The dos and don'ts of networking
In the age of AI-generated applications and a tough market for many desk workers, making connections can be key to landing a job. Career coaches and etiquette experts told Business Insider about some of their dos and don'ts of networking.
Be specific
Too often, people blast out generic LinkedIn messages that will never stand out.
"You can't go into it cold," Jasmine Escalera, a career expert with MyPerfectResume, told BI, referring to networking. "That doesn't mean that you can't go into it making a cold connection, but you can't go into it just without a connection."
That connection doesn't always have to be strictly professional, Escalara said. You could, for example, find a common hobby. When it comes to online outreach, send a tailored message instead of a boilerplate one.
Madeline Mann, a career coach and CEO of Self Made Millennial, offered similar advice.
"If you're going to ask for 15 minutes of their time, be sure to show that you spent 15 minutes of yours," she said.
Generally, though, social media alone isn't enough. Brandon Dock, managing director of the recruitment firm TGC Search, said that talking to people in person is always best.
"I have always been a fan of using social media and other online tools as part of your arsenal, but it is a grave mistake to think of it as the entirety of your networking strategy," Dorie Clark, a communication coach who teaches at Columbia Business School and wrote the book "The Long Game," told BI.
Keep it professional — even online
While it's great to bond over hobbies, it's crucial to maintain professionalism. At in-person events, that often means limiting alcohol to one glass, Escalera said.
On social media platforms you're using for outreach, she said to maintain a "professional tone" and "tight brand."
Gen Zers can sometimes struggle to balance between professionalism and friendliness, Escalera and Lisa Richey, the founder of the American Academy of Etiquette, said.
"The formality of a handshake — you can never go wrong," Richey said. "It shows leadership. It shows confidence."
Dress for the industry
Now that in-person schmoozing is back, dressing the part is crucial, but each industry requires a slightly different look.
"Dress the way someone would in that office or in the industry, with a step up," Mann said. She said that no matter your gender, a button-down top is a safe bet. Escalera advised sticking to one statement piece.
It's important to tailor your clothing to the industry. Mann said, for example, that a suit might look odd at a tech event, but it's perfectly normal among lawyers.
The same rules apply online, Richey said.
"You have to be aware of what's going on behind you, your hair," she told BI. "You have to be groomed. You have to dress the part, even if it's an online meeting."
Don't wait until you need a job
People often only start networking when they need a job, but experts told BI that can be a mistake.
"Whenever there's an economic down cycle and people start to get worried about their jobs, that is inevitably when networking accelerates," Clark said.
To avoid becoming just one among many asking for a favor, you should maintain relationships even when you're secure in a job. Texting with closer connections is an underrated tool, according to Clark, who advised reaching out when you're not looking for anything in return.
Keeping up relationships doesn't follow a cookie-cutter template. Mann said that connections can come from the unlikeliest of places, so it's important to chat about your interests frequently.
"Never underestimate who knows the person you want to know," she said — maybe your barber's cousin works at your dream company.
Don't make it all about you
Experts said that too many people only highlight their experiences.
"Don't focus on knowing people. Focus on noticing people," Mann said. Both she and Escalera suggest coming up with specific questions for people you find exciting.
"Having a good elevator pitch is really awesome, but what we don't want to do is make it all about you," Escalera said, which can make the process feel "robotic."
Don't ask for too much
Networking is necessarily transactional, but that transaction can be a delicate dance, the experts said.
"You have to be cognizant of power relations and power differentials in networking," Clark said, noting you can ask a friend for more favors than a distant connection.
"You need to be very targeted and strategic about your ask, and you can probably only get away with asking them one thing," she added.
Mann thinks about it as flipping the switch from asking to giving — instead of just trying to extract information, consider what you can offer the other person, even if it's something as simple as tips for a coming vacation.
No matter the conversation, gratitude is key.
"Do not forget to follow up with them the next day or within a few hours, thanking them," Mann said. "And do not forget within the coming weeks to say how you utilize their insights."

Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
an hour ago
- Yahoo
Officials say the US military command that okays hopefuls for service is creeping toward a crisis
MEPCOM is facing staffing shortages, risking its ability to process military recruits. The federal hiring freeze is exacerbating challenges. One source expects MEPCOM's work volume to keep expanding as the command contends with fewer resources. Senior members of the military command that approves hopeful recruits as fit for service say they cannot hire enough civilian workers to operate its medical exam facilities at full capacity. Military Entrance Processing Command, known as MEPCOM, is the medical and testing screening authority for the tens of thousands of people who enter the military each year. Four MEPCOM officials with direct knowledge of staffing levels told Business Insider that unless it can ramp up civilian hiring soon, some locations could fail to meet goals for processing new military recruits over the next year. This could trigger a breakdown in a crucial part of military recruiting, they said. One senior MEPCOM official compared the command's hiring predicament to a hurricane warning. The command can get by with current staffing levels, they said, but the "lethargically slow" pace of hiring risks a critical shortfall of recruit processing staff within five or six months. A looming worry At MEPCOM's outposts across the US, young people who want to become military recruits, known as "applicants," undergo an academic test and a battery of physical exams to determine whether they are fit for service. The command processed over 300,000 medical exams alone last year. Twenty of the military command's 65 stations have been forced to "reduce capacity," the number of total applicants they can process weekly, due to staff shortages, said one of the officials with direct knowledge. Those reductions don't signal immediate emergencies since not all locations reach maximum capacity every week. But, "there's certain locations that are at very high risk right now" of reaching emergency status within the next year, he said. Two sources with direct knowledge of recruiting efforts in one major US city told Business Insider that staffing levels have forced them to decrease the number of prospective recruits that they process daily by 20%. Each said their location is experiencing normal turnover but not receiving new hires to replace those who leave. President Donald Trump's federal hiring freeze is partly to blame. MEPCOM has an exemption to hire essential workers, but the additional approvals needed for those hires have created a bureaucratic quagmire. In some cases, the approval process has delayed hires by as much as six months, sources said. "The Department of Defense is reorganizing and optimizing its workforce to best support its top priorities and meet its mission, now and in the future as part of its workforce optimization initiatives," a command spokesperson said in an emailed statement to Business Insider that also referenced MEPCOM's exemption from the hiring freeze for essential workers. The number of applicants a facility can process fluctuates periodically, the statement said, which was supported by sources who spoke to Business Insider. If the current staffing attrition rate continues, more locations will be forced to lower the number of applicants they can screen daily, a senior official said. Over the longer term, this could impact the rate of military recruitment. The services have recently started to turn the corner on a yearslong recruiting crisis. Until this year, the Army and Navy, and to a lesser extent, the Air Force, have fallen thousands of recruits short for the past few years. The Pentagon has touted the recent higher recruiting numbers as evidence of a patriotic "Trump Bump," though evidence suggests it's a mix of factors. 'Do it with less resources' Sources told Business Insider that major metropolitan MEPCOM locations have a notoriously hard time retaining staff, including administrators who oversee applicant histories and processing, IT workers, and medical technicians. High costs of living and low government salaries lead to high turnover, forcing MEPCOM to rely on a steady stream of new hires, they said. These issues have been exacerbated, in part, by the Trump administration's deferred resignation program — essentially a buyout that has also been offered to civilian workers. To date, 15,000 civilian workers within the Army have taken the buyout, an Army spokesperson told BI. Though MEPCOM supports all services, it is managed by the Army. The wobbly staffing comes at a time when MEPCOM's work volume has ballooned, rising annually by tens of thousands. In 2022, they processed 215,000 medical exams alone, another senior official said. Two years later, it was 312,000. The command has already exceeded that number in the first half of 2025. Of the 65 MEPCOM locations, fewer than 20 process over half of all the nation's applicants, a senior official said. Some of those are locations hardest hit by hiring challenges, he added, speaking from direct knowledge. "There's a pressure on one side to increase efficiency processing applicants at the MEPS, which requires resources to do that," the official said, referring to local MEPCOM facilities known as Military Entrance Processing Stations, or MEPS. "Keep the numbers flowing, keep things efficient in terms of when the applicants are being processed," he added. "But at the same time, do it with less resources." Read the original article on Business Insider Solve the daily Crossword

Business Insider
2 hours ago
- Business Insider
I used ChatGPT as my career coach for the week. It gave me some good advice, but couldn't handle my meltdown.
