How to Ask for an Informational Interview (and Get a “Yes”)
Author: Elliott Bell
The informational interview is the secret tool everyone should have in their back pocket. A hybrid of an amazing networking opportunity, an info-session, and a job interview, it can give anyone looking for a job or pondering a career change insider scoop (not to mention a much-needed morale boost).
The problem is that these opportunities aren’t advertised anywhere, typically require a lot of work on your end to make happen, and, in most cases, mean you have to convince strangers why they should take time out of their day to help you.
But with the right approach, you can land these interviews (and maybe even a job). Here’s my advice for finding and approaching potential contacts and getting them to say yes—every time.
Find the Right People
This may seem obvious, but choosing who you approach can make all the difference in hearing back.
Start by making a list of companies you’d love to work at and of job titles or positions you’d be interested in. While people who fit on either list are good, someone who works for your dream company and has your dream role is where you’ll get the most bang for your buck.
That said, it’s important to consider what the person does at the company and the size of the company—you want to target people who are in an aspirational role, but who aren't so high up that they won’t have time to meet with you. I may want to talk to the CMO of a major company, but I can probably learn more talking to the marketing director of a smaller company. Also, look for people you have some sort of connection with—if someone went to your college or has a shared connection, he or she will be more likely to want to meet with you.
I prefer using LinkedIn to find people, but then reaching out over email—it’s easier for people to respond to, and you won’t look like LinkedIn spam. (Try our tips for tracking down someone’s email address.)
Perfect the Art of the Ask
Any good cold email has two things: a clear message (why you're reaching out), and an easy-to-understand ask (the action you want the recipient to take). Here’s a simple formula that checks both boxes and that will work most of the time:
1. Start by Asking for Help
This sounds obvious (and, OK, a little weird), but it’s a proven fact that people love to feel like they are helping others. So, if you literally start by saying, “I’d love your help,” or “I hope you’ll be able to help me out...” your chances of getting a positive response go up significantly.
2. Be Clear
Ask for something very specific, and make it as easy as possible for the person to say yes. Saying, “I'd love to know more about what you do and how you got your start” is okay, but doesn't tell someone how much of his or her time you’re after or what you’re really suggesting. Instead, try something like, “I'd love to take you to a quick coffee so I can hear your perspective on this industry and what it's like to work at your company. I’ll actually be in your area next week and would be happy to meet you wherever is convenient for you.”
3. Have a Hook
A great way to increase your chance of landing the interview is to demonstrate why you really want to meet with this person. Do you admire her career path? Do you think the work he’s currently doing at company X stands out as the best? Maybe you have a shared connection and think she would be a great voice of wisdom. Don’t be afraid to share why you are specifically reaching out to this person. The more personalized your ask feels, the greater chance of success you’ll have.
4. Be Very Considerate
Remember that, in asking for an informational interview, you’re literally asking someone to put his or her work on hold to help you. Show your contact you understand this by saying, “I can only imagine how busy you must get, so even 15-20 minutes would be so appreciated.”
5. Make Sure You Don't Seem Like You’re Looking for a Job (Even if You Are)
If you sound like you’re really just looking for a job, there’s a good chance this person will push you to HR or the company’s career page. So be sure to make it clear that you really want to talk to this person to learn about his or her career history and perspective on the job or industry. After you meet and make a great impression is when you can mention the job hunt.
Follow Up, and Be Pleasantly Persistent
If you don’t hear back right away, don’t worry. People are busy, and sometimes these things slip to the bottom of a person’s to-do list. The key is to not just give up. If you haven’t heard back in a week, reply to your first email and politely ask if your contact has had a chance to read your previous email. Also, use this opportunity to reiterate how much it would mean to you to have 15 minutes to learn from him or her.
I personally believe that it’s your responsibility to continue to follow up (as nicely as possible) every couple of weeks until you’ve heard an answer one way or the other. Some would say that after one or two tries, you may run the risk of upsetting the person—but I say that sometimes, persistence pays off. At the end of the day, it’s really up to you and your personal comfort level.
That said, once you shoot off a few emails, you’ll see that most people are happy to help (hey, people love talking about themselves). The next step? Getting ready for the meeting. Read on for our best advice on acing the informational interview.
- 5 Keys to Acing Your Informational Interview
- How Not to Annoy Your Contacts When You’re Asking for Help
- 5 Tips for Non-Awkward Informational Interviews
Photo of courtesy of Unsplash .
To read the original article, click here.
Pleasantly Persistent: 5 Rules for Effectively Following Up
Author: Elliott Bell
I had a conversation with a friend the other day about his job search that went something like this:
Friend: I wrote to him last week and still haven’t heard back. It’s so frustrating.
