Value vs Risk?
Value vs Risk
V= N+A-C/R©
Value=Needs+Application-Cost/Risk
(In our mnemonic, as we have said, V= value, Needs= Perceived or Real, A= Application or Use and Cost=Emotional or Fiscal. In this sales/interview situation, Perceived and Emotional are most important.)
The PMSP© "get that next job!" Series, website, print products and seminars are based on five primary driving principles:
A. To transit THE candidate from a paper candidate to a real PERSON, IE: people notice, interview and hire people, not paper.
B. To reduce the RISK OF HIRE and INCREASE the REWARD OF HIRE for the HA.
C. To provide a STEP BY STEP marketing program to PREPARE and PRESENT the candidate's credentials.
D. The concept that "Tasks are normally dismissed, measurable accomplishments are always recognized" is paramount to hire.
E. All candidates in Transition are engaged in a SALES Process.
In addition, there are five currencies found within our PMSP© book, seminars and this website that are in jeopardy for all HR members and the HA, Hiring Manager. These currencies are standard for all sales. The hiring process is a similar sale.
Here we offer three currencies that are operating in any sales/interview environment. The remaining currencies can be found in our book. Those currencies again are money, time, power/status/position. The value proposition that your Candidate Information Program(CIP) and Presentation (PMSP©) must address are these currencies, either in direct dialogue or indirectly. Each time a hiring manager is engaged in the hiring process this V=N+A-C© riskometer formula or one like it is constantly cycling through their thoughts. And although your "potential new job" is very important to you, "their current job" is even more important to them.
Your candidacy must add up to a positive equation, you must be an obvious opportunity to the Hiring Authority. If you focus and insure the following three potentials are possible for the HA, an offer is pending.
1. reduce stress on manager
2. allow them or their company to make or save money
3. allow them to shine by your success, and gain advancement
If your Accomplishments, Competencies, & Potentials presentation (
ACP) using the CIP does not prove to reduce their risk, knowing that the HA's position, income, and or emotional/physical well being are on the line then your lack of SALES inertia will prompt a negative decision.
Please check out our book's interviewing information. Be ready to chronicle the interview as soon as it is over. Make sure you note the last two minutes. Handshake, eye contact, body language, being walked to the door, last words. Be sure to close, ask for the job as you shake hands and look the HA straight in the eyes.
Your ability to close, is just as important as your ability to present, interview, or tell your story. Be careful to stay positive.
More opportunities are lost at this crucial stage because we feel awkward asking for the job. Somehow we get the idea that this interview has been just a conversation. It has not! You are being evaluated constantly.
I have had candidates lose an opportunity, simply by not sending an email thank you note. Even after they had been told to. I have had others lose out, because they failed to ask for a business card, or ASK FOR THE ORDER.
This is not a game. It is not casual. It is a serious process. You are on trial.
Be prepared. Spend the time. Reduce the risk for failure for both of you, the candidate and the client, indeed for me.
As a recruiter, it is increasingly more difficult for me to secure good searches and interviews. They are precious. Handle them as professionally, as if they were a $1,000,000 sale. They are. The cycle is just very short.
Talk to your recruiter before the interview and “just” after; call from the parking lot, if necessary. Write down your thoughts before hand. Do not forget the issues. They are your connection to an offer.
Keep in mind at all times!
RSKH>RWDH
Risk of Hire in today's market far outweighs Reward of Hire. As a candidate, you must help to reduce, diminish or eliminate the risk. Know who you are, what are your accomplishments, your competencies, and your potentials. Those potentials predict the future.
As in any "sale" there always three issues price, product & risk, in the final analysis there is only risk.
Personal Marketing Strategies BOOK - A step-by-step guide on how to move from the HERD to be HEARD!
Candidate Initiative Search Assignment - The CISA process allows us, as your advocate, to penetrate to the invisible positions that are only created by the decision makers and get you noticed, get you interviewed, and then get THAT NEXT job.
Copyright Notice:
All materials herein are under copyright protection and may not be duplicated except for personal use. Any other use; is expressly prohibited by law without the express written consent of the author. Address all inquiries for exceptions to:
The Transition Compass 782 Bayliss Suite C Marietta, GA 30068 770-579-6050
ALL RIGHTS RESERVED