Recruiting for Startups: 5 Reasons You Have Trouble Hiring Talent and How to Fix Them

June 20, 2024

In today's highly competitive job market, attracting and retaining top talent is a struggle for companies of all sizes. However, for startups, the challenge of hiring talented individuals can be even more significant. Despite the potential for innovation and growth, without an established brand or reputation and facing relentless competition and limitations, startups must work harder to convince potential employees that they are a worthwhile investment.


In this article, we will explore the five most common reasons why startups have trouble hiring and offer practical solutions to address each of these challenges. By understanding these issues and implementing the solutions provided, startups can level up their hiring game, ensuring their success in the long run.


1. Everything falls on the founder/CEO

If you are a CEO of a startup, chances are you’ve probably taken on multiple roles and responsibilities. And this is pretty common, especially in the early stages. However, taking on the role of an HR manager and handling the entire hiring process takes your precious time and focus away from critical tasks such as strategy development, managing key partnerships, or product development. Not to mention the stress, decreased productivity, and the feeling of being overwhelmed that comes with trying to do it all which can eventually reflect poorly on your company’s success.

That's why delegating hiring responsibilities is an important step for a CEO who wants to build a strong team while also focusing on their core responsibilities. Here’s how you can do it effectively:

  1. Identify a hiring manager: You can delegate the responsibility of hiring to a designated hiring manager or HR manager who has experience in recruiting and selecting candidates. This person can take over the majority of the hiring process, from reviewing resumes to conducting interviews, and make recommendations to the CEO.
  2. Involve current employees: You can involve current employees in the hiring process by delegating tasks such as reviewing resumes, conducting phone screens, or participating in interviews. This can not only help the CEO save time but also give current employees a sense of ownership and involvement in the recruitment process.
  3. Hire a recruitment agency: You can hire a recruitment agency to handle the entire hiring process, from sourcing candidates to conducting interviews and negotiating job offers. This can be an effective way to delegate hiring responsibilities and ensure that the company is attracting top talent.
  4. Use automated hiring tools: You can also use automated hiring tools such as applicant tracking systems, which can help to streamline the hiring process and reduce the workload on you as the CEO. These tools can be used to find candidates, screen resumes, schedule interviews, and track candidate progress, freeing up the CEO's time to focus on other tasks. This just might be one of your best options but more on that later.


2. Lack of employer branding

When a startup is in its early stages and hasn't yet developed a strong employer brand, it falls on the CEO to pitch the company's vision and mission to each potential candidate. This can be a challenging task, as the CEO must not only communicate the company's goals and values but also convince the candidate that they will be a valued member of the team. That’s why establishing a company's employer brand is critical.


By establishing a strong brand, the company communicates its values, culture, and vision to candidates before they even apply for a position. This can help attract candidates who share the company's values and are excited about the prospect of joining the team. Additionally, a strong employer brand can help differentiate the company from its competitors and establish the startup as an attractive employer in the industry.


In addition to attracting new employees, a strong employer brand can help to retain current employees. When employees feel that they are part of a strong, positive culture, they are more likely to be satisfied with their job and stay with the company long-term.


How do you work on your employer branding?

There are many ways in which you can contribute to a well-developed employer brand, but we’re going to point out a few we believe are the most important, especially in the beginning:

Define your values: Start by defining the values that your company stands for. These values should be at the core of your employer brand and should be reflected in your company culture, messaging, and actions.

Develop an employee value proposition (EVP): An EVP is a statement that communicates what your company offers to employees in exchange for their skills and talents. This can include things like career development opportunities, a positive work environment, and competitive compensation and benefits.

Create a strong company culture: Your company culture is a key component of your employer brand. Focus on creating a positive, inclusive, and supportive environment where employees feel valued and motivated.

Leverage social media: Use social media to showcase your company culture, values, and EVP. Share photos and stories that highlight your team's accomplishments, events, and community involvement.

Offer competitive compensation and benefits: Offering competitive compensation and benefits packages can help to attract and retain top talent.


3. Not clearly defining hiring goals

Another common issue that startups face when hiring and that makes finding the right talent difficult is not clearly defining their needs and goals. Without clear definitions of the type of candidate they're looking for, the role they want to fill, or the offers they can make, startups risk making poor hiring decisions or not attracting the right talent.

There are three factors you should consider in order to hire successfully.


Defining the Goals of Hiring

One of the first steps you should take to ensure successful hiring is defining your startup’s goals. This includes determining how many positions you need to fill, what specific skills or experiences you are looking for, and what you hope to accomplish by hiring new employees. By clearly defining these goals, you can create a hiring plan that aligns with your business objectives.

Some questions you should consider when defining your hiring goals as a startup include:

  • How many positions do we need to fill?
  • What skills and experiences are necessary for these positions?
  • What specific roles do we need to fill?
  • What are our business objectives, and how can hiring new employees help us achieve them?


