1- Market Expert
A good recruiter is an expert in the job market. Other market experts include management consultants, researchers, journalists, securities analysts, academics, and leaders of professional associations. There will come a time when you’ll need expertise about a specific industry, company, or functional area. You want to know different types of market experts to cover a range of industries, companies and functional areas, as well as different types of knowledge.
Recruiters aren’t the only HR contacts you want in your network. I know an excellent employment lawyer that I have referred to various clients for offer negotiation, severance agreements, discrimination issues, or even just a second opinion when something seems amiss. When I need to switch insurance plans, I relied on my friend in Benefits to explain things in simple English. Knowing someone with a background in Compensation can provide feedback on offers. An Employee Relations contact can help with severance or brainstorming a tricky workplace situation. You want to know HR people, both inside and outside your company. Not every question needs to be escalated to HR at your company (most questions probably shouldn’t be!).
3-Guardian Angel
I like to use this term as a catch-all for mentors or sponsors. Your guardian angel looks out for you. This might take the form of advice from a mentor or more active support (e.g., nominating you for a plum project) like a sponsor would. Mentors can be inside or outside your company, as long as they know your area and can provide relevant counsel. Sponsors influence decisions and outcomes, so almost always should be people within your current employer. An exception could be a Board member or adviser who counsels senior leadership.
See 6 more recommendations for People You Need In Your Professional Network in my Forbes Leadership Column:
https://www.forbes.com/sites/carolinecenizalevine/2017/03/05/ten-people-you-need-to-have-in-your-professional-network/#66c458e026e8