Me: Why not follow up and check in?
Friend: I don’t want to be annoying.
I understand the fear. No one wants to be annoying or bothersome to a professional contact, especially when you want a job, meeting, sales dollars, or something else very important from that person.
But here’s the rub. The average person can get a few hundred emails a day. That makes it pretty tough to respond to all of them, and things naturally fall to the bottom of the list. If you don’t get a response, it doesn’t mean that someone’s ignoring you—it just may mean that he or she is too busy.
So, to the question: Should you follow up? Absolutely. In fact, it’s your job. And how often should you do so? My philosophy is: As many times as it takes. The important thing is to do it the right way. Or, as I call it, to be “pleasantly persistent.”
Here are a few tips on how to (nicely) follow up with that hiring manager, sales lead, or VIP—and get the answer you’re looking for.
Rule 1: Be Overly Polite and Humble
That seems obvious enough, but a lot of people take it personally when they don’t hear back from someone right away. Resist the urge to get upset or mad, and never take your feelings out in an email, saying something like, “You haven’t responded yet,” or “You ignored my first email.” Just maintain an extremely polite tone throughout the entire email thread. Showing that you’re friendly and that you understand how busy your contact is is a good way to keep him or her interested (and not mad).
Rule 2: Persistent Doesn’t Mean Every Day
Sending a follow-up email every day doesn’t show you have gumption or passion, it shows you don’t respect a person’s time. The general rule of thumb is to give at least a week before following up. Any sooner, and it might come off as pushy; let too much time pass, and you risk the other person not having any clue who you are. I typically start off with an email every week, and then switch to every couple of weeks.
Rule 3: Directly Ask if You Should Stop Reaching Out
If you’ve followed up a few times and still haven’t heard back, it’s worth directly asking if you should stop following up. After all, you don’t want to waste your time, either. I’ll sometimes say, “I know how busy you are and completely understand if you just haven’t had the time to reach back out. But I don’t want to bombard you with emails if you’re not interested. Just let me know if you’d prefer I stop following up.” Most people respect honesty and don’t want to waste someone’s time, and they’ll at least let you know one way or another.
Rule 4: Stand Out in a Good Way
I once had someone trying to sell me something that I was remotely interested in but that was nowhere near the top of my priority list. Every week, he’d send me a new email quickly re-explaining what he sold—as well as a suggestion for good pizza to try around the city. Why? He had seen a blog post where I mentioned I’d eat pizza 24/7 if I could, and cleverly worked that into his follow-up. It made him stand out in a good way, and as a result, we eventually had a call .
The lesson: If done well, a little creativity in your follow up can go a long way. If you’re following up about a job, try Alexandra Franzen’s tips for giving the hiring manager something he or she can’t resist.
Rule 5: Change it Up
If you’re not connecting with someone, try changing it up. In other words, don’t send the exact same email at the same time of day on the same day of week. Getting people to respond can sometimes just come down to catching them at the right time. If you always follow up in the morning, maybe try later in the day a few times.
Remember: If someone does ask you to stop following up, stop following up. But until you hear that, it’s your responsibility to keep trying.
Photo of woman emailing courtesy of Shutterstock.
To read the original article, click here.
Engaging Global Talent Locally
With support from local Displaced Persons resettlement agencies and experts with the Displaced Persons Services Collaborative of Cleveland (RSC), local employers are discovering a new talent pool, finding the skilled employees they need, and experiencing increased productivity. The local economy is benefiting too, with about $50 million generated by Displaced Persons settlement and employment.
Join us on May 31st to hear what employers have seen and how you can tap into innovative strategies to create a welcoming and thriving workplace.
Janus Small, president of Janus Small Associates, lends her extensive non-profit leadership experience to the Displaced Persons Services Collaborative as a leader and convener, and will moderate the discussion with:
Hilary Lucas, a job developer with Catholic Charities Displaced Persons and Migration Services (MRS), who will share insights into how she works with employers to fill their talent needs and make connections to newcomers settling into the local community. Did you know? Displaced Persons resettlement agencies can help your team with:
- Displaced Persons 101 education sessions
- Filling open jobs
- Handling government documentation
- Language interpretation and cultural services
- Vocational skills assessments and/or training
- Transportation assistance
The session will also feature team members of Oatey Co., a case study in creating a welcoming and inclusive workplace. In addition to getting media attention for their sustained business growth, expanding offices and a growing team, Oatey is starting to attract notice for something they see as part of their corporate DNA: hiring a diverse workforce, including Displaced Persons employees.
