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5 Tips For Diversifying Your Network, From a DE&I Executive Search Expert

Kenneth Roldan—CEO of WB&B Executive Search—shares insight that will help you diversify your meaningful connections.

Author

Devin Keane
October 04, 2023

Read time: 6 minutes

Hi Proactive Professional,

I don’t know about you, but typically when I hear the terms "search firm" or "headhunter," my mind automatically goes to the negative experiences I've had with them. They aren't all bad, but there's always a few (more than I'd like) terrible inbounds, and I still get them to this day:

Alright, I may have exaggerated on this one a bit, but a few things are comparable to the emails I actually get from headhunters:

  • They forget to fill in the [Name]

  • I’ve told them numerous times I’m no longer looking

  • A simple LinkedIn search would show I was already an analyst and an associate, why would I actively look for analyst roles?

I guess once you get on those lists, you're never really getting off.

However, on the other end of the spectrum within this industry, there are retained search firms that function as expert matchmakers between clients and job seekers (because after all, it’s their job). On one side, they amass a unique community of job-seeking candidates through a detailed vetting process. On the other side, they have clients (i.e. firms looking to fill vacancies) that require more of a personalized and holistic approach to finding candidates that have the right IQ and EQ.

I had the chance to speak with one of these experts: Ken Roldan, CEO of WB&B Executive Search.

WB&B Executive Search is the industry leader in identification, courtship, and recruitment of diverse talent across numerous industry verticals. By focusing on candidates inclusive of women and people of color at the VP or above level, they already have a strong differentiator. When you pair that with their vetted candidate pool, customized (“Invitational”) private client/potential employer event, and overall emphasis on candidate "cultural alignment," you can see why they have become experts in evaluating human connection. (They even have an impressive, 2-year candidate replacement guarantee —and they've never invoked it).

WB&B Executive Search impressively has a few key differentiators:

  1. Client needs assessment: in-depth fact-finding discussions with key stakeholders to assess the needs of the organization and ascertain the pertinent success factors relative to the search engagement

  2. Speed-to-market: benchmark discussions within 3-4 weeks of engagement; refinement of chemistry and cultural fit. Historically, over 60% of benchmark candidates become finalists

  3. Access to hidden talent: diverse professionals not available through search or corporate outreach

  4. Cost-effective and competitive: performance-driven fees with milestones of accountability

  5. Assurance: two-year candidate replacement guarantee

This is very different from the common perception of search firms, sending numerous emails to unvetted candidates—few of which actually given the opportunity to interview.

I spoke with Kenneth because I knew that at a high level, there are many parallels between what executive search firms do and what we do when building our own networks.

For example…

Executive Search Firms:

  1. Evaluates client and employee goals

  2. Search and reach out to candidates that align with those goals

  3. Do a good job of placing and ensuring long lasting senior employees

Personal Networks:

  1. Evaluate your own professional goals

  2. Search and reach out to people that align with those goals

  3. Do a good job of making meaningful and lasting connections

What We Can Learn About Networking From an Expert Connector:

1. Emotional Intelligence (EQ) vs Intellectual Intelligence (IQ)

Kenneth Roldan: “IQ can only get you so far. While you may be technically astute, you can be culturally misaligned. Unless you can manage interpersonal relationships, you can't actually run a team, you can't function well within a team and you can't get people to buy into what it is you're trying to do.”

“The emotional quotient is so critical because that defines cultural simpatico. I can be the smartest person in the world but if I'm not aligned with the values of the business, or the functional area, then I'm going to fail. That's what they call tissue rejection.”

Buildbetter Tip: A recurring theme we see in making connections is to be interesting, you need to be interested. Sure, having a high IQ and doing your dissertation on Laser Diagnostics in Turbulence and Combustion can make you interesting, but it doesn't mean you are a pro at making connections (although the friend I'm describing happens to be). As we learned from Dale Carnegie, there are specific ways we can get people to like us: being genuinely interested, smiling, using their names, listening well, encouraging others to talk about themselves, and speaking in terms of their interests. These higher EQ traits help us develop better networks and foster meaningful connections.

2. Why Diversifying is So Valuable

Kenneth Roldan: “Time and time again, studies have shown that organizations that have a diverse workforce from mid management to the executive levels have higher profitability than those that do not.”

“Prioritizing inclusivity promotes diversity of thought due to the different backgrounds and experiences they bring with them. It shakes up the echo-chamber that many teams may experience because they only recruit employees with extremely similar backgrounds and profiles—which causes ideas and strategies to become stale.”

Buildbetter Tip: It’s just as important to diversify your network as it is to diversify your workforce. A network made up of 50 strong connections, all of whom are only in healthcare investment banking, is not as valuable as having 20 strong connections across numerous industries. In taking the former route, you become comfortable in a familiar place of similar opinions, knowledge, and interests—which lacks exposure to any novel ideas. But stepping out of our comfort zone amplifies our access to new information, networks, opportunities, and more.

3. How to Evaluate New Candidates and Connections

Kenneth Roldan: “We take a double screening approach where the first screen is about what you have done or accomplished professionally, which helps assess IQ. The second screen is about ‘how you’ve done it,’ where we ask specifics related to intangible qualities and alignment with company culture through demonstrable examples from their experience. This determines EQ. Asking these questions helps determine their background, how they tick, and if they will fit into the culture of our clients' firms.”

Buildbetter Tip: When networking, the default is to keep things surface level. In doing so, we incorrectly give more credit than may be due. Would you feel comfortable meeting someone one time at an event, learning they are looking for a job in the finance industry, then immediately recommending them as a good candidate to a former employer? Probably not. Go further than just what they do or are looking for. Learn about why they've taken a certain path, how they got there, and where you can help them based on their unique story.

4. How to Get the Jobs and the Connections You Want

Kenneth Roldan: “There are certain ‘career progression’ ingredients to the recipe that tend to be recurring in any person's climb to the top. They are very thoughtful and build their career with a step by step plan. They identify mentors, sponsors, and champions to have by their side to rely and lean on. Even if they are introverted, they can make connections critical to their progress and success throughout their career. They get out there and work it, sell their brand, and connect intentionally.”

Buildbetter Tip: Having an idea of what you want to do is not enough. You don't connect with people on what you want to do, you connect with them because you've sold them on your personal brand and unique story. Think about what your story is—would you want to help that person out? If not, you may need to figure out a different way to pitch who you are, what you do, and why it matters. Once you have that down, figure out your relationship action plan: who do you want to connect with, where can you find them, what trusted confidants can you go to for help opening the right doors?

BONUS: 5. What Happens After Getting the Job or the Connection?
Available to Subscribers With at Least 1 Referral

Kenneth Roldan: The job is not over when that happens…🤫

Buildbetter Tip: 🤫

Whether you’re planning to make your next move, looking to expand your circle, or just focused on doing a better job of interacting with those around you, there is a lot we can learn from professionals in the executive search industry

In fact, you may be running into a different problem after putting some of these tips into action:

What I’m committing to this week for building relationships (time commitment ~3 hours):

  • 🎙 Sharing this Founders podcast on Alistair Urquhart with three connections that have been overly stressed lately (~15 minutes)

  • 🌆 Diversifying my network at Andrew Yeung’s Grand Finale Rooftop Mixer (~1.5 hours)

  • 😂 Recommending a hilarious podcast on friendships, hosted by two friendship experts: Man of the Year (~15 minutes)

  • 🤔 Reflecting on my week this Friday: Am I actively seeking connections that are different than me or ones with similar backgrounds? (~15 minutes)

What are you committing to this week? Reply to this email!

Best of luck building,

Devin