Putting The FIT Back Into Recruitment Strategies

Compass_Rose-pilotNEEDIn order to effectively source, identify, and attract your next best employee, you must first know how your job description and requirements best meet their value proposition and ability/ potential to meet your needs or solve your challenge.

Recruitment process is essentially a highly personalized marketing process.  The process starts with your candid evaluation of need and role requirements… most often communicated through a well-written job description, which allows you to communicate a thorough and workable understanding of your specific employment need.

sq-knot2

Pilot OnboardWhen your organization looks for qualified employees, they should be seeking functional evidence that demonstrates a job seeker’s ability to perform to expectations… this is simply good behavioral interviewing tactics.  However, an organization’s screening tactic often creates dysfunction in the marketplace…  JOB REQUIREMENTS represent the HR screening process!

A Potential Employee’s “Motivated Strengths”

What DO they do best?  What are their strongest transferable skills?  Think broadly in terms of managerial and technical/ functional strengths involved in what you need accomplished.  Discovering their “pattern of success and satisfaction” is your goal, here.

Your ability to identify and express the collection of functional strengths a recruit might need to succeed will measure their marketability and your ability to source the available talent pool.  This collection of keywords and their supportive evidence creates your communication strategy, the basis of your value proposition.

The old “round peg in a round role” theory of career planning is dysfunctional.  In the typical professional environment today, job descriptions are changing faster than ever before to keep up with the challenges of an economy in transition.

In the traditional job market, job seekers are the sellers and their potential employers are the buyers.  The commodity is JOBs and the competition is fierce.

In The OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process.  The commodity is available, productive WORK… When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek.  Thus the employer must market their Company to potential employees in the marketplace in order to attract the best of the lot.  Once identified, they simply select their choice and buy their services.

Seize control of such challenges.   Understand the nature of FIT.

 

Posted in Uncategorized

The DYSFUNCTION of Traditional Recruitment

Compass_Rose-pilotNEEDMany organizations, in need of specific, highly qualified talent go into the “journey” of recruitment activity without really knowing their destination, their PRIMARY SOURCING OBJECTIVE. This Pilot has never heard of a ship leaving harbor without knowing their destination or mission, preferring the safety and calm of their dock in the harbor.

Compass_Rose-pilotONBOARDIf you are not absolutely clear about the sourcing of Candidates your organization seeks, envision an ideal Candidate who will…

Be aware of the challenges faced in this now vacant role

Be highly qualified in meeting those challenges, AND…

Be a good FIT onto your team… a win-win for all concerned.

Since an organization has both regulations to respect and needs for highly skilled professionals, they need to be concise and clear when developing their recruitment strategies…  it’s important to figure out what you most NEED AND offer in your next new hire, so you know exactly what skills and experiences to highlight.

Make FIT happen!

 

Identify and Communicate the Right FIT for Your NEED

Ask Yourself

  • What is the intersection of your ‘value proposition’ and that of an ideal Candidate?
  • What are the most impactful areas of requirement, qualification, experience, knowledge, and skill that will help you source viable candidates?
  • What critical problems are you facing that require the right hire to solve?

Schedule  Informational “Interviews” With Key Candidate-types

In addition to being introspective, it’s also important to get out there and start becoming your own best Recruitment Coach, learning about the very people already in, or connected with, those you seek?

The more people you speak with, the more you’ll be exposed to sourcing options that you might wish to pursue…the broader and more focused your recruitment effort will become.  Help take the dysfunction OUT of the job market!

Posted in LinkedIn Contact Development, Recruitment Strategy, Social Media

Job Seeker’s Need a Pulse, Too…

Compass_Rose-pilotNEEDA lot of individuals with a rebellious streak resist structure, snub the idea of a schedule, and then find that their lives and creative output aren’t nearly as harmonious as they hoped.  As job seekers,  some find it quite difficult to get in to a productive and efficient routine, the implementation of their Personal Marketing Plan.

If the job seeker finds an efficient job search plan hard to accept — and even harder to follow — a standard routine, maybe it’s time for them to stop thinking about managing their time and effort as developing a set of strict rules to follow.  In fact, implementing a PMP wisely is to commit to averaging specific activity counts and time management ‘numbers’ over a longer stretch of time.


The Careerpilot discusses Implementing One’s Personal Marketing Plan in his weekly, FREE public workshop, DFWCareerpilot this Thursday, June 1, at The Egg and I Restaurant in Addison, TX   more info


H-PilotOnboardJo seekers need to start thinking about increasing productivity as a process of finding and cultivating their unique creative rhythm — a cadence, their unique implementation ‘beat’… a job search “PULSE.”

