EVENTS

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Your “Digital Footprint”

Compass-seaLHow can one accomplish this critical element of your Personal Marketing Plan, your ‘digital footprint?’  Use the time you spend on LinkedIn to address your two critical tasks:

1.   Task #1 is to keep your profile as a dynamic reflection of what you learn from your networking experience, tweaking your way to better search page results.  This is worth more time in the beginning of your career transition, but regular time throughout.

2.   Task#2 is to be interactive by participating in appropriate Group discussions, ‘like-ing’ comments of your choice, private messaging the writers of those comments as potential new contacts, following targeted Companies, and regularly ‘updating your network by ‘share-ing’ articles or posting brief ‘white papers’ than express your knowledge and expertise.

TASK#1: Your Profile

Your LinkedIn Profile can be your optimal DIGITAL aid to networking.  You can ‘design’ your Profile to draw interested parties TO YOU… this is called a ‘pull marketing’ effort and is heavily dependent on your search engine optimization (SEO) score.  This is an over-simplification, but the name of that game is to find creative ways to stack your keywords, using every allowable boundary of LinkedIn.

The challenge is to create this heavy barrage of keywords in a less than obvious manner, so that your Profile is still reader-friendly to those potential contacts, recruiters, or hiring authorities.

On the other hand, you may elect to use your Profile to get your story out to potential interested contacts, recruiters, or hiring authorities.  This would be utilizing a ‘push marketing’ design and would integrate a more narrative approach, with all due grammar in place…making it much more reader-friendly.

The challenge is to create such a narrative ‘storyline’ which has sufficiently high SEO score to rank you in the first several pages of a keyword search, AND…

…AND narrative enough to be appealing to the actual reader of your profile.

I encourage the Candidates that I serve to get the best of BOTH marketing approaches—both push and pull marketing strategies.  Remember, the LinkedIn search algorithm looks for your activity level FIRST and your SEO score SECOND (a close second)… so let your desired results be your guide.

While your page will detail your work history, don’t assume you can copy and paste your resume and be done with it. Your profile page should reflect your professional interests, passions, and ambitions at this point in your career.

It’s not a mistake to start with cutting and pasting from your resume.   It becomes the core of this high tech, written ‘personal marketing’ collateral. But then edit your storyline and put personality back in to it.

TASK#2: Developing YOUR Network

Goal: Continue to gain benefits from your social network — without making it your full-time job.  Don’t expect that you can post something (TASK#1) one time and get ongoing benefits.    Rather, you’ll need to continually update and refine your profile and your network. The most obvious way to do this is to add new contacts.

When I come home from a conference, for example, I go through the business cards I’ve collected to see who’s on LinkedIn.

Adding new contacts, sometimes from outside your immediate field or industry, is also a subtly persuasive way to sell yourself by letting others see how far your professional sphere extends.

I encourage job seekers to reach out to contacts even when you don’t have a business concern.  I try to touch base with a few contacts every week for no other reason than to check in and see how things are going.

TASK#3: Job Lead Development

 

 

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Your Personal Marketing Plan: A CAREER Strategy

Your Career CompassWhile involved in ‘the challenging waters’ of career transition, the same chaotic, jobless, trying times are very productive times. Don’t waste them by floundering with lack of focus and direction, falling into the dark, depressive attitude of distractions and, worst of all, inaction…

When we are employed, we tend to function under the guidance of our employer’s business plan, or, more specifically, our job description. Our ‘routine’ is defined by:

  • Personal accountability to a labyrinth of responsibilities, some structured— some not structured at all—but all contributing to productive work activities… 
  • We create productivity and efficiency with our sense of time management…
  • And as ‘top talent’ professionals, we often take initiative, make process improvements, and contribute to the Company’s growth.

    THIS WEEK’s Session, Thursday, June 23rd: Developing your Personal Marketing Plan… being prepared for a productive and efficient job search.

Pilot OnboardSo, why not recreate all that with OUR OWN PLAN, a Personal Marketing Plan, to move toward job satisfaction, commitment, and appropriate compensation, for the rest of our careers… including any current, short term job search?   But, before looking at what such a Personal Marketing Plan would look like, you should review the PREPARATION Portion of the 12-step Process Model.

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!

And, employed or not, Modify and improve your Personal Market Plan’s implementation model as needed… As you move through your career transition or ‘job search campaign,’ make adjustments as you would a business model.

Personal Marketing is a contact sport.

Following the first three steps, it may feel like you’re ready to take on the job market… but, THE Careerpilot encourages you to be totally prepared before you do.

