Candidate's Real Opportunity
The Candidate’s REAL Opportunity Sept 23, 2009
Nothing below will be mind-blowing, but over the last 30 years I have been amazed that neither candidates nor employers seem to be able to define what they really want. This is not Rocket Science, but it hard because it is emotionally laden. Geeting to real, it is not an easy process, because as a candidate you are “exposed” to intense scrutiny so often by as many as several hunderd people, that you finally you often shy away from "getting involved." Your life is dissected by too many and all to often “you” (your candidacy" is found wanting. The process below can and will help to diminish some of that constant rejection and negativity.
Remember, it is the “hidden” opportunity that will get that next job for you. In today’s market there are between 7.2 and 10.1 qualified applicants for every existing job. Your job, is to launch a campaign to get NOTICED, get INTERVIEWED, and finally to get THAT NEXT job! When you are in a market of possibly 500-2000 direct and tangential competitors you must stand out. You must be a reward to the hiring company, but you must also be a reward to yourself.
Please remember that all opportunities have at least ten distinctive, yet equally important components.
1. Company
2. Executives/Management Style
3. Position/Responsibilities
4. Product
5. Clients
6. Career & Professional Growth
7. Company Reputation
8. Compensation
9. Travel
10. Benefits/Vacation
Getting a new job is a great goal, but it not the only goal. Your real goal is to enjoy the job, to work with people you respect, with a product you deem great in a market segment you are proud of at 10:00 AM and at 10:00 PM. You need to focus on the real fact that there are always two “fits.” The question is not always are you a fit for the company, but is the potential employer/company/boss a good fit for you, your family and friends as well.
Wrapped up in those nine concepts above are three distinct categories, as we allude to below. Study, explore and know both who you are and will be and who the company is and will be.
1. Company/Product/Clients
2. Position/Compensation/Growth
3. Travel/Benefits
Most candidates forget that the process is not limited to the search, but that you actually have to accept a job at the end of the search.
To try to guarantee a good fit for you, you must go thru an intense period of introspection and information gathering before you launch into any search. You must delineate in writing, who you are, what do you want, what is your definition of success, and is it different from that of your support group, as well as, who you want to work for, what do they do, how do they do it and what does the market think of them.
There are always three ways to get a job.
Take anything available, just get that pay check.
Take a job where you do not fit as long as the compensation program is great. Finally, is there a synergy between your “perfect job” and the employer’s definition of the “perfect” candidate?
You cannot guarantee success, but you can at least attempt to define success.
Please check out the Eight Basic Principles of Search on our site.
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