They can create a personal discipline for themselves, a way of being, where there’s a realistic goal (their next right employment opportunity) and recognize the need to maintain a consistency of fruitful activity to propel our 12-step process of career transition forward… all while allowing room for improvisation and job search/ LIFE balance!

If this sort of approach sounds appealing to you, here are some ideas based on my own anecdotal experiences with thousands of unemployed people over my 35 years of experience in consulting with job seekers around the U.S.of A.

 Monthly Cadence

Job Seekers can typically get more done in a month when they plan for less. Most people have a natural rhythm where they can accomplish about one major professional project or one personal milestone in a month. As an example, think about developing your resume and related personal marketing materials.

  1. Resume
  2. “Tell me about yourself” or your ‘elevator pitch’ or even your qualification statement
  3. Your digital footprint: Branding yourself in your LinkedIn Profile

If you tell yourself that you’ll do three items of this stature in a month, you’ll probably make little progress on any of them. If you commit to one specifically for the month, there’s a high probability that you’ll accomplish it or get close to finishing within the four weeks. Honor that monthly project cadence, and you’ll feel much more satisfied.

What’s more, it’s also essential that you honor your personal and emotional energy cadence over the course of the month. Of course, there are exceptions, but as a general rule, one or two distractions a month are the max that most individuals can take without getting thrown significantly off rhythm.

Also, consider pacing yourself in regard to events you host or visitors that you have in your home. All of these events add a nice sense of variety to life, but can make you lose the beat if the exceptions become the norm.

 Weekly Cadence

I would never attempt to define a “normal” week of job search…there are simply TOO MANY variables!  But, I do encourage those Candidates that I serve to commit to AVERAGING the numbers they select in the Personal Marketing Plan.  You can think about this in the same way you would a design template. It’s a format that you can then build and modify as necessary for any given project — in this case, your job search week.

NORMAL? … Don’t hold your breath, but you can, of course, adapt, adjust, and amend all of this as necessary. But this rhythm is what I suggest, and I find it leads to a productive week with closure before the weekend… and plenty of time for those “normal” distractions!

Daily Cadence

There is no one right formula for having a productive day of job search activities. The trick is to be honest with yourself about what works best for you to get the most of your 24 hours.  Personally, I spend the first hour to hour and a half planning, answering e-mail, and completing small to-do items, and then I jump into more in-depth work and client calls by 8:30.

With some of my Candidates, the best daily rhythm is to check e-mail very quickly in the morning and then focus on in-depth work until lunch. After lunch they have meetings or respond to emergencies that have come up.

No matter which you prefer, you want to have clarity on when you do your best focused work, when you prefer to have meetings, and when you’ll make space for the processing and planning that keeps everything moving in the right direction.

 Back-to-Center Cadence

Finally, it’s important to know what pattern can help you to get back on track when there are major variations to your Personal Marketing Plan. Being honest with yourself and giving yourself permission to spend time reorganizing when you need it keeps you from feeling perpetually behind and guilty.

For example, you will experience the least pressure when you block out a few days before and after any significant time away from your job search so that no one can schedule meetings with you on those days. That gives you the flexibility you need for wrapping up work and getting your head back in the game after being away…maintaining your visibility in the job market.

Also, consider blocking out at least a half day after a conference or major networking event to tie up loose ends, follow up, and sort through your notes. This will give you the ability to extract the value from what just happened. The more disruptive the event, the more time you’ll want to allot to resettle in and get back on a rhythm.

Rhythm on a monthly, weekly, and daily basis can create the order, productivity, efficiency, and flexibility you need for the implementation of your Personal Marketing Plan to flow in harmony.

sq-knot2

It may well be time to “take your pulse,” and discover your personal marketing cadence, your BEST career strategy… always have a next contact to make and be aware of ‘next steps’ in your career.

Tagged with: , ,
Posted in Career Transition, Job Search OBJECTIVES, Uncategorized

A Job Seeker’s Personal Marketing Plan

Compass-seaLG2While involved in ‘the challenging waters’ of career transition, the same chaotic, jobless, trying times are very productive times.  Don’t waste them by floundering with lack of focus and direction, falling into the dark, depressive attitude of distractions and, worst of all, inaction…

When we are employed, we tend to function under the guidance of our employer’s business plan, or, more specifically, our job description. Our ‘routine’ is defined by:

  • Personal accountability to a labyrinth of responsibilities, some structured— some not structured at all—but all contributing to productive work activities…
  • We create productivity and efficiency with our sense of time management…
  • And as ‘top talent’ professionals, we often take initiative, make process improvements, and contribute to the Company’s growth.