4)  “Coaching” Your Chosen REFERENCES…  It is essential that you make certain that persons you use as a reference will respond in a positive manner. A good rule of thumb is to select four to six references, including supervisors, indirect supervisors, customers, peers, and possibly someone of stature in your profession.

Contact every person you are using for a reference, get their permission, discuss what type of position you are targeting, and send them a copy of your ‘market-ready’ resume template. There are times when you can actually negotiate what you want them to say.

Practice your networking skills while you validate your RESUME TEMPLATE, tweaking as appropriate based on feedback from those that know and respect you.

 5)  BRANDING YOURSELF In The Marketplace… Your “market-tested” RESUME TEMPLATE can now serve as the basis of your correspondence templates. Become familiar with the AUTO TEXT and MAIL MERGE applications within MS Word to create efficiency in the editing of your templates to meet the needs of specific opportunities that you are marketing yourself to.

Now it is REALLY beginning to feel like YOU are market-ready… but, THE Careerpilot encourages you to be totally prepared before you do. Let’s not forget to be prepared for the digital face of the job market…

 6)  INITIAL RESEARCH:  To Create Focus… Make a concerted effort to research trends and target organizations of geographies, industries, and functions that interest you. Access market research reports, the Internet, your own network… start with the resources with which you are already comfortable. Develop your research awareness and abilities.

7) Begin to assemble your INITIAL Target Organization List…  Start your list of companies and industries that are attractive to you. Your targets are companies that utilize the functionality and RESULTS that you can bring to the table. A great start is to consider industrial trends in the marketplace that point to an organization’s need for your services.

 8) INITIAL CONTACTS List… Make a list of coworkers, bosses, customers, suppliers, associates, external consultants, etc. Make a SINGLE list of family, extended family, friends, relatives of friends, neighbors, people you know from special interest groups like bowling or bridge, church contacts, former classmates or alumni, and professionals like your doctor, dentist, or hair stylist.

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“Drown-proofing” Your Resume

Your Career CompassMany job seekers feel “swamped,” like being pitched overboard from their boats in the challenging waters of career transition.  When they lose their job, they realize that they have not provided themselves with the appropriate life preserver.  In today’s digital world of recruitment, the traditional approaches to job search seem to provide more opportunities to drown, than to survive and thrive…

Many job applicants and resumes must first survive the applicant tracking system (ATS) before a live person even looks at them.  Even experienced and strong swimmers know to wear their life jackets in challenging waters.

Next week’s session: Thursday, June 23rd… Developing Your Personal Marketing Plan (PMP) BEING prepared for a productive and efficient job search.

Pilot OnboardIn “Embracing the OTHER Job Market,” we learn to be aware of our surroundings in the challenging waters of career transition.  We learn to provide ourselves with supportive career strategies to avoid the “black hole” of Internet job and resume banks… So, to come back on point, job seekers need to find out how to get your resume ranked highly within applicant tracking systems, so that it can then go on to the real human beings who will call you for interviews.

An ATS is a type of software application that handles the recruitment process, namely by sorting through thousands of resumes, to determine which ones are the best fit for the positions for which they were submitted. Applicant tracking systems do not process your resume so differently from recruiters glancing at your resume, as both are looking for certain criteria for inclusion. Whereas human recruiters are often looking for grounds for automatic rejection, such as spelling errors or lack of relevant skills, applicant tracking systems operate by searching resumes for keywords.

USER-friendly applicant tracking systems…

Applicant tracking systems help employers save time and paper and help them stay organized. Without them, recruiters would have to spend much more time filing and shredding papers or moving and deleting emails. With applicant tracking systems, there is no risk of an employer accidentally deleting the email containing the resume of the applicant the company wants to hire. An ATS also makes it easy for employers to keep tabs on the hiring process and to communicate with applicants directly.

Applicant tracking systems were first used by large corporations that receive thousands of applications, but smaller businesses are now also using them. Just as companies use software applications and other dashboards to keep track of relevant information on their customers, using similar software to organize information on prospective employees makes sense for employers of all sizes.

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Embracing The OTHER Job Market

Your Career CompassIn 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

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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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THIS WEEK’s Event: CLOSING THE DEAL I-Interview STRATEGIES…Thursday, May 12th@ 8:45AM at The Egg and I Restaurant

Please SHARE THIS POST with your network.

Thursday, May 12th, we will focus on Interview concepts and strategies, including MoneySpeak and interviewing–including a PRE-Offer Negotiation Approach.  This stuff is worth your practice time in anticipation of that terrific offer you’ll get!

