Effective Communication, Research and Networking: a Southern Methodist University Interview
By Jill Randolph
November 18, 2010
The following is an interview transcript with Darin Ford, Director of the Hegi Family Career Development Center of Southern Methodist University. Darin Ford joined the career center staff in 2008. He holds a Master of Arts degree in Professional Counseling and is a Licensed Professional Counselor Supervisor in the state of Texas. Darin manages the day-to-day operations of the center, serves as a career liaison for Dedman College, counsels the 3rd & 4th year students by providing individual career counseling services, and offers workshops on a variety of career-related topics.
Southern Methodist University was established on April 17, 1911. The South Central Jurisdiction of the United Methodist Church presently owns the university. The main campus of SMU encompasses more than 200 acres in Dallas, Texas. In addition, the university has campuses in Plano, TX and Taos, NM. SMU has several degree and certificate programs and attracts students from around 100 different countries. Most undergraduate students concentrate their studies in the social sciences, business, engineering, and the communication arts.
Jill Randolph: How has the job market has changed over the past year? Have you seen any signs of improvement?
Darin Ford: The job market has become more competitive due to the economic downturn. There are full-time opportunities in the entry-level market for graduating students but they are fewer in number. In addition, many people with more experience have been released from positions and are looking for jobs.
More internships are being offered as well. Students are even accepting them as their first work experience after college. Internships can be helpful if they are relevant and beneficial to both parties, but not all are created equal, and students have to be selective when they are offered an opportunity.
Companies use these internships to ensure they make the right hire without committing to full-time positions. This is smart because they are acquiring talent despite tighter budgets.
Jill Randolph: How do you feel Texas has fared compared to other markets?
Darin Ford: The economy in the Dallas / Fort Worth area and Texas as a whole has been largely shaped by two factors: energy and housing. The strong energy industry mitigated the downturn especially on the west coast. In terms of the housing market, even though there was price inflation in Texas, the severity didn't force people out of their homes. In my opinion, both of those factors softened the financial repercussions here.
Jill Randolph: How has searching for a job changed from the past and how has it stayed the same?
Darin Ford: Certain elements of the job search have stayed the same. Applicants must prepare, research, and communicate well. Those aspects have not changed and they won't.
What has changed for students and alumni is they have to further refine those skills and start sooner. They also need to communicate more effectively on their resume and cover letters. In addition, making the most of their networking connections is critical when there are fewer employment opportunities available.
Jill Randolph: How do you recommend students search for a job?
Darin Ford: During the job search, we teach our students to spend two-thirds of their time networking and researching, and one-third using on-line job database websites. Job seekers will gain more from effectively researching and networking with professionals especially when applying to highly sought after positions, than they will from spraying job boards with their resume.
Jill Randolph: What advice do you give to students regarding traditional networking and social networking?
Darin Ford: Traditional networking is the way to go. Social networking is useful to determine who is in students' realm of possibility, and traditional networking allows them to utilize those connections via informational interviewing and other introductions.
Social networking enables students to build a group of people whom they can approach in a more professional manner and further develop their network. However, social networking can cause trouble. It is a wonderful tool to begin branding themselves online, but it is to be used with discernment.
Jill Randolph: I have heard a number of recruiters stress the importance of keeping a "squeaky-clean" online image. What is your opinion on the importance of this?
Darin Ford: In my opinion, squeaky clean is something to shoot for, and we recommend that students block and privatize all social networking activities especially on sites such as Facebook at minimum. We see issues online where students think their private life is private but the information becomes public. Some of the students don't grasp the idea that it is not in their best interest to put a "party picture" up even though they had fun at that event.
Jill Randolph: Are employers using Facebook and LinkedIn to research students, or are they conducting more comprehensive searches of the Internet?
Darin Ford: My understanding is they use Facebook and LinkedIn for professional references and a more condensed or focused "Google search" to find more information on the candidate that could be used to enhance their knowledge.
Employers also rely on their network because that is what works best. If they have a solid relationship with a colleague who recommends a candidate, they are going to rely on that relationship more than any Google search. That will never change. No matter what happens electronically, it will always be necessary to get in front of people and talk to make sure it is the best fit for both parties.
Jill Randolph: What are the most common mistakes students make in their job search?
Darin Ford: When our graduating students make mistakes during the interview process, they typically do not research or network enough prior to the interview. This group of job seekers hear the concepts we teach, but they fail to turn the information into action.
Jill Randolph: Do you have any tools in place to help students understand themselves better or determine what would be a good fit career-wise?
