Marketing
Marketing your Product
As in other comments on this site; this page was prompted by a long conversation with a candidate. The overwhelming reason for the slowdown in hiring is not the economy, as the picture is improving, it is not the lack of positions either. It is still the overriding fear by the hiring authority (HA) of risk of hire riskometer (RH).Formulas are wonderful, but reality is not a formula, but a job offer. Use the CIP and the ACP. *RH=E-C2+RW
You must intimate through your sales campaign literature, Candidate Information Program (CIP) that your candidacy ensures a reward for the Hiring Authority not a RISK. Your story (CIP) must be compelling. It must virtually scream with OPPORTUNITY for the HA. This shift of opportunity will take place only with a proven or “anticipated” history of accomplishments, a commanding skills set, and a “story’ that conveys a candidate with drive, integrity and dedication to the task at hand.
There is little that can be done about frequent job changes in employment, but this can also be shown to be and developed into a positive reflection of your work ethic, not necessarily a negative image. It is actually your ability to quickly reorient to the new product, market or client base. In fact, that flexibility may be one of your most assets.
The following activities will help to ensure your CIP is ready. You must help your client buy, not try to sell. IE: Buy YOU and the potential, you offer.
- You must have a memorable story, a compelling reason to buy you.
- You must rehearse, until your story, CIP, and questions you developed coalesce into a coherent whole.
V=N+A-C2 Value=Need + Application-Cost
You need to BUY that position. It would help to remember that if the sales cycle is long, six months or better, and that you can really be evaluated in 3 months or less, the the hiring authority's position is exposed for 3 months or more before you become productive. It is therefore easier, and less risky for the HA not to hire. You have to HELP them see past their risk.
"In transition, a rejection, either via note or verbal must be treated as an objection." Find out what they are actually saying and assuming you qualify for the job; deal with the objection and then ask for the job again. Your task is to say, "let's build the job description together of how I can best help you get to that next plateau."
Remember, you are looking for the hidden jobs, not just the listed ones. Be Creative!
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