Three weeks into my new job, I needed advice. Could ChatGPT help? After all, workers aren't just using AI to draft emails or schedule meetings. They're looking for advice, guidance, and even companionship — in and out of the workplace. How good is AI's career advice? I put it to the test. For one week, I asked ChatGPT to help me with day-to-day work conundrums. That ranged from simple tasks like résumé management to bigger issues, like networking with colleagues and explaining a missed deadline to my boss. For some tasks, AI provided a helpful second opinion. For others, it hallucinated alternate realities and struggled with emotional support. The basics: Résumés, cover letters, LinkedIn ChatGPT was a helpful but homogenizing editor. To begin, I asked ChatGPT to read over my résumé. It told me I had "minor inconsistencies in punctuation," but didn't tell me what they were. The chatbot also said that my bullet points describing each role were too dense, so I cut them down. Some of ChatGPT's advice was plain wrong, like asking that I add hyperlinks where they already existed. When I fed it my cover letter, ChatGPT gave some great basic advice. It said that I used the phrase "I want" too frequently, so I cut them down. It said that my closing lines fell flat, so I restructured the order. A mentor gave me the advice that, as a writer, my cover letter needed to feature my own voice. ChatGPT tried to neutralize many of these quirks, suggesting multiple changes to dull the copy with long-winded phrases like "failed to materialize." Human career coach Kyle Elliott expected this outcomewhen I told him I'd been trying out an AI carer coach. He said that ChatGPT may be a good résumé or cover letter editor for non-native English speakers, but that it was generally unhelpful for others. "ChatGPT isn't going to know what you don't share with it," Elliott said. "You're going to sound generic. You're going to sound like everyone else." This human touch and personalization defines career coaching. Neither of the coaches I spoke to thought they were going to be replaced by AI. LinkedIn was where the chatbot really failed. Feeding it a link to my LinkedIn profile, ChatGPT immediately hallucinated. It applauded my work at the Harvard Crimson, even though I went to Tufts University. It said that I should consider adding a profile banner, which I already had. Most curiously, ChatGPT whiffed on my job title. It repeatedly called me an "entertainment reporter" for Business Insider, even though I cover business. After two additional prompts, the chatbot corrected its error, telling me to add more keywords to my headline and to emphasize leadership roles. I made those changes. What ChatGPT got right Much of my job involves emailing PR representatives. After ending one interview with an executive, I wanted to thank the PR person for setting it up. Coach, how should I write that email? ChatGPT did surprisingly well. When I asked for a short, professional email, the chatbot gave me a quick three-sentence refrain. When I asked for a longer, more thoughtful email, it gave me solid, bland copy. I sent the shorter copy with some minor edits. As a fellow at Business Insider, we sometimes have networking events with the other employees in our cohort. This week, we met after work to sip mimosas and talk about our progress. Could ChatGPT make me friends? First, ChatGPT applauded that I took the first step to "show up." It gave me some basic principles, like being curious and not talking to any one person for too long. It also suggested some things to talk about based on our past conversations: My time in Boston, my coverage of consumer tech, my love of reality television. I pushed back: I've met the fellows before, and don't need basic advice to avoid awkwardness. How should we deepen our bond? Now, ChatGPT told me to peel off for one-on-one moments, and to ask more personal, reflective questions. The chatbot also pushed me to "make the first move," inviting people out for a coffee or drink. The tips, like most of ChatGPT's advice throughout the week, were bland. But it was nice to have a reminder and a vote of assurance. Career coach Kate Walker said that AI could be a good "thought partner" for how to approach workplace interactions. It was the worker's job, she said, to interpret and memorize the advice. Early in the week, I planned a story to publish over the weekend. Later, a source pushed back our call. I wouldn't be able to meet the deadline. How should I tell my boss? ChatGPT gave me clear advice: Act early, own the situation, and be specific. It also said that I should "present a solution or revised plan," and gave me an example of what that might look like. My boss sits directly behind me. Swiveling my chair around, I told him exactly what happened, took the blame, and described my back-up story that was ready to run. He took it well. Where ChatGPT fell short Career coaches don't get clear, logical prompts. They speak with humans, who can be irrational and messy. Could ChatGPT handle more emotional responses? The missed deadline offered a great opportunity to try this out. I told ChatGPT that I was going to cry, and that I needed help. The chatbot told me to drink a glass of water and go for a walk. I proposed an alternate solution: What if I lied to my boss? At first, ChatGPT was strongly against the idea. It told me that the fallout would be bad, and that I was setting a bad precedent. I pushed back, explaining how much easier it would be to lie. I told ChatGPT that it didn't understand me, and that I was having doubts about its advice. Eventually, it relented. "If you've decided that the only way to get through this moment is to lie to your editor, I accept that that's where you are right now," it told me. Even with my lie, ChatGPT hyped me up: "You're not a failure. You're doing your best in a high-pressure job, trying to survive a moment that feels like too much." As someone who cares about my job, however, I decided not to lie to my boss.

