contacting professionals in your interest and expressing your desire to learn from their experiences. Prepare thoughtful questions to guide the conversation, listen actively, and express gratitude for their time. Keep in touch with interviewees to maintain connections and share updates on your progress. These interviews are valuable resources for exploring career paths and expanding your professional network. Expanding your network reach Participate in industry events Attending conferences, workshops, and industry gatherings relevant to your field can provide high-quality networking opportunities. These events offer a chance to meet like-minded professionals, learn about the latest industry trends, and establish yourself as a thought leader. Focus on events that provide targeted networking opportunities, such as roundtable discussions, workshops, or networking receptions. This approach ensures that your networking efforts are focused and effective, helping you build a network that supports your career goals. Engage with professional organisations Joining industry associations, alumni networks, or leadership councils can help you increase your visibility and connect with like-minded professionals. Participating in committees or volunteering for leadership roles can further enhance your networking efforts. These opportunities allow you to demonstrate your expertise, build your brand, and establish yourself as a leader in your field. Cultivate an online presence Optimising your LinkedIn profile with relevant keywords and accomplishments can help you establish a professional image and attract potential connections. Sharing thought leadership content and engaging in industry discussions online can also help you build your brand and establish yourself as an expert. Building a solid online presence can help you expand your network reach, connect with like-minded professionals, and establish yourself as a thought leader in your industry. Second, participation fosters professional growth by granting access to valuable resources and opportunities. Engaging in online communities like industry forums, Slack groups, and niche social media groups can provide access to a pool of individuals with common interests, facilitating meaningful connections. Thirdly, it allows individuals to showcase their expertise, amplify their brand, and expand their horizons by connecting with diverse people. Additionally, active involvement helps individuals stay current with industry trends, fostering personal growth and career advancement. Lastly, online communities enable building lasting relationships and friendships, enhancing networking experiences. The art of effective networking Make meaningful connections Networking has its rules, mainly centred around being a connector. A connector is someone others turn to for help. Networking isn't about you but the value your connections can offer. Focusing on helping others deepens relationships and creates goodwill. Networking is about who your connections know and the potential value they bring. Keep in mind that different industries have different norms. Observing interactions at events can help tailor your approach. Being too aggressive can deter people, so adapt your tone to suit the industry's nature. Research individuals beforehand and find common ground for conversation. Focus on building genuine relationships and offering value to your connections. By prioritising quality over quantity, you can create a network that supports your career goals and offers long-term benefits. Be a master communicator Honing your elevator pitch to articulate your career goals and expertise succinctly is essential for effective networking. Practice active listening and ask insightful questions to demonstrate a genuine interest in your connections. By being a master communicator, you can establish a solid first impression, build rapport, and establish a connection that supports your career goals . Here are ten questions you could ask that demonstrate genuine interest and curiosity and get a conversation started and going: What got you interested in your line of work? Could you tell me about a moment in your career that stood out? What's the best part of what you do? How do you see our industry changing soon? Have you ever faced a tough challenge at work that you overcame? Any good reads or resources that have inspired your approach to your job? If you could give one piece of advice to someone starting in our field, what would it be? Is anything exciting happening in your projects lately? How do you balance your job and personal life? What networking tips do you swear by for making meaningful connections? Body language is universal Body language is aessential aspect to effective communication during networking events. Positive body language can convey confidence, engagement, and interest. It can also help establish a connection with the other person, making the conversation more enjoyable and productive. On the other hand, negative body language can convey disinterest, discomfort, or lack of confidence. Here are 10 steps to being aware of your body language and consciously displaying positive body language during networking events: Maintain eye contact with the person you're speaking to. This shows attentiveness and confidence. Wear a genuine smile to convey warmth and approachability. It helps in creating a positive atmosphere during conversations. Use non-verbal cues such as nodding to show you're actively listening and engaged. It encourages others to continue sharing. Keep your body language open by avoiding crossing your arms, which can signal defensiveness or disinterest. Minimise fidgeting or restless movements. This conveys nervousness or lack of confidence. Instead, try to maintain a relaxed posture. Subtly mirror the body language of the person you speak to to establish rapport and build a connection. Respect personal space boundaries and avoid standing too close, as it can make others uncomfortable. Use appropriate hand gestures to emphasise points or express enthusiasm, but avoid excessive or distracting movements. Before attending networking events, practice your body language to become more aware of your non-verbal cues. Ask for feedback from trusted individuals on your body language to identify areas for improvement. Approach people Networking can be daunting, but the right approach is a valuable tool for building meaningful connections and advancing professionally. Here are actionable steps to help overcome fears, focus on helping others, and cultivate authentic interactions, ensuring that each conversation is a mutually beneficial exchange: Acknowledge any fear of talking to new people, but don't let it control you. Remember that each conversation is an opportunity to help someone in ways they may