Darin Ford: There are numerous self-assessment activities and career exploration assessments. These help students develop a refined picture of their personal strengths, values, and interests. If they do this early on, it gives them a strong start.
Experiential activities such as internships, leadership roles, and volunteer activities are also beneficial. Once they figure out who they are and can communicate it well, they need to develop relationships with relevant people.
Something else I like to talk about is what happens when people truly enjoy their work. I read a statistic that roughly half of adults would change their job if they could. That is sad, but it reinforces why people need to figure out their skills and strengths because it translates into a more meaningful career and life.
Jill Randolph: What advice would you give students to help them outshine the competition when they are competing with candidates who may be overqualified?
Darin Ford: Students need to have a strong sense of how they are going to benefit the company, understand the skills and talents they offer, and effectively communicate these points. Communication skills are critical. Students will accomplish more if they can clearly convey their strengths in an interview, networking opportunity, or introduction at a career fair table. Gaining access to an employer before a job is being offered publicly is also beneficial. This can be done through networking.
Jill Randolph: To stand out at a career fair, should students give an impactful elevator speech or request an informational interview to give them more time?
Darin Ford: In networking conversations and opportunities, successful communication is more important than the amount of time spent. Some people understand their core strengths and values but don't express them well when they get in front of a stranger because their anxiety level rises. Communicating effectively in today's world is important and must be practiced.
An engaged ten-minute conversation over coffee or an in-depth email exchange often provides more information to both parties than a self promoting speech or an hour long interview that does not fully communicate their take away points.
Jill Randolph: If a student sees a position posted online and he or she has a contact within the organization, do you recommend that he or she apply for the position and then contact the person in his or her network, or should he or she contact that person first?
Darin Ford: Ideally, students should contact the person they know first and then follow-up to let them know they applied and / or received an interview. I recommend they do anything that is professional, legitimate, and acceptable to get their name to the hiring manager.
For example, the first time I successfully utilized my network was with a mentor I had in my graduate program. I asked him if he would be willing to send a reference letter for a specific job opening. It turned out he had lunch with the person several days prior, and this afforded me the opportunity to meet the hiring manager. It required hard work. I interviewed more than anyone else, but because I had that networking connection, I was able to get my foot in the door. I had to prove to the hiring company that I possessed the skill sets they needed, and I sought every opportunity to explain that I was a legitimate candidate. Eventually, after I was hired, the hiring manager told me I did not look like I would have been a good fit on paper, and she only gave me an interview because of the reference.
That is what gets the job and it is not unprofessional to use one's network. Networking gets students in the door. These connections will not get them the job, but may get them the interview, and then it is up to them to close the deal.
Jill Randolph: What is an appropriate amount of time to follow-up after an interview?
Darin Ford: Donald Asher addresses this in one of his books, and he suggests that candidates reiterate their interest weekly and biweekly. It is a balance of being positive but not aggressive. Ideally the employer will give the applicant a general idea of the hiring timeline, so that the interviewee doesn't become bothersome simply because they are unaware of the process. Students need to be wise and try to figure out from each response what the next appropriate step should be.
Jill Randolph: Do you have any career-related books or websites you recommend to your students?
Darin Ford: "The Adventures of Johnny Bunko" is a great book focused on how to be successful in the workplace, using a Japanese Manga comic book style. The author, Daniel Pink, discusses the steps to be successful. It is not a textbook; there are no parachutes or balloons flying around. It has a different way of approaching information that appeals to an audience of those who would not likely read a traditional career search book.
Lesson one from the book is that there is no plan. Lesson two states that job seekers should think about strengths, not weaknesses. Lesson three is it's not about you; serving others serves the job seeker best. Lesson four is that persistence trumps talent. Lesson five is to make excellent mistakes. Lesson six is to leave an imprint, so do something that matters.
People can look at these lessons as guides on how to be successful in their new job or their current position. Everyone can benefit from the idea of being flexible, focusing on their strengths, and realizing they need to please others and their supervisors. The lessons about persistence and making wonderful errors are also hugely significant. Focusing on leaving an imprint that has a lasting effect contributes to all of these ideas, which together make anyone more hirable and valuable as an employee.
Jill Randolph: You have mentioned the importance of research as well as networking. In summary, what are the most important aspects you would have students remember?
Darin Ford: There are three key points to the research. The first is developing a sense of self. If students know themselves, they can research what they want to do more effectively, which is the second component. Third, when these two variables are covered, communication comes into play. Knowing themselves, knowing the employer, and communicating effectively are the elements of the formula that will never change. The other variable that exponentially increases their opportunity is networking effectively.