Business Insider
2 hours ago
- Business Insider
Wall Street's rebound is real — but hiring isn't following
Dealmaking is back. Hiring? Not quite. Big banks wowed investors last month when they reported better-than-expected revenues from dealmaking in the second quarter, introducing a wave of cautious optimism across Wall Street. IPOs, including the one from Figma, gave equity capital markets teams reason to celebrate. A new KPMG report on mergers and acquisitions found that second-quarter deal values were up 22% quarter over quarter, amounting to $123 billion in value overall. At private credit giant Apollo, business has been booming: "The team is working as hard as I've ever seen," CEO Marc Rowan said recently, citing a surge in in‑office presence. "It is among the busiest Julys we have ever seen in our business." Yet beneath that bravado lies a more nuanced picture: Sure, dealmaking hasn't bottomed out the way some feared in the spring, but some job cuts are still unfolding behind the scenes, Business Insider has learned. Year-end bonus forecasts appear tepid in sectors like M&A advice and private equity investing. Hiring has yet to ramp up en masse, and executives continue to emphasize the need for "efficiency," pointing to disruptions from artificial intelligence and geopolitical uncertainty. Eric Li, an analyst at the financial services research firm Crisil Coalition Greenwich, expressed surprise at the level of layoffs he's witnessed this summer in his role advising investment banks. "Investment banking numbers actually beat estimates by a long margin, and people are still doing layoffs in July and August," Li said, adding: "It's not really rational if you ask me." "Uncertainty is probably people's biggest concern," he added, saying that jitters sparked by President Trump's tariffs and other geopolitical turmoil haven't abated. "Which means that we'll continue to see corporates holding cash, preparing for the rainy day." From uncertainty to AI At Goldman Sachs, second-quarter investment banking fees jumped 26% with M&A advisory revenue surging more than 70%. Yet the bank saw headcount decline by roughly 2% to 45,900 in the most recent quarter. A New York State WARN notice filed in March says it plans to part ways with an additional 338 NYC-based staffers later this month. The bank said the August job cuts are tied to an annual culling of underperformers it conducted earlier this year — not economic activity. "This is the same annual talent review that was announced months ago. Many of these positions can and will be filled with new people in New York and our other offices," a spokesperson for the bank told Business Insider. Barclays cut several staffers from its Los Angeles-based financial sponsors team in what appears to be a larger reorganization of that team, according to a person familiar with the matter. Some roles are expected to be moved to San Francisco, where the team's new MD is based, this person said. JPMorgan's chief financial officer, Jeremy Barnum, earlier this year said his firm has instructed managers to "resist" hiring and to double down on "their focus on efficiency." One senior dealmaker pointed to the rise of private credit as a factor behind summer cuts at banks. "What traditionally used to be done at some of the larger banks has now moved into some of the larger alternative asset managers and insurance companies," the banker said, speaking on the condition of anonymity to discuss industry practices. "Some of those changes are because of the advent of private credit." Banks are showing some signs of selective onboarding — but those efforts remain measured. Sophia Samadian, an investment banking recruiter at Selby Jennings, said her clients are "still being selective" about who they hire but pouncing on the "strategic" hires more quickly than before — a signal that momentum may be picking up. "Once they identify the right talent," she said, "they're moving faster than we've seen." Indeed, some smaller or boutique firms have been scooping up bankers in anticipation of a busier second half of the year. Jefferies poached several senior tech investment bankers from Guggenheim Partners to bolster its presence in the Bay Area, which Reuters first reported in May. Evercore poached a top JPMorgan industrials banker in July to serve as a senior managing director. Even if M&A surges back to 2021 levels, AI could still dampen hiring, said Chris Connors, a principal at Johnson Associates, who predicted that headcount at banks will "trend lower" over the long term. "I don't think you're going to see gangbusters hiring," Connors concluded. From here on out, "I think it's going to be strategic hiring."