Defining Candidate Personas

Once you have defined their hiring goals, the next step is to define candidate personas. A candidate persona is a detailed description of the ideal candidate for the role, including their skills, experience, personality traits, and even their goals and motivations. By creating candidate personas, you can better understand the type of person you are looking for and tailor your hiring efforts accordingly.

Some questions you should consider when defining candidate personas include:

  • What are the necessary skills and experiences for the role?
  • What personality traits are important for success in the role?
  • What motivates the ideal candidate?
  • What are their career goals and aspirations?
  • What are their preferred work environments?


Creating Your Offer

Finally, you need to determine what your company has to offer to attract and retain top talent. This includes looking beyond just salary and benefits and considering other factors that can make your company an attractive place to work. As a startup, you can offer unique opportunities for growth and development, a positive company culture, a flexible work environment, and other perks that appeal to the ideal candidate.

Thoroughly defining these elements creates a clearer hiring strategy that is more likely to attract the right candidates for your business.


4. Not building talent pools

In the early stages and especially in the very beginning, startups operate with limited resources and have a small team of employees. As the company grows and expands, it becomes necessary to hire more people to meet the increasing demand and workload.

If your startup is not prepared for this growth, it may struggle to find and hire the right people quickly, leading to delays in meeting business goals and objectives, missing out on potential profits and hindering its growth. This can also result in overburdening the existing employees, leading to burnout and turnover. And nobody wants that.

Luckily, there’s an easy way to avoid all of that – by building talent pools.

Talent pools are essentially a group of potential candidates who have already expressed interest in working for a company or have the required skills and experience needed for the company's future roles.

By building a talent pool, you can proactively identify and engage with potential candidates before you even have a specific job opening. This can save time and resources during the hiring process since you already have a group of qualified candidates to choose from.

Additionally, having a talent pool allows you to quickly fill any urgent hiring needs that may arise due to unforeseen circumstances. You can quickly identify and recruit top talent, reduce hiring costs and time-to-hire, and ultimately support the company's growth and success.


5. Lack of resources

Ah, yes, if only you had more money, everything would be so much easier. This is actually the issue that most of the other problems can be rooted in, not just hiring. Well, the reality is that the resources are pretty limited, especially in the beginning, but it doesn’t mean there aren’t other ways you can make your hiring process much easier and more effective.


It’s not (all) about the money

Maybe you can’t offer your candidates ultra-competitive salaries. But you can show them how working with you can benefit them in other ways and make them feel important and contributing. Providing other benefits like special perks, flexible work arrangements, stock options, health benefits, casual work environment, professional development, and education – all of that can provide a high-rewarding and beneficial experience for new employees without you having to stretch your budgets.


Divide and outsource

Secondly, we know how great it would be if you could just hire an HR team and let them run and worry about everything. And one day, not only will you be able to but you’ll have to. But until then, there are other ways you could compensate for not having a team.

For example, cross-training your employees to handle some of the hiring tasks as we already mentioned in the previous section will definitely make it easier for you and make them feel more engaged so it is a win-win right there. You also might want to consider outsourcing some of the HR or recruiting tasks if your budget allows you to.


Where do you go from here?

While it may seem overwhelming to tackle all the hiring challenges at once, start by focusing on one area at a time. Make a plan by setting clear hiring goals and timelines, allocate your resources, and track your progress. It is important you take your time with the hiring process and do everything thoroughly. And we can help you with that.


You see, we were once a startup just like you, dealing with the same issues and frustrations, but aware that almost every startup faces these problems. We saw the struggle that every start-up founder and CEO had to go through to find the talent their company needs.


That is why we decided to create a tool that would offer everything a company on the rise might need to hire the best talent. A cost-effective solution that would help businesses manage the entire recruitment process from start to finish. And not only just to kickstart their growth but to maintain it long-term.

So, until you put together your HR dream team, IceHrm can help you make your recruitment process streamlined and efficient right from the get-go - build your employer brand from scratch, source and attract high-quality talent, create resourceful talent pools, and establish strong relationships with your potential candidates. In fact, it can help you do it all:

  • Build a powerful career site that aligns with your values
  • Create and manage job postings
  • Create candidate personas and tailor your outreach efforts accordingly
  • Quickly screen and filter resumes with automated tools
  • Schedule interviews and communicate with candidates
  • Build valuable talent pools
  • Collaborate with team members on hiring decisions in a single platform
  • Track your hiring metrics and progress with insightful analytics
  • Keep track of everything in one place


Kind of like having an HR team doing all the manual labor for you and leaving you with making the strategic decisions. After all, while a CEO's involvement in the hiring process is essential, their energy should be focused on company growth and decision-making, rather than dealing with administrative processes and tasks that can easily be automated.

Check out IceHrm's Recruitment module to understand how we can help you reduce hiring costs and attract top talent into your organization.


Source:  https://icehrm.com/blog/recruiting-for-startups-5-reasons-you-have-trouble-hiring-talent-and-how-to-fix-them/?a=1

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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