You may have heard how important it is to have the two Qs as you build out your network: quality and quantity. But have you considered the importance of having a well-rounded HR network?

In a career planning workshop for HR professionals, all of whom were gainfully employed and not actively looking for a job, I still emphasized the importance of networks. Networks offer a critical window into the market. Even when you’re not looking, you want to understand the level of interest in what you do (what is your marketability?), the compensation for your role (what is your market value?), and the typical scope of responsibility, budget, and/or size of the team that accompanies your level (are you progressing at, above or below your peers?).

In this labor market, having a strong network is critical to your HR career success. There are plenty of tips and articles on where to find people, how and when to connect with them, and even what you need to say to attract and maintain your network. Today, we will focus on who should be in your network.

Here are the people that should be in your network, no matter if you’re looking for a job or happy in your current position—because every job is temporary!