Are you a good conversationalist? It’s a critically important skill to succeed: For job seekers looking to land a new position and for companies, large and small, marketing their products and services. Today’s high impact conversations are online.

Being able to strike up a good conversation is key to achieving your goals,
whether you are interviewing for a job, commenting on a blog, or deal-making on the golf course.

When I prepare candidates for interviews, I focus on techniques to engage in conversation. As I like to say, “The best interviews are dialogues – questions and answers. They are conversations. People who engage their interviewers and ask the best questions are usually the ones who win the job.”

When you talk with people, personally and professionally, it’s important to know where they are coming from. In business, do a little research beforehand by googling their name. This will give you a window into what they are interested in. Learning about people and preparing – before your conversations – will take you a long way and help to distinguish you.

Mastering the conversation is key in the online world and social media. In all businesses, marketing and media are taking a greater role relative to sales. Carrying effective online conversations can be the difference in making or breaking an opportunity.

There’s an art to having a great conversation.
It’s about connecting with people in memorable ways – on an emotional level.

Good conversationalists know how to start conversations, ask engaging questions and respond thoughtfully. Great conversationalists are excellent listeners, ask questions about others’ interests, and make people feel good about the experience. (Yes, conversations should be an “experience”.)

The greatest conversationalists are memorable: They influence a person’s thinking in positive ways for the better. A proactive, upbeat communication style – when talking and writing – sprinkled with a little wit and humor goes a long way.

Three steps to having a great conversation:
1. Find out a little about people before you talk with them.
2. Take the initiative and connect with people you are interested in.
3. Be curious. Ask questions. Listen. Be open and natural. Use voice inflection.

Conversation platforms are: online (writing), phone (talking) and in-person meeting (seeing). Skype is interesting because it combines elements of all three. Whether you are writing or talking, smile and good thoughts will flow.

Keep in mind the engagement points.

If you look at my Twitter profile, you’ll see my interests: “travel, cars, wine, skiing” and “very fun dad!” These are my engagement points. Each person has them. With other social media like LinkedIn and Facebook, you can find out where people live, where they work, where they went to school. Anyone who strikes up a conversation with me on these, online or off, I’ll naturally engage.

Hung by my PC in my office are visual reminders of what I keep in mind throughout the day. One is from Mike Lipkin, a motivational speaker, who shares how to maximize conversations:

How To Make Every Conversation Count
1. Be excited by the prize.
2. Be inspired by your purpose.
3. Be masterful through your preparation.
4. Be connected through your caring.
5. Be focused by your listening.
6. Be magnetic in your language.
7. Be inviting through your openness.
8. Be responsive through your improvisation.
9. Be deliberate in your practice.
10. Be consistent through your conditioning.

Whether you are in sales or marketing, at a networking event or at a social party, striking up and holding great conversations is at the core of everything we do – and of achieving success. It starts with a positive frame of mind and a smile.

I had a phone call yesterday with a prospective client who starting our conversation with: “I think recruiters are a dying breed.” He thought the Internet and technology were going to do away with search consultants and third-party recruiters.

I explained to him why this won’t happen. In fact, I believe technology is shining the light brighter for why recruiters are needed now more than ever. Before we finished our phone conversation, he wanted to meet one of my candidates.

The Internet has changed recruiting forever. It is a virtual, global, 24-hour job fair. It gives recruiters – and employers – the unprecedented ability to research and reach candidates anywhere. And now with social media, recruiters can find and engage prospective companies and candidates online fast.

The key to this treasure trove is knowing what online tools to use and how to use them. LinkedIn, Twitter, Facebook and other social media each have their unique purpose. Today, recruiters can create their own media network to market, brand and broadcast their messages. The real value begins when recruiters connect their online networks and leverage across platforms.

Like all advertising, a message is only as powerful as its reach to its target audience.

Many think the Internet will eventually doom recruiters by cutting them out. I don’t think so. The Internet has its limits. Yes, it is valuable for research and message speed. But, at the same time, it is creating inefficiencies in the recruiting and hiring process that cost companies dearly. Firms may not see the full impact in today’s candidate rich market. But this is changing.

Recruiters must find their unique selling proposition by answering this:
What can recruiters do that technology and the Internet can’t?

Here are seven myths and realities of the limits of technology in recruiting:

Myth #1: Technology can be used to identify talent.
Reality #1: Yes, the Internet can help find candidates. But it cannot identify and evaluate talent. Search engines find key words in resumes. What if those key words are written inaccurately by unqualified candidates? Recruiters qualify talent by talking with and vetting candidates. Technology cannot do this.

Myth #2: Companies use the Internet to find the best candidates.
Reality #2: Companies post jobs and jobseekers apply to many positions online. This “candidate capture” approach of spreading a wide net tends to attract less satisfied, lower performers. These “Internet candidates” apply for every job they’re interested in, even if they are not qualified. Since they are looking for any job, they may be interviewing at competing companies. Recruiters find out where candidates are applying and help to minimize hiring risks. Technology cannot do this.

Myth #3: Technology can qualify a candidate.
Reality #3: Candidates can be asked questions online: For example, “how many years’ experience do you have?” And, “what compensation are you seeking?” Or, “what interests you about this position and our company?” But technology can’t uncover the drivers and reasons for a career move. Or, what is important to a candidate. Or, a candidate’s career interests and aspirations. Recruiters help create fit. Technology cannot do this.

