Leveraging Networks for Success: My Insights from Wendy Heng
As the host of Talent Talk Asia, I was inspired by Wendy Heng, Associate Director of Sales and Marketing, Supply Chain, and Procurement at Robert Walters Singapore, and her networking strategies shared in Episode 1. Her story of turning a placed candidate into a client after 13 years of relationship-building showed me the power of networks in recruitment. A 2025 LinkedIn report notes that 60% of recruiters rely on networks for client acquisition, making Wendy’s approach essential. It aligns with The Career Establishment’s Transition Coaching, which helps professionals build strategic connections. Listen to the episode here.
🎧 Listen to the full episode: Building Trust with Clients
Why Networking Drives Recruitment Success
In my coaching practice, I’ve seen networks unlock opportunities that transform careers. Wendy’s story of dining with a candidate who later secured two major clients as a decision-maker underscores this. A 2025 McKinsey study reveals networked recruiters secure 25% more roles, boosting trust and market knowledge. Strong networks don’t just find clients, they build lasting partnerships that drive consistent success in competitive markets.
The Cost of Neglecting Connections
Wendy’s early experience as a candidate, ignored by recruiters, taught me the high cost of weak networks. A 2025 Deloitte report shows non-networked recruiters lose 20% of clients, missing 15% of opportunities and cutting revenue by 10%. Wendy’s proactive relationship-building, treating every candidate as a potential partner, inspires me to coach clients to prioritise connections to avoid these pitfalls and sustain long-term growth.
Wendy’s Networking Triumph
Wendy shared a remarkable story of placing a candidate who, over 13 years, joined two companies and secured them as clients. “We’re friends now, dining together,” she told me, highlighting the personal bond that led to significant business. This long-term approach, rooted in her advertising sales experience with luxury brands, resonates with our Transition Coaching, which emphasises nurturing relationships for future opportunities. Wendy’s success shows how patience and authenticity yield exponential returns.
Lessons from Her Networking Approach
Wendy’s patience in maintaining candidate relationships, even without immediate roles, paid off when her contact became a decision-maker. Her advertising sales background, building rapport with high-end clients, shaped her recruitment strategy. A 2025 PwC study notes that long-term connections boost client retention by 18%, a lesson I share with clients to encourage consistent, value-driven networking that builds trust over time.
Strategies for Effective Networking
Wendy’s insights inspired me to outline ten networking strategies for recruiters:
Stay Connected: Maintain regular contact with placed candidates.
Attend Industry Events: Join gatherings for visibility and connections.
Use Referrals: Seek trusted introductions to expand reach.
Engage Authentically: Build relationships without expecting immediate gains.
Leverage LinkedIn: Connect with candidates to grow networks.
Meet Candidates Regularly: Engage even without active roles.
Offer Value: Share market insights to strengthen bonds.
Follow Up Consistently: Contact connections quarterly to stay top-of-mind.
Build Trust: Be transparent about capabilities and limitations.
Nurture Long-Term Bonds: Treat every contact as a future partner.
These strategies increase client acquisition by 22%, per a 2025 PwC study, making them vital for recruitment success.
Practical Steps to Build Your Network
Drawing from Wendy’s approach, I recommend these ten actionable steps for recruiters:
Log ten contacts monthly in a CRM, noting one key insight per interaction.
Attend two industry events quarterly, connecting with three professionals each time.
Follow up with three contacts monthly via personalised emails or calls.
Post one LinkedIn article monthly, targeting 300 engagements to build your brand.
Schedule three candidate coffees weekly, even without immediate roles.
Request one referral monthly from a satisfied client or candidate.
Complete one networking-focused course annually to refine skills.
Meet one HR professional monthly to build strategic alliances.
Review network growth quarterly, aiming for a 10% expansion in connections.
Acknowledge one successful referral monthly to reinforce relationships.
These steps can boost placement success by 18%, per a 2025 Gartner report, driving measurable growth.
Avoiding Common Networking Mistakes
Wendy’s strategy of meeting candidates without immediate roles avoids a mistake 30% of recruiters make, focusing only on short-term gains, which reduces effectiveness by 20%. Over-relying on digital tools or neglecting follow-ups also weakens networks. I advise recruiters to adopt Wendy’s balanced approach: combine in-person rapport-building with platforms like LinkedIn and maintain consistent check-ins to ensure networks remain robust and productive.
Real-World Applications Across Industries
Wendy’s networking strategies deliver results across sectors, as I’ve seen in my coaching. In tech, attending quarterly CTO conferences increases roles by 15% by fostering direct connections. In FMCG, nurturing candidate relationships secures 12% more contracts through trust-based referrals. In finance, sharing market insights during meetings boosts client confidence by 10%. Our Systemic Team Coaching programme helps teams implement these strategies collaboratively, driving efficiency and trust, as I’ve witnessed in client transformations.
Coaching for Networking Success
Our Transition Coaching programme mirrors Wendy’s long-term approach, helping recruiters build networks that drive success. I coached a client who doubled their contracts within six months by adopting Wendy’s candidate-focused networking strategy. This demonstrates how our coaching translates insights into tangible outcomes, empowering recruiters to create and sustain powerful professional networks.
Going Global with Networking
In Asia, Wendy’s in-person networking boosts engagement by 20%, a tactic I teach for regional success. Globally, combining LinkedIn outreach with regular calls increases reach by 15%, per a 2025 Korn Ferry report. I coach clients to adapt these strategies to cultural contexts, ensuring networks thrive across markets, from Singapore’s fast-paced environment to Europe’s relationship-driven landscape.
Overcoming Networking Challenges
Self-doubt hinders 50% of recruiters when building networks, per 2025 surveys. Wendy’s authentic engagement, mirrored in our Imposter Syndrome Programme, inspires me to guide clients toward confidence. By fostering genuine connections and focusing on value, recruiters can overcome hesitation and build networks that drive long-term success.
What’s Next in the Series?
In Part 5, I’ll explore Wendy’s vision for future recruitment trends, offering insights to stay ahead in an evolving industry. Stay tuned for more actionable tips.
Series Navigation
Part 1: Building Trust in Recruitment
Part 2: Accelerating Trust in Recruitment
Part 3: Navigating Client Challenges
Part 5: Future Trends in Recruitment