                     This week’s session, Thursday, May 25... at The Egg & I Restaurant in Addison, TX… Developing Your Personal Marketing Plan


Pilot OnboardSo, why not recreate all that with OUR OWN PLAN, a Personal Marketing Plan, to move toward job satisfaction, commitment, and appropriate compensation, for the rest of our careers… including any current, short term job search?

If an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services. Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

And, employed or not, Modify and improve your Personal Market Plan’s implementation model as needed… As you move through your career transition or ‘job search campaign,’ make adjustments as you would a business model.

AjustDaSails

Posted in Uncategorized

Telling “Your Story” in The OTHER Job Market

Your Career Compass

The problem with traditional job search tactics is that they take you directly into the teeth of the screening process, forcing you to be judged “yes-no-maybe” prematurely… worse still, this judgement is usually being made by a computer through a dysfunctional KEYWORD filter.  NOT good odds!


Compass_Rose-pilotONBOARDYour work in Achieving CareerFIT led you to the determination of your career objective, exactly what is the best next step for you in your career transition?  It also suggested strongly that you set your straw-man offer criteria to guide you in moving forwardKnowing what your next right work is.

This will help focus your actual search. With clarity in yourpositioning and targeting goals, you can write a great resume to convey “your story.”

Your Personal Marketing Collateral

WRITTEN… 

  1. A GREAT Resume that positions you clearly as a terrific FIT with your career objectives… and in today’s technologies, a database-friendly, asci version;
  2. A correspondence template package that consistently carries your communication strategy, your message… and in today’s technologies, a reformatted, text only version of your resume ready for email needs;
  3. A high impact, personal biography and/or NETWORKING PROFILE that you can lead with in your referral based networking strategies.
  4. A clear and complete LinkedIn Profile, one that is based on your communication strategy and in synch with your other written collaterals.

VERBAL COLLATERAL… 

  1. A well rehearsed “two minute commercial,” your answer to the most asked question during career transition, “Tell me about yourself.”
  2. Several, well though out, “elevator speeches,” examples that support your primary, positioning, key words. These are usually your representative accomplishments under the SUMMARY of your resume. (30 seconds to 1 minute)
  3. A succinct “qualification statement” that you can use as an introduction at networking events. (usually 20 – 30 seconds)
  4. An “exit statement” which explains your availability, to address the second most asked question during career transition.

Having your collaterals prepared and rehearsed prior to active personal marketing is central to your success and builds confidence.

Consistency in the delivery of your message is what creates memory… and frequency of your message helps you get there… strive for top-of-mind awareness where it relates to your candidacy.

Your personal marketing COMMUNICATION STRATEGY, your story, must be built around keywords and phrases that best describe your unique value proposition. These words come from your concerted self-assessment process. The challenge is matching the words that best describe your next right employment with the words that best describe a potential new employer’s needs.

A communication strategy that does not achieve that is doomed to otherwise controllable difficulties—and, worst…failure. So, understand that getting recruited involves two distinct elements…

  • Being screened for meeting a JOB’s requirements… a subjective process created by the potential employers of the marketplace. They set the bar HIGH, defined by functional experience, skill set, and knowledge standards so they don’t have to interview every JOB applicant.
  • Being selected by the hiring authority… another subjective process which now involves their assessment of a job-seeker’s FIT with their needs, including personality, work habits, and other ‘cultural’ standards. They cannot hire all qualified candidates. They must choose.

A job-seeker, then, can give themselves choices when they choose to embrace the OTHER Job Market. They improve their probability of success by nearly eliminating the pre-mature screening and rejection process.

Instead, the SMART job-seeker chooses to build relationships with potential employers first, researching attractive trends and targeted organizations in order to maximize probability of success, avoiding the HR-driven screening process to identify appropriate opportunities for securing their next right employment.

Tagged with: , , , , ,
Posted in Career Decision-Making, Career Transition, Job Search OBJECTIVES, Personal Marketing Collateral Materials, Resume Development, Your VERBAL Collateral elements

The EMPLOYMENT EQUATION… What Gives?

The Internet has spurred many new, employment related businesses to flourish in the past twenty years, some with great financial success  Small start-up HR and recruitment/placement technology firms are receiving two to three times (or more) their revenues in new investment from private sources. Many ask, “What gives?  Placement numbers have barely budged in relative terms, and the job seeking public has become disenchanted and frustrated by this new digitized process that has created a huge ‘black hole’ from their perspective.”

Three trends are the main drivers of these valuations. First, employment is one of the few sectors of the economy that is showing long-term, positive growth potential.  Literally, it will never be “saturated.”

