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.
This week’s Session will help you in Embracing The OTHER Job Market. Thursday, June 2nd we’ll explore basic philosophies and an overview of our 12-step Process
Let’s take a look at the basic differences in these two parallel job markets: If all you do is address the traditional job market… the one the Dept. of Labor measures… You will be creating a LOT of premature rejection and competing with your fellow job seekers directly. NOT good odds.
| The JOB Market | The OTHER Job Market |
| Characterized by “requisitioned” jobs being filled by chosen job seekers. | Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc. |
| JOBS rigidly defined by requirements and qualifications… reflected by the screening process aimed at identifying key candidates. | Work expectations are subjective, defined by mutual agreement, fulfillment of need or contract… reflected through the identification of qualified candidates. |
| Process overseen by Human Resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines. | Process directed by hiring authorities seeking best available talent at marketplace salary expectations. |
| JOB Seeking PUBLIC is screened for most desirable candidates. | Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral. |
| Screening defined by KEYWORDS, often accomplished through computer/internet job banks and resume databases. | Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment. |
| Recruitment process subject to scrutiny of regulation and political correctness. | Often selection process has occurred before active recruitment has been fully engaged. |
| Actual selection still subject to formal process and subjective choice. | Actual selection often a rubber stamp formality to satisfy regulation requirements. |
On the other hand, if an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services.
Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!
Personal Marketing is a contact sport.
The Evolution of a JOB…
| NEED IDENTIFIED
|
Replacement jobs often redefined. No definition to a new need. | No competition |
| WORK ANTICIPATED
|
Discussion leads to decisions on JOB definition | Often job parameters are set based on market feedback |
| JOB REQUISTION WRITTEN AND APPROVED
|
Job Requirements must be defined… expectations creep into the recruitment process | Int candidates often get priority in employment process |
| JOB is “open”
|
Job Requirements are often refined based on market feedback | Int and ext candidates compete for the same jobs |
| JOB is published
|
Job requirements and qualifications define the screening process | MAX competition!! |
The job-seeker must STAND OUT in the “sea of unwashed faces…”
Create an expectation of who you are and what you can do for your next employer by clearly positioning and targeting your collateral materials, both written and verbal. When stating your career objective, clearly state your appropriate work and make an offer of your services.
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