Career / Personal Development
Some days, I just shake my head when I watch how people approach their job searches or career planning. After 15 years, I would say I have developed a pretty solid recipe for getting people where they want to go in regard to employment. No matter how many times the process is described by yet another successful candidate (now new employee), someone always thinks there is a short cut and wants to put their own spin on it. It made me think of an analogy that might make it a little clearer:
So, there is a bank in the middle of town, where at the end of the day, a back window was mistakenly left unlocked. No one noticed until three bank robbers wandered by and discovered it. To their amazement, in addition to the window being unlocked, the gates at the front of a long hallway leading to the vault were also wide open, and no external security lights were lit.
Now, one of them just happened to have had a connection inside the branch, and had been able to secure the 57-digit combination to the bank vault a month earlier. Although he had scouted the bank every night for three weeks, this was the first time he had brought his buddies, and the very first time he had come across an unsecured opening. He was really excited because this was the moment he had been waiting for.
It was just before dawn, so they know they need to move quickly. One false move and they could be delayed, which means they should have a greater chance of being seen and getting caught. They discussed what they should do to get inside and how they could best get to the vault in the dark without drawing attention to them. The plan to get to the window and down the hall was anticipated to take 20 minutes. They determined they would only have two minutes to open the vault and three to get back out of the building.
The first robber knew that with a steady hand, and a small pocket flashlight, he could use the combination and get into the vault. The 2nd robber didn’t think they had time to enter all 57 numbers, so he suggested trying a shorter series of numbers to save time. The third robber was pretty confident that with one hit, a sledgehammer would open the vault and they could get out much faster. Their dilemma: should they use the combination or try a shorter sequence of numbers to see if it will open faster? Or should they just use the sledgehammer?
Now, the choice may seem obvious to you, but it isn’t much different from the scenarios I see when time after time, candidates apply for higher level roles only because of a title and promise of more money, or job seekers resort to passive searches. To clarify, a passive search is when someone trolls for job postings and throws their hat in the ring. They may even use the same overstated, nonspecific resume for every “interesting” position they see, thinking “more is better”. Or, maybe they end up reviewing many job board sites and even tailor their resumes a little each time, thinking that will make all the difference this time. After all, researching and networking to learn what companies actually need takes time, doesn’t it?
Regardless of the quality of the resume and cover letter sent, a passive search is one that instantly puts someone in competition with literally hundreds (if not thousands) of candidates. It makes the odds closer to one in a zillion that they are the “fit” the employer is looking for, or the culture is what the candidate is looking for. Even though the resume may get them into a conversation, and once there, they are still at a disadvantage over someone who knows about the company from the inside. A passive search won’t reveal the insight needed to know what to say in an interview. And these days, candidates just aren’t going to be successful if they try to bluff their way through.
All in all, blindly applying for roles that have no more clarity than the badly worded job description found on a job board makes it pretty tough to know what you are up against, what is really needed or what will be necessary to say to be competitive. The desire to shorten the process by doing less, or waiting for that one “perfect” opening to show up, makes it less and less likely someone will close in on the position of their dreams.
If you have been reading my blogs, then you know by now that the methodology I promote is to investigate prior to applying, through networking. By digging up leads and reaching out for conversations with people that already work for an organization, or in a specific department, a candidate is much more likely to get some traction. They are also much more likely to have time to develop stories that use past examples of their work to illustrate similarities with the company/department/role they have researched and have targeted.
No need for sledgehammers. The winning combination is: using information to illuminate the way + being ready to pursue a need (even before it is announced) + tailoring your resume for the specific need + investing in careful preparation for the interview. It’s not the fast way- but it is a proven way to get where you want to go.
Sherri Edwards, Resource Maximizer
Sherri Edwards is a Consultant, Motivational Speaker and Trainer, with more than 25 years of experience working with small-medium size businesses, non-profit organizations and public agencies.
Sherri has led Resource Maximizer since 1997, empowering individuals to find rewarding work, and businesses to build better workplaces. She offers outplacement and coaching services for individuals pursuing a career change, by design or through downsizing, merger, or returning from an extended absence from the workplace. Her clients learn how to identify their workplace demand and value, and how to market themselves effectively to obtain the type of work that fuels their passions and allows them to live their dreams.
Sherri also offers training and outplacement services to businesses and organizations. Her training classes cover topics such as: Managing Multiple Commitments, Goal Setting, Effective Communication and Conflict Resolution.
Sherri’s effectiveness can be attributed to her comprehensive understanding of the nuances of the job market and workplace from both the candidate/employee and employer perspectives. With that knowledge, she acts as a bridge-builder over the hectic waters that separate the two.
Sherri’s wisdom is sought after by many. She has appeared on television and radio, has been quoted or published in newspapers nationwide and through several online media channels. She has also presented at job fairs and conventions delivering her knowledge and motivating attendees for more than 15 years.
The Bob Marshall Group, International : ‚ÄúExcellence in Recruitment Training‚ÄĚ | OnlineTuesday, 28 May 2013 00:00
Add Your Event for Free | OnlineThursday, 13 December 2012 00:00
Solve the Challenges of Recruiting Passive Candidates: | onlineWednesday, 05 June 2013 13:00
Hiring Our Heroes Employment Fairs - Ongoing - | NationwideTuesday, 19 February 2013 00:00
Did you know...
The 77 million people that make up the US small business workforce would rank as the 17th most populous country in the world, just ahead of Iran;
Recruiting / HR Jobs
We have 419 guests and no members online
* The Lounge Podcast *
Read More Articles
- EEOC Files Suit Against Two Employers for Use of Criminal Background Checks
- A Friend Indeed: Do Facebook Users Really Have Privacy Rights at Work?
- The Story of One Person‚Äôs Struggle with Mental Illness in the Work Place
- What Employers Can Learn From California Paid Family Leave
- Ann E. Employee v. You: Personal Liability and the HR Professional
- Sample Safety and Health Program for Small Business
- Which comes first? The candidate or the client, the Chicken or the Egg?