Simply stated, the traditional ‘job market’ is loaded with traps for the normal job seeker: Applying on-line along with your competition, increasing the odds of rejection and causing a premature, YES-NO-MAYBE judgment…The digital HR screen that judges you by keywords instead of value proposition… and, by the way, what ARE the ‘right’ keywords?
This is precisely WHY your Careerpilot has elected to update the handouts for DFWCareerpilot in 2014. While there will always be an attempt at keeping up with technology changes that might influence recruitment and job search, you will notice in our new handouts that the use of LinkedIn is fully integrated into the 12-step Process… your M.A.P. to career transition focus and success!
DFWCareerpilot integrates and models two basic philosophies. One, it challenges the job seeker to utilize High TECH/HIGH TOUCH implementation tactics–we learn that technology is a tool… not a replacement for the personal relationship building prerequisite in the recruitment and hiring process.
And second, we learn to “Embrace The OTHER Job Market,” the one driven by hiring authorities who seek the most qualified and affordable candidates (would you expect less?)… THE ONE driven by the choice of pre-qualified candidates who have already established a relationship with appropriate professionals–with and surrounding the hiring authority! A job seeker can ‘stand out’ because there is much less rejection (less competition) and controllable yes-no-maybe judgments.
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.
HAPPY Holidays and we’ll see you in the NEW YEAR ahead.