Says Maureen Pansky, “By hiring Displaced Personss, we are increasing the odds of a successful job placement. We are all uplifted by the determination and perseverance that our new arrivals bring with them. Somewhere in our respective ancestral trees, we were all once newcomers too”
Hear from Oatey’s inspiring team including Human Resources Director Mary Antal and human resources team members Maureen Pansky and Miranda Hixon about the business success they have seen under a respectful and multi-cultural team.
Click Here to purchase your tickets to the Global Employer Summit
Global Employer Summit Breakout: Engaging Global Talent Locally
1:30 – 2:30 PM InterContinental Hotel & Conference Center
Managing and Developing Global Teams
Finding the right talent with the needed skills and competencies is every employer’s challenge, as is the need to find new markets for business growth. This typically means finding and/or moving global talent from one place to another—a feat many employers find daunting. But resources are available to help you not only develop a global team but manage offices and people across borders and cultures. This interactive panel discussion with local and international experts will address the current state of global workforce mobility and provide details on the types of resources available to support this critical component of workforce development.
Bob Rosing, President and CEO of Cleveland-based Dwellworks, will moderate the panel. Dwellworks supports the mobility of other companies’ talent while managing offices and people across borders and cultures itself. In doing so, Dwellworks not only walks the walk, they must talk the talk. Their secret sauce? A unified global culture that allows offices in the US, Canada, Mexico, Costa Rica, and now Hong Kong to all be on the same page.
Joining Bob on this panel are experts within the global mobility industry who will speak to a range of topics and perspectives on sourcing, managing, and moving talent on a global scale.
Robert Horsley, Executive Director of Fragomen and current Chairman of the Worldwide Employee Relocation Council (Worldwide ERC®), is well known for his openness to change and his innovative initiatives in mobile workforce programs. At Fragomen, he helps clients adapt and integrate their different cultures and work models that allow companies to thrive in today’s ever-evolving markets. Through his work with Worldwide ERC, he helps the global not-for-profit find new and innovative ways to connect mobility professionals across the globe and to serve as the voice, the marketplace, and the source for talent management and global mobility knowledge, worldwide. Robert will offer insights into current trends on today’s global mobility and where to expect the next wave of activity.
Dean Foster, Founder and Principal at Dean Foster Global and Strategic Advisor at Dwellworks Intercultural Solutions, has been providing intercultural training and consulting to the international mobility and training and development industry for more than 20 years. The author of several books, Dean writes the monthly “CultureWise” column for National Geographic Traveler Magazine. He is on the faculty of American University, Intercultural Management Institute, and also serves as guest lecturer and faculty for Harvard Business School, Columbia University School of Business, and Darden Business School. His work has taken him to nearly 100 countries. Dean will focus on the skills professionals need to be successful in the global marketplace and how companies can use cultural competency as a hedge against business risk.
As Senior Director of Global Mobility and Global Human Resources at the Cleveland Clinic, Scott Chmielowicz collaborates with key internal and external stakeholders to develop and maintain the Clinic’s expanding global mobility strategy, policies, and processes to maximize program effectiveness and minimize cost. He provides end-to-end support for the international assignee population including business travelers, long- and short-term assignees, local hires, and transfers. Scott will address how the Clinic manages its core culture to attract and retain high value talent—both in Cleveland and its growing number of global facilities. He will also address the objections he has to rebut or overcome in order to attract global talent to Cleveland…or Florida…or Dubai.
Shana Zollar, Vice President of Human Resources at Dwellworks, has overseen the company’s steady growth for nearly 10 years. Her specialty, according to Crain’s Cleveland Business, is the handling of the HR maze during international acquisitions. Indeed, she was recognized for acclimating three companies from outside the US into the Dwellworks family within a 5-month time period. Shana will address what’s involved in nurturing a global culture, as well as transition points for moving from a US-focused organization to a global business. She will also address best practices for blending lessons from acquisitions in new markets into the overall corporate culture to keep the whole enterprise in tune with latest trends.
The session will conclude with an audience Q&A.
Click Here to purchase your tickets to the Global Employer Summit
Global Employer Summit Breakout: Managing and Developing Global Teams
2:30 – 3:30 PM InterContinental Hotel & Conference Center
Thomas Jefferson International Newcomers Academy
From the sidewalk of West 46th street, Thomas Jefferson International Newcomers Academy may fit the image of a typical school for young children. But take one step into the building and any visitor will be instantly immersed in a unique, welcoming environment bursting with various cultures, languages, and customs from all across the world.
