Survey shows only 28% of jobs found through networking (an Unmoderated post)

I trust Gerry Crispin. So should you. He is not a career branding "expert" or any other type of new media blow hard. He has data. Real data. Dare I say "Big Data"? He doesn't make up stats and figures to promote his business.

Why do I bring this up? Well - it seems some people in the "how to network" coaching business want you to believe that 80% of the job openings are being filled through networking. And where does that stat come from? Who knows....? Not Gerry Crispin.

Where does Gerry get his info? From 35 GIANT companies that (combined) filled 1.2 million + vacancies last year. I'd call that "substantial"? Wouldn't you?

I found the info on his site - Career X Roads quite informative. Take a look under the "Resources" tab - and you'll find this survey under Articles.

(In case anyone wants to know how companies really hire people)

Comment by Sandra McCartt on April 3, 2012 at 1:15pm: Evolution to unmoderated posts is a wonderful thing.

Comment by Bill Schultz on April 3, 2012 at 4:29pm: @ Amy-Well, I didn't see that memo but:

I said I didn't know why recruiters go internal in a good market. I assume they prefer some sort of process and stability. I thank you not to put words in my mouth.

Comment by Amy Ala Miller on April 3, 2012 at 4:45pm: @ Bill - I'm sure as with any other career choice the reasons are as diverse as the recruiters themselves. Certainly don't intend to put words in your mouth so help me understand this -

Comment by Bill Schultz20 hours ago

Wll it makes sense, right? The market is so good for TPR's that you only go inside if you... well, I don't know why..

But it would follow that the internals are: less qualified+ runaway hiring= people getting passed up

Comment by Bill Schultz on April 3, 2012 at 5:02pm: I'm saying it seems to me that there's a lot of "foggy mirror' hiring going on, both internally and third party.. In context of Sandra and you saying that internals seem to be more skilled, my limited exposure reveals the opposite.

So, I see people getting passed up in even the most "progressive" talent acquisition environments. Ergo, I would recommend to anyone (and I do) go straight to the hiring manager if you feel you're appropriate.

Comment by Sandra McCartt on April 3, 2012 at 8:34pm: And my question Bill is, did you ever see anyone who didn't feel they were appropriate? I may have seen a few who admitted they didn't have the background for a job but they followed that admission with "but i'm a quick learner".

My suggestion if people think they are being passed over when they are really qualified for a job is to apply through the proper channels then go to the hiring manager and make him/her aware that they have applied and hope that their resume has made it to the hiring managers desk, if not a copy is attached. I honestly hate to give that advice because based on the number of resumes i get who are sure they are a fit when they aren't, i can only imagine how many a hiring manager gets so i assume that the hiring manager gets to the point that he/she just forwards them on to internal or ignores them completely. If a candidate really does know someone within the company, i mean really knows them not an online connect, i think it can help if they let that person know they have applied and ask the person they know to put in a good word for them or check and be sure that internal has seen the resume whether it's the recruiter or the hiring manager.

I just placed a guy in a Sr. Acctg. spot. I was working directly with the VP of Finance. My candidate and his wife know one of the HR people very well. During the interview process he asked if he should call the HR person and find out how things were going. NO. Thank goodness he didn't because when the offer was made the VP made the comment that part of the reason he picked him was that he did know people in the company and didn't call them to help him. The VP was pleased when he sent the offer and resume to HR, the lady the candidate knew came back immediately and said, "I know this fellow and his wife, you made a great choice.". It meant a lot more after the fact. The HR person was helpful in getting him an additional hiring bonus because instead of lobbying for him she reinforced the hiring managers decision. Networking can backfire if people are not careful. I think knowing this hiring manager that in this case it would have if there had been a full court press by someone else in the company or he felt like the candidate was trying to pull strings. Maybe not always the case but my hiring manager mentioned that he was tired of interviewing everybody's best friend, or brother-in-law or somebody's friend's kid. So i think all this networking stuff can get out of hand fast.

Comment by Bill Schultz on April 3, 2012 at 9:00pm: Valid, but a different topic than whether anyone but the hiring mgr is a true judge of appropriate talent.
Frankly, I always have 90 seconds to give to a referral. Whether they are appropriate or from Mars. And it's paid me back many times.

Comment by Sandra McCartt on April 3, 2012 at 9:14pm: I do too Bill and it has paid me back many times but that's our job. I sort of figure that a manager within a company has a few other responsibilities that may be more important than dealing with 20 calls a day from people who want to go to work for the company. I sort of figure that you and Amy and a lot of other recruiters are a pretty good judge of appropriate talent.

Comment by Amy Ala Miller on April 4, 2012 at 12:07am: I wholeheartedly agree with both of you. It didn't stop me from banging my head on my desk when a colleague asked me if I had anything for his zero experience buddy after breaking the news that he wasn't qualified to be an IT Manager.

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