We meet at The Egg and I Restaurant (NW Quadrant of Arapaho and Montfort) in Addison.  Come prepared to work on YOUR most difficult or challenging interview issues.

As it is important to be prepared for pre-mature discussion of salary…

“He who mentions money FIRST, loses!”

When an offer is extended to you, you should feel prepared to respond appropriately AND consider optimizing the package offered.

Who should attend?

  1. Those who want to perform more effectively in actual interviews–get to the offer!
  2. Those seeking a systematic, focused, more predictable way to conduct any interview and discussion of salary;
  3. “Regulars” who need a ‘booster shot.’… and bring a guest;
  4. New Comers and tire kickers… this is a great session with which to supplement your job search effectiveness!

← Back

Thank you for your response. ✨

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Networking Wave#2: Targeting Attractive Organizations

Your Career CompassTurning Opportunities In To Interviews… This topic represents what most people call ‘active job search, but, as you can learn, the HOW –TO is what creates your success in networking. It professes strategies and tactics that will generate more effective networking.  In your ‘first wave’ of networking you had the opportunity to:

  1. Reconnect with people you already know or have cause to know…
  2. In a non-threatening environment, confirm your positioning and get valuable input to your assessment and objective setting…
  3. Broaden your networking base, and gaining confidence in the process–a neat by-product that will serve you well for the rest of your career…
  4. Identify attractive opportunities, and targeted organization!

Thursday, May 5th… Turning Opportunities into INTERVIEWS:  Representing your ‘second wave’ of networking IN TO an organization

Pilot OnboardYou’ll be the first to know when you’re ready for ‘wave 2’ of networking… which, simply put, is networking your way in to attractive opportunities.  You will focus your activity and time management to the business of creating INTERACTIVE COMMUNICATION with employees, customers, and vendors–the “stakeholders”– within and surrounding any targeted organization.

THE BASICS

So what are those basics that will allow you to effectively network to identify appropriate opportunities, and then secure the requisite INTERVIEWS in order to “close the deal?”

  1. Practice your two minute drill every chance you get…. it’s the fundamental building material of your communication strategy–your verbal collaterals!
  2. Practice your exit and qualification statements… most all potential employers and networking contacts will want to know your current situation and why you are available.
  3. Practice answering both common and tough questions… including pre-offer negotiation tactics. The most asked question during career transition is, “Tell me about yourself.” Appropriate use of your two-minute drill and related verbal strategies, your “verbal collaterals,” is a key ingredient to personal salesmanship…
  • A verbal resume… A tightly focused, upbeat telling of “your story” told in a high impact two minute format. With practice, can be easily personalized to your listener.
  • An “elevator pitch”… A succinct summary of your qualifications for a specifically positioned function or opportunity. With practice, can become quite spontaneous.
  • A qualification statement that can be used in introducing yourself

Let’s not forget a couple of additional ‘collaterals’ that will help you round out your ability to ‘get the word out’ and serve as evidence of your qualifications.

  1. Brag bytes… Wordcraft various collections of words, phrases and sentences to capture memorable moments or accomplishments–the best you have to offer. “…saved 80% cost-perhire…” Used in MSWord, ‘Quick Parts’ can be quite efficient when building high impact correspondence as well.
  2. Personal Portfolio… Your collection of certificates, examples of work, reference letters, etc that can bring life and interest (not to mention PROOF) to your story.

RESEARCHING TARGET Organizations and Attractive Positions

Step six in our 12-step Process, first level research will help you to identify attractive trends and targeted companies.  But, in THIS context, I suggest digging a bit deeper in order to help secure an interview… Learn as much as possible about the company, the potential opportunity, and the hiring authority–the person who has the budget authority to hire you. This is usually your next boss, but could be even higher in the chain of command.

Your research goals ought to include developing information about the company’s products, people, organizational structure, successes (and failures), profits (and losses), capital spending, strategic plans, philosophy and labor climate. Showing your knowledge of some of this information can give you added credibility over other candidates networking to, and actually interviewing for the job.

  • Research the company web site, looking for information relative to your function and level… a company’s financial and annual reports can provide clues to their stability and market share. Don’t forget directories, trade journals, the “business press,” and databases of articles and other news.
  • As part of your ‘second wave of networking,’ ask a friendly recruiter, business acquaintance or stockbroker what they know about the company… and by extension, call people with whom you have networked and ask what they know about the company
  • Check with the local Chamber of Commerce or Better Business Bureau.
  • Call the company directly; request a sales brochure, annual report or other company information. Companies have to market themselves, too, you know!