Second, there is an enormous overhand of capital sloshing around the United States. It’s not just the trillions of dollars printed by the Federal Reserve in its quantitative easing of a few years ago. You must also add in the trillions of dollars that have been pumped into our economy through deficit spending at the federal and state levels.

Then, add the $1.5 to $2 trillion of cash and marketable securities held by American corporations (for which they can presently find no use), and it is just one huge pile of money-money looking for a return. There are few easy answers, and few obvious places to put it-0.5% money markets anyone?

And that leads to the third issue, which is the lucrative world of recruitment and placement. Wall Street and Silicon Valley have been assaulting this “industry” since the inception of The Internet…  They cannot figure out why an industry that is so fragmented, so inefficient and dysfunctional (from their point of view), can’t be conquered.

Wall Street still doesn’t know what to do with all of the data that they glean from these sites and quite a few investors feel that someone will come up with an idea on how to monetize all of that data and, voila…  The next Microsoft/Google/Apple !   Much is prophesized by the many investors who represent huge sources of capital, and the conversation inevitably leads to “Why can’t real technology do to EMPLOYMENT what it has done to so many other businesses?”

Why can’t the capital and the smarts of Wall Street and Silicon Valley figure out how to disrupt traditional approaches to sourcing, recruitment, and the on-boarding of new employees and drive huge valuations for their efforts? After all, it has worked almost everywhere else.

The answer is the unique, and multi-faceted nature of professionals and how they attempt to manage their careers—and their relationship with “the sea of unwashed professionals” ready to assist in the process.

Corporate recruitment and hiring is a transaction that is infrequent, complex, and fraught with downside when things go wrong—driving consumers to use someone who knows how to reduce their fears, doubts, and threats and help them get a result they want: the smoothest employment transaction possible. And, in great part, the “industry” does deliver that.

However, the process, itself is flawed and dysfunctional.

That’s it: a great $multi-billion business, an oversupply of money, and investors who want to disrupt an industry and hopefully make a fortune doing it. Who knows, these smart investors may be right, and one of them will find the key to take the middleman out of this business and make a fortune.

Or, they may be one of many who have come before and not quite found a way to do so. Just don’t get hung up on the efficiencies promised in today’s market… they too will pass.

Posted in Uncategorized

Productive Participation in The Interview Dialog

Compass_Rose-pilotONBOARDThe next time you meet with a potential employer, open the conversation with this simple phrase:

“In preparing for this meeting I took some time to…”

Then simply highlight the two or three critical things that you did to prepare and watch what happens to the atmosphere of the call. You will blow away the last interviewee (your competition) who opened their meeting in silence, waiting to be interrogated!

The less you talk about yourself, the more you have to prepare to talk about them. And the more you talk about them, the more likely they will be interested in you. Not exactly the secret formula you were hoping for. But it is an obvious formula—so obvious that most job seekers ignore it.

Here are ten keys that you can use to create your own successful pre-interview habits:

  1. Learn about their business—their products/services, customers, industry trends, key initiatives, financial status, and competition… what are THEIR specific needs?
  2. Discover something about the person you are meeting with. Google them, talk to their colleagues, or call others in the industry who have insights. Use a targeted organization networking approach.
  3. Identify the benefits of your value to this potential employer. The benefits need to be clear, concise, credible and compelling!  It is important to remember, they are looking for the best FIT… so should the job seeker.
  4. Prepare ideas that hold value for your ‘next employer.’ Your language needs to reflect a focus on solutions…meeting their needs!
  5. Move from ‘meeting their requirements’ to ‘meeting and exceeding their expectations… let them experience your motivation and performance potential.
  6. Plan questions that establish your expertise and get them to think in new ways. The more thought provoking, conversation generating your questions are, the more your prospective employers will respect and remember you!
  7. Communicate your “value proposition” prior to the actual interview.  Ask them to review and provide you with feedback. Getting their buy-in before you walk in the door is critical, and it demonstrates your commitment to delivering value.
  8. Identify the resistance that you are most likely to encounter and prepare ideas, case studies, testimonials or expert opinions to help reduce their reluctance to move forward.
  9. Plan how you will close the interview appointment and decide what agreements you need to ask for…for example, follow-up timing.
  10. Remind yourself to be warm, friendly and courteous to everyone that you encounter. Your potential employer is constantly deciding how much they like you, how much they believe you, how much they trust you and how much confidence they have in you. It takes time—often a long time—to build your personal brand. And it takes only a few seconds for it to be destroyed.
Tagged with:
Posted in Interview Preparation, Interview SKILLS, INTERVIEWING, Interviewing STRATEGIES, Uncategorized
August 2017
M T W T F S S
« Jul    
 123456
78910111213
14151617181920
21222324252627
28293031  
Topic Categories
Archives