The school, which has grown from 605 students since the first day of classes in August 2016 to 980 students in May 2017, boasts a diverse population of students coming from 47 different countries and speaking 28 different languages. With such a unique student community, the International Newcomers Academy’s primary objective is to develop language skills and academic content with a diverse multilingual population. The students, who are International Newcomers or Displaced Personss, may stay enrolled at Thomas Jefferson for a maximum of two years unless they have already reached high school grades. According to Marisol Burgos, principal of the International Newcomers Academy, over 85% of the high school students decide to stay at the school. At the conclusion of the 2016-2017 school year, 42 students will be graduating from the 12th grade.
At Thomas Jefferson International Newcomers Academy, there are a multitude of programs and services offered to assist in acclimating the students to the different languages and customs of their new country. Free tutoring is offered after school K-12, and guest speakers, including judges and lawyers among other professionals, frequently visit the school to educate students as well. Additionally, there is no age cap for students seeking admittance to the school, and no prospective student is ever turned away.
Furthermore, with nearly all of the students having no access to computers at their homes, the International Newcomers Academy offers students the opportunity to utilize computer-based programs, such as Imagine Learning, which is an interactive language and literacy software program, to enhance their learning experience. Courses covering constitutional law and financial literacy are also offered to the upper level students as well.
Coming off a year of significant growth, the Thomas Jefferson International Newcomers Academy hopes to expand its impact farther into the school’s surrounding community, and moreover aspires to continue expanding the opportunities offered to students for years to come. To learn more about the Thomas Jefferson International Newcomers Academy visit http://www.clevelandmetroschools.org/Page/1043.
Written By: Michael Ittu
Creating a Globally Competitive [Tech] Team
Innovative startups, tech companies, and corporations are taking steps to mirror their global business strategy with a globally competitive workforce.
In the session with Fwd.us and JumpStart at this year’s Global Employer Summit, panelists will share innovative ways Northeast Ohio is competing and how employers can lead the charge in global talent inclusion.
FWD.us, a national leader in advocating for business-driven Migration policy, is hosting this session. Speakers will share practical ways your organization can become a more globally competitive workplace right here in Northeast Ohio.
Angie Kilgore, JumpStart’s manager of recruiting and community engagement for entrepreneurial talent, will moderate a frank discussion with the following experts:
Xu Lang, Director of Global Investor Relations with FlashStarts, will discuss why and how global entrepreneurs are coming to Cleveland; she’ll also share ways employers can tap into international, entrepreneurial talents – and who might qualify for alternative Migration pathways from the traditional H1B visa.
David Wintrich, Co-founder and Chief Academic Officer of Tech Elevator knows what it takes to find the best tech talent; his experience with Fortune 500 companies and at Tech Elevator has given David the opportunity to interview, hire and mentor dozens of programmers. He’ll share how he recruits top talent around the world to drive our regional tech workforce forward – and how your organization can also find qualified talent.
Cortney McDevitt will share her insights from working in People Operations and Engagement with top companies including Lyft and Shutterfly. She’ll share what Northeast Ohio employers can learn from West Coast tech.
Finally, Daniel Dudley, Cofounder and Chief Operating Officer at Infinite Arthroscopy Inc. (IAI) will share thoughts on the criticality of global perspectives for a successful venture, especially at the pre-revenue “start-up” phase – Daniel will share some of best practices and starting points to fostering a culture and establishing a team that incorporates global talent and expertise.
Click Here to purchase your tickets to the Global Employer Summit
Does our organization have a plan for global talent inclusion? Interested in knowing the best practices to build an innovative tech team? Let us know here!
The Business Case for International Hires
When does an international hire make the most sense for your bottom line?
In the session with Thompson Hine at this year’s Global Employer Summit, Partner Sarah Flannery will break down scenarios she has seen with client companies to increase their business success and save money, by strategically bringing on the global talent they need.
Flannery shares, “We’ve seen several instances where bringing someone on directly made more financial sense. Organizations that overlook this possibility might be missing out on substantial savings and growth opportunities.”
Get ready to challenge common ideas about contracting services or directly bringing on new hires, recruitment strategies, or investing in employment-based sponsorship.
Sarah will be joined by Team NEO’s regional talent manager, Mike Stanton, who will also share his past experience as an HR leader making hiring decisions. As someone who has faced these challenges first-hand, he will offer candid insights into when it makes sense to invest in new hires.
International hires are not be the only source of talent for your organization; but if you are overlooking international hires because of fears about sponsorship costs, you might actually be wasting money in the long run and passing on the talent your company needs.
Click Here to purchase your tickets to the Global Employer Summit
Global Employer Summit Breakout: The Business Case for International Hires
2:30 – 3:30 PM InterContinental Hotel & Conference Center
Questions about ways that employers are finding a competitive edge through engaging with global talent? Let us know in the comment section below!
