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5 Steps To Conquer Any Networking Event

5 Steps To Conquer Any Networking Event

    Let’s say you’re single, lonely, and desperate for a date. That, of course, isn’t actually the case so you’ll need to use your imagination for a moment. Now imagine that you’ve been invited on a group date with the promise that you’ll definitely hit it off with someone special. The organizer isn’t really sure about that but a match seems likely because more than 500 single, lonely, and fairly desperate people will also be on the group date. It sounds like a sure thing, right?

    Wrong.

    When faced with so much opportunity, your first instinct will be to hunker down with a few friendly faces and wait for the end of the evening. Instead of making something amazing happen, you’ll take the safe route. Unfortunately, the safe route often means you go home alone with a story about the one that got away.

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    Unfortunately, most conferences and networking events end just like that. Now what if I told you there was a different way? What if I told you that, continuing the group date example, I could show you how to do background checks on all the attendees and see what they look like in the buff before ever stepping into the same room? You’d be interested, of course!

    While I won’t tell you how to find compromising photos of everyone attending your next networking event, I’ll give you something just as valuable. Here are five steps you can implement and build upon to make the most of your next networking event:

    1. Establish Event-Specific Goals

    Walking into a networking event or conference without a plan is, barring a miracle, a waste of your time. Without a plan you’ll bounce from event to event and float toward the people you already know. But not this time! This time you’re going to establish real goals for what you’ll get from a specific event.

    For example, a small business owner might attend a local meetup of social media types hoping to expand her network with some web-savvy marketers. Instead of saying, “this meetup will give me the chance to make business contacts” she’ll have a specific outcome in mind and won’t waste time on the wrong people.

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    2. Identify & Research Targets

    Now that you’ve established goals for your event experience, it’s time to do some legwork and figure out who will help you reach those goals. Most conferences and meetups have a list of attendees published in a public space, usually online. Smaller events might just have an Eventbrite homepage while big conferences will often maintain a separate list. Many events use hashtags on Twitter so people attending the event can connect beforehand and during the event. Do you see where all this is going?

    The idea is to identify as many event attendees as possible and extract a group of people you most want to connect with. Once you have a list of people attending the event, weed your list based on how certain people could possibly help you reach your goals for the event. If you want to connect with web developers, you’ll not have florists or fishing coaches on your list.

    Once you’ve identified the people you think are worth pursuing at a glance, it’s time to do some research. This might seem tedious and boring, but it’s needed if you want to really get the most of your event. While most of the attendees will stroll into the event with a devil-may-care attitude, you’ll have a short list of targets whose blogs you’ve read, tweets you’ve followed, and major interests you’ve identified. You have a definite advantage!

    3. Use An Event Card

    An event card is exactly like an old school dance card. But instead of scheduling dances with pretty people, you’ll be marking off successful connections with your targets. The simplest version is a plain list of names. That’ll work if you have an amazing memory and ability to place lots of new names with faces. But most of us aren’t so gifted.

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    I prefer to make small cards that include a name, photo, major interests, a thought I had after reading one of my target’s recent blog posts, and a few people also at the event I think they’d enjoy meeting. Putting the time into researching a contact before meeting them has never, ever turned out to be a waste of time for me. It’s an act of faith that has always returned far more than I invested.

    If you want to really do things nicely, add your target contact’s image and information to a special contacts list on your smart phone. That way, when you do get contact information from your new friend, you won’t have to enter anything but their number or email address. If they ask you about why you had their information programmed into your phone already, just tell them you’re a big fan and had planned on meeting them. After all, you are and you did! =)

    4. Establish Your Presence

    There are a few things you should keep in mind as you work to establish your presence as a worthwhile connection to your targets:

    • Whenever you have the chance, show your target that you are somebody worth knowing. If your research revealed that one of your intended contacts has chatted online with another contact, try to be the one to introduce them to each other. (It only takes a moment or two to figure out who your target likes to chat with on a site like Twitter but hasn’t met yet.)
    • As with romantic relationships, dinner is a bigger deal than drinks or a quick chat. If you get the chance to join a prime target for a meal, do it!
    • Try to get contact information for your target that may not be immediately available online. A lot of people have email addresses they give out online or use to sign up for new services. You don’t want that one. You want the one they actually check. Barring a good email address, a friend request via Facebook will usually do just as well. People throw all their personal info there and you’ll have no trouble getting in touch with them!

    When in doubt, friendly conversation and a real effort to listen will at least save you from being labeled as obnoxious!

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    5. Follow Up

    It doesn’t matter how much research you do or how well you woo your targets if you fail to follow up with them after the event! A good rule is to make sure you’ve contacted your targets within 3 days of meeting. Calling is probably too much unless you really hit it off and have already agreed to meet up. Otherwise, a brief email saying hello and reminding your target of the interesting conversation you had, etc. should do the trick.

    Once your target responds, you’re set to continue your relationship and eventually enjoy the fruits of your networking labors! A bit of planning, some basic research, and the will to follow through are the only things standing between you and a robust network of interesting people!

    How could I be such a cold-hearted monster and turn a gathering of wonderful people into a game of numbers and value exchanges? In practice, I don’t always. But just as it’s easier to explain the workings of an automobile engine once it’s been removed from the car, social networking is best explained in unadulterated terms.

    Do you have any questions or a tip of your own to add?

    Image: source

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    Last Updated on March 14, 2019

    7 Questions to Ask in a Job Interview That Will Impress the Interviewer

    7 Questions to Ask in a Job Interview That Will Impress the Interviewer

    Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

    For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

    Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

    1. What are some challenges I might come up against this role?

    A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

    It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

    It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

    How it helps you:

    If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

    Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

    2. What are the qualities of really successful people in this role?

    Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

    Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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    How it helps you:

    Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

    Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

    If so, then this may not be the right match for you.

    Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

    3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

    Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

    Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

    How it helps you:

    This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

    For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

    Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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    A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

    4. What is the promotion path for this role, and how would my performance on that path be measured?

    To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

    A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

    How it helps you:

    One word: hierarchy.

    All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

    In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

    If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

    5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

    Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

    Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

    How it helps you:

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    Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

    If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

    This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

    6. What do you like about working here?

    This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

    Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

    How it helps you:

    You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

    Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

    Whatever’s important to you, listen carefully and see if you can find any common ground.

    7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

    What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

    As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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    How it helps you:

    What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

    First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

    Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

    Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

    Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

    Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

    Making Your Interview Work for You

    Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

    Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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    Featured photo credit: Amy Hirschi via unsplash.com

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