Myth #4: The Internet is the most efficient way to apply for and find a job.
Reality #4: This is what happens when a job is posted online: Hundreds of people apply. Everyone is put into a database. Resumes go into a black hole. Most never hear back that a resume was received. If they do hear back, it will most likely be an automated message: “Thank you for applying. We will get back to you if your background meets the position requirements.” Most never hear from the company again. Recruiters give direct feedback to a candidate whether he or she is qualified or not and the reasons why. Good recruiters can identify top candidates who may not appear qualified on paper. Recruiters communicate, think and respond. Technology cannot do this.

Myth #5: Technology can help recruit a candidate.
Reality #5: In limited ways. An e-mail or text can be sent to a candidate, “We are interested in interviewing you” and can help arrange the meeting. Recruiters give feedback after an interview and help manage candidates’ expectations and guide them through the interview process. They advise the best candidates on the advantages of a job opportunity over their current employment and other positions they may be looking at. Technology cannot do this.

Myth #6: Technology can help manage the interview and recruiting process.
Reality #6: After an interview, recruiters will debrief and gather feedback from both the company and candidates. They gauge candidates’ interest levels in the company and the job. If a hiring manager or candidate is unsure or needs additional information, recruiters will respond and get the information to help with the decision process. Technology cannot do this.

Myth #7: The Internet and technology can bring aboard the selected candidate.
Reality #7: What if the top candidate is interested in the position, but the parameters aren’t in line with his or her interests? What if he or she receives an offer at another company at the same time? Through discussions, a recruiter helps negotiate the desired outcome and bring aboard the best person to the company. Technology cannot do this.

The main reason technology will not replace recruiters is that it cannot have conversations, listen and respond. Even digital conversations, through email, text or social media, do not have the essential emotional elements (voice, eye contact, chemistry) to guide people through the hiring process.

For a leading company to convey it is truly employee-centric – that it cares about its employees – it must have talented recruiters who care for people from the start of the application and throughout the hiring process.

Companies – which lead now and will in the future – work with top recruiters who have established networks and the skills to identify, evaluate and recruit talent. Technology helps, but it cannot take the place of critical human-to-human interaction. (Until, perhaps artificial intelligence comes into being. But, then, will candidates want to tell their career desires to machines?)

There are many more limits of technology and the Internet in recruiting. Do you agree or disagree? What are your experiences? Please share your ideas in the comments section.

I recently reconnected with an old friend on Facebook. Her page is simple, clean, to the point. She has just one quote at the top, which inspired me to write this.

“In evaluating people, you look for three qualities: Integrity, Intelligence and Energy. The most important is Integrity. If they don’t have that, the other two qualities, intelligence and energy, are going to kill you.” - Warren Buffett

Being in search and recruiting for nearly 20 years, I evaluate people for my life’s work. We all “read” people in our own way, every day. I think I’ve developed a keen sense of reading between the lines, sniffing out what’s real, and finding the diamonds. Buffet’s quote speaks the simple truth.

The definition of integrity is “adherence to ethical principles; soundness of moral character; honesty.”

Integrity to me means you do what you say you’re going to do. It also means being authentic and consistent. People who have integrity earn respect of both peers and management. They move faster in their careers. It’s the stuff leaders are made of.

What to Look For in a Resume or Online Profile

How to identify integrity? When I read a resume or online profile, I look for two primary factors: 1) Track Record and 2) Performance.

For track record, I’m looking for job stability, promotions, career progression. If a person works one year here, two years there, I want to know the story. Why did you make moves at points in time?

For performance, I look for achievements and accomplishments. I want to see the numbers and how they were achieved. For example, “increased revenues by….” or “streamlined expenses through…” or “drove profitability in…” Education, advanced training and/or certifications tells about a person’s brainpower and drive. As Buffet says, their intelligence and energy.

Together, track record and performance offer insight into a person’s inventiveness, resourcefulness, and ability to overcome obstacles to achieve results. These are the people great companies are made of.

What to Look For in a Phone Conversation

Talking on the phone for 20 years has finely tuned my ears. I find it fascinating to discuss careers – people’s hopes, fears and aspirations.

People who communicate effectively on the phone and can carry a good conversation tells about a person’s confidence and ability to think under pressure. Quickly you can get a sense of someone’s energy, enthusiasm and personality style. I much prefer talking with people who look at the glass half-full with a “can-do” attitude.

In my experience, a person who speaks well on the phone usually presents well in person. If a person has successfully interviewed at prior employers and can articulate what they’ve accomplished and what they want to do now, they are ahead of 90% of the pack.

I’ll ask both HR-oriented and technical questions. Some of the “softer” questions:
- Why are you looking to make a career move? Why now?
- Why did you decide to make moves at points in time?
- Are there any changes in your job or life that you anticipate over the next 90 days?
- And, behavior-based questions. For example, “Tell me about a time when you…” and “If X were to happen, how would you…”

There’s so much material on this subject. Volumes have been written on resume writing, interviewing, evaluation/testing and “How to Win the Job You Want”. I hope I’ve shed some light on what people evaluating others for a job look for.

The two take-aways here:

1) Your resume and online profile together with phone skills usually reflect how you will perform on an interview. If you’re looking for a new job, I’d suggest to sharpen up both.

2) Be a person of integrity. Online and in-person, be consistent and authentic. Do what you say you will do. Because without integrity, intelligence and energy won’t matter.

In future posts, I’ll continue to write about:
- What to Look for After the Phone Conversation
- What to Look for in a Meeting
- Other topics you’d like to know about this?