Telephone and Networking Skills

On a scale of passive to assertive => to aggressive, let’s take a look at how we could communicate direct to contacts in and surrounding a targeted organization…

Email…safe, but too easy to be deleted before a relationship is established. Requires follow-up.

LETTER of introduction… also safe, but read more often. Paves the way for a first call to a referral… creates dialog. Requires phone follow-up.

Phone call…direct… often a cold call… requires risk. Establishes contact, interaction and, worst case, VISIBILITY.

There’s only two reasons to be on the phone during active job search…

  1. Reconnecting with valid contacts, seeking their advice and information, sharing your communication strategy, and seeking referral activity…
  2. Securing actual interviews

Cover NOTE and resume… Rather than mindlessly applying to countless jobs, playing the numbers game; develop your networking style to motivate a person to request your resume.  When requested, resume gets read more often. Establishes relationship. Requires follow-through. Face2face office visit!

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Launching and SUSTAINING An Effective Job Search

Your Career CompassAs a contact sport, networking is about interaction between sender and receiver, buyer and seller… job seeker and potential employers. The great news is that you get to start from YOUR ‘sweet spot’ or middle ground where all this interaction occurs the easiest!

Thursday, April 28th… Implementation of your PMP:  Are you conducting an efficient and productive job search?  A good session to start or refresh your efforts!

In your “first wave,” you should start with people that you already know or have some connection to. If your ‘natural network’ doesn’t have a regular meeting—most do not, by their very diverse nature—groups of like-minded people are easy to identify and attend.

As you begin to reach out and broaden your ‘sweet spot,’ be selective in your attempt to create a supportive ‘community’ grouping close to your targeted marketplace.  Networking within your targeted marketplace, your unique, job search ‘community’ should play a critical role in your Personal Marketing strategies. It is an easy means to getting the word out about your business to people who may purchase and influence others to purchase your service or goods.

** Note:   But just as with any other job search activity, we get what we put into it.

Pilot OnboardThat being said, local networking events are seeing record turnouts lately, a sign that leads us to believe the networking is paying off. A Local Networking Group is any organization, which meets on a regular basis, to share and receive referrals and leads. Examples of formal Local Networking groups for small and medium sized business include: BNI (Business Networking International), Merchants’ Associations, Chambers of Commerce, and Business Associations.

Some of the largest local organizations devoted to supporting job seeker efforts are  Frisco Connect, Cathedral of Hope, the Southlake Group, Watermark Church… to name just a few. Many are associated with church support organizations… but are completely nondenominational in their approach, operation and outreach.

WHAT to start with if you have a huge personal contact network to start with… great! Start by prioritizing your list into three sub categories… Seasoned networkers with terrific phone and interview skills will undoubtedly start their networking efforts at the “B” and “SEE” list levels… but for the ‘normal’ job seeker this represents pre-mature activity.

Use the earlier preparation steps, practice time, and your first several ‘baby steps’ to develop your effectiveness BEFORE having to perform for your best contacts. “Don’t shoot yourself in the foot.” Further, try to avoid the temptation to respond to your sense of urgency in securing your next employment, with lack of adequate preparation and planning— the first seven steps—don’t be guilty of… “Ready… FIRE… Aim” It is as easy as a-b-c…

YOUR DISTRIBUTION NETWORK

Steps six and seven of our 12-step Process M.A.P., initial research and pulling together your initial contact list are in place to create focus to your efforts… What are the trends in the market that are attractive to you, and which target organizations are most needy of your value proposition?

Your evolving contact list will take you through the A-B-C’s of networking and the development of your distribution channels…

  1. Start with people you already know or have reason to “should know,” as they are the most likely to be receptive to your initial efforts.
  2. As you develop your network, identify key bridge contacts that can give you specific information or introduce you to key decision-makers and hiring authorities.
  3. Critical to your success is building relationships with people who can influence your hiring. This ‘must see’ list of influential contacts and hiring authorities is the epicenter of your job search campaign!
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So… why PLAN?

Your Career CompassYour Personal Marketing Plan: A CAREER Strategy

While involved in ‘the challenging waters’ of career transition, the same chaotic, jobless, trying times are very productive times. Don’t waste them by floundering with lack of focus and direction, falling into the dark, depressive attitude of distractions and, worst of all, inaction…

Thursday, April 14th… Developing Your Personal Marketing Plan (PMP): Are you prepared for a productive job search???

 

When we are employed, we tend to function under the guidance of our employer’s business plan, or, more specifically, our job description. Our ‘routine’ is defined by:Pilot Onboard

  • Personal accountability to a labyrinth of responsibilities, some structured— some not structured at all—but all contributing to productive work activities… 
  •  We create productivity and efficiency with our sense of time management…
  • And as ‘top talent’ professionals, we often take initiative, make process improvements, and contribute to the Company’s growth.