not even realise they need. Approach conversations with courage, focusing on how you can assist the other person rather than your fears or desires. Avoid desperation by genuinely focusing on the needs of others. This will shift the conversation away from what you can gain and how you can contribute. Engage fully in conversations by actively listening, nodding, agreeing, commenting, and asking thoughtful questions. This demonstrates your interest and investment in the interaction. Do not dominate conversations with stories about yourself. Instead, maintain a balanced dialogue in which both parties have an opportunity to contribute. Be genuine and authentic in all interactions. Authenticity fosters trust and attracts others to you, leading to meaningful connections. Maintain consistency in your behaviour and interactions. People appreciate knowing what to expect from you, which builds trust and reliability over time. Tell your story Storytelling is a powerful tool in networking. It can help create a personal connection with others, establish credibility, and make a memorable impression. Individuals can showcase their skills, values, and achievements by crafting compelling narratives about their career journey. Here are some actionable steps towards great storytelling with networking in mind: Tailor your story to resonate with your audience's interests, values, and needs. Share genuine experiences and emotions to establish credibility and build trust. Focus on the key aspects of your career journey, highlighting relevant skills, values, and achievements. Use vivid details and compelling anecdotes to make your story memorable and engaging. Rehearse your story to ensure clarity, coherence, and confidence in delivery. After sharing your story, follow up with a clear purpose, whether seeking further discussion, collaboration, or referrals. The power of follow-up A study by LinkedIn found that connecting on LinkedIn and sending personalised follow-up emails within 24-48 hours can help you maintain the momentum of your initial connection. Briefly recap your conversation and offer to connect them with relevant resources. Following up after a networking event is essential for building long-term relationships and establishing yourself as a valuable connection. Nurturing your network for long-term success Become a resource Offer your expertise and knowledge to support your network members. Recommend them for opportunities or make relevant introductions. By becoming a resource for your connections, you can build long-term relationships, establish trust, and establish yourself as a valuable connection. Maintain regular engagement Stay connected by sharing industry updates and congratulating them on their achievements. Schedule periodic coffee chats or virtual meetings to maintain relationships and demonstrate your commitment to building a solid network. By maintaining regular engagement, you can build long-term relationships, establish trust, and establish yourself as a valuable connection. Reciprocity is key Networking is a two-way street. Be genuinely helpful and supportive to build trust and long-term connections. By practising reciprocity, you can establish a mutually beneficial relationship that supports your career goals and offers long-term benefits. Competition can be healthy When faced with competition in a networking setting, consider this scenario: You're one of several fishbowl salespeople at an event with 1000 attendees. Being yourself naturally attracts those with whom you share a connection or interest. It's essential to recognise that there's enough opportunity for everyone present. Rather than pursuing every potential lead, focus on those who resonate with you. Look for individuals who could become long-term partners, providing ongoing business beyond just one transaction. Ask yourself: Do I genuinely enjoy this person's company? Could we see ourselves collaborating for years to come? Networking is a marathon, not a sprint. For sustained success, prioritise building relationships based on mutual trust and compatibility. Where to find people to network with Finding people to network with is simpler than you might think – they're everywhere! Here’s how: Begin engaging with those closest to you, such as friends and family. Practice delivering a concise elevator pitch highlighting your interests without dominating the conversation. Instead, focus on learning about others by asking genuine questions and showing interest in their experiences. Use everyday situations, like waiting in line at the bank or chatting with fellow gym-goers, to practice your networking skills. Consider joining community associations, Chambers of Commerce, or trade organisations and attend trade shows to connect with like-minded individuals. Remember to be approachable, friendly, and genuinely interested in others beyond what they can offer you. As you engage with more people, networking becomes more natural and enjoyable. Three questions to ask every person to guarantee a follow-up meeting post-networking Towards the end of a conversation, once you have all the information you can get about someone, ask the following questions: Are you looking for new clients/prospects at this time? What sets you apart from your competition? What does your ideal client look like? If this is the case, let them know you have some people who could use their services or need their help. Ask if they might be interested in getting their details. If it’s a yes, arrange a meeting time and follow through on your promise to help. When you show up for your meeting, pass on that referral or the name of a great contact to them. Doing so creates trust and a relationship, proving that you can and will help when you can. This makes them want to do the same for the other person, and you are now truly part of their network. Grow your career with Airswift 85% of all jobs are filled through networking , highlighting its importance in landing jobs. A strategic professional network is crucial for career advancement, providing access to opportunities, mentorship, and industry insights. However, building and maintaining a solid network can be challenging, with time management and introversion being common obstacles. To overcome these challenges, prioritise networking activities that align with your career goals, leverage existing connections, and allocate time for networking activities.  Whether you're looking to advance your career, explore new opportunities, or stay up-to-date with the latest industry trends, Airswift has the expertise and resources to help you succeed. Contact us today to learn more about our services and how we can support your professional growth. Source: https://www.airswift.com/blog/professional-networking
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