The OTHER Job Market?

This Thursday we will be focusing on Embracing The OTHER Job Market (see more info in an earlier post, below) with some emphasis to the closing part of this overview session, negotiating the actual offer…

So, what IS this OTHER job market?

The notion of an “unpublished or hidden” job market is far from new.  However, knowledge of “The OTHER” job market, and your ability to execute your Personal Market Plan in it, will create both focus and productivity in your career transition.  The definition, strategies and tactics of this other market go well beyond those of the “unpublished or hidden” job market that gave birth to a whole industry, Corporate sponsored career consultation—outplacement.

You see, in every marketplace, there are buyers and sellers.  In the traditional job market, the one that our Department of Labor “analyzes,” 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.  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 sell 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. 

In other words, the commodity is productive WORK being assigned to the most qualified individual who ‘fits’ the employers needs.  Often, this WORK has not been clearly defined yet and the employer has not approved an open job requisition.  

The OTHER Job Market

 Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc. 
 Work expectations are subjective, defined by mutual agreement, fulfillment of need or contract… reflected through the identification of qualified candidates. 
 Process directed by hiring authorities seeking best available talent at marketplace salary expectations.                                                 
 Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
 Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
 Often selection process has occurred before active recruitment has been fully engaged. 

 Actual selection often a rubber stamp formality to satisfy regulatory requirements.    >>More

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