So, why not recreate all that with OUR OWN PLAN, a Personal Marketing Plan, to move toward job satisfaction, commitment, and appropriate compensation, for the rest of our careers… including any current, short term job search?

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!

And, employed or not, Modify and improve your Personal Market Plan’s implementation model as needed… As you move through your career transition or ‘job search campaign,’ make adjustments as you would a business model.

Personal Marketing is a contact sport.

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FULLY Utilizing Your “Communication Strategy”

Pilot OnboardYour work in Achieving CareerFIT led you to the determination of your career objective… Exactly what is the best next step for you in your career transition?  It also suggested strongly that you set your straw-man offer criteria to guide you in moving forward…Knowing what your next right employment  is.

This will help focus your actual search. With clarity in your positioning and targeting goals, you can write a great resume to convey “your story.”

 

Thursday, March 31st… Developing In-sync Personal Marketing Collateral Materials.  Learn to integrate your communication strategy with your resume and other written, as well as verbal, approaches.

Your Personal Market Collaterals…

WRITTEN COLLATERAL… 

  1. A GREAT Resume that positions you clearly as a terrific FIT with your career objectives… and in today’s technologies, a database-friendly, asci version;
  2. A correspondence template package that consistently carries your communication strategy, your message… and in today’s technologies, a reformatted, text only version of your resume ready for email needs;
  3. A high impact, personal biography and/or NETWORKING PROFILE that you can lead with in your referral based networking strategies.
  4. A clear and complete LinkedIn Profile, one that is based on your communication strategy and in synch with your other written collaterals.

VERBAL COLLATERAL… 

  1. A well rehearsed “two minute commercial,” your answer to the most asked question during career transition, “Tell me about yourself.”
  2. Several, well though out, “elevator speeches,” examples that support your primary, positioning, key words. These are usually your representative accomplishments under the SUMMARY of your resume. (30 seconds to 1 minute)
  3. A succinct “qualification statement” that you can use as an introduction at networking events. (usually 20 – 30 seconds)
  4. An “exit statement” which explains your availability, to address the second most asked question during career transition.

Having your collaterals prepared and rehearsed prior to active personal marketing is central to your success and builds confidence.

Consistency in the delivery of your message is what creates memory… and frequency of your message helps you get there… strive for top-of-mind awareness where it relates to your candidacy.

Your personal marketing COMMUNICATION STRATEGY, your story, must be built around keywords and phrases that best describe your unique value proposition. These words come from your concerted self-assessment process. The challenge is matching the words that best describe your next right employment with the words that best describe a potential new employer’s needs.

A communication strategy that does not achieve that is doomed to otherwise controllable difficulties—and, worst…failure. So, understand that getting recruited involves two distinct elements…

  • Being screened for meeting a JOB’s requirements… a subjective process created by the potential employers of the marketplace. They set the bar HIGH, defined by functional experience, skill set, and knowledge standards so they don’t have to interview every JOB applicant.
  • Being selected by the hiring authority… another subjective process which now involves their assessment of a job-seeker’s FIT with their needs, including personality, work habits, and other ‘cultural’ standards. They cannot hire all qualified candidates. They must choose.

A job-seeker, then, can give themselves choices when they choose to embrace the OTHER Job Market. They improve their probability of success by nearly eliminating the pre-mature screening and rejection process.

Instead, the SMART job-seeker chooses to build relationships with potential employers first, researching attractive trends and targeted organizations in order to maximize probability of success, avoiding the HR-driven screening process to identify appropriate opportunities for securing their next right employment.

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Learn to Embrace The OTHER Job Market

Your Career Compass

 

In every marketplace, there are buyers and sellers.  In the traditional job market, the one that our Department of Labor measures for us, job seekers are the sellers and their potential employers are the buyers.  The commodity is productive work and the competition is fierce.

Thursday, March 17th… Embracing The OTHER Job Market… This is the overview session that introduces the entire 12-step Career Transition Process.

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It doesn’t matter if you are an operations manager, an internal HR professional, senior finance executive, or a key player on the IT team—ANY experienced and valued professional job seeker—ALL want to become a valued partner in the business of their next employer.

Everyone wants a voice in strategic decisions and to be included in ‘the conversation.’ To truly be included, you need to be invited. And you will only be invited if you are seen as absolutely essential to the TEAM.  Remember, team player and team leader CAN BE interchangeable terms.

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. 

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, 3rd -party consultants, retirees, PTers, 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.