This question is frequently been asked by many people who are looking to pursue a career change. I would say that there is no scientific approach wherein you follow steps from 1-2-3 and bang you have the perfect job in your hands. Job search is like a recipe wherein the ‘desired job’ is the final product while your positioning/uniqueness, process, diligence, firmness, presentation & performance, overall personality and pricing act as vital ingredients for the recipe. You been the chef can only cook or prepare a good recipe if you execute the search skillfully and use the above ingredients appropriately. Let’s check how to effectively use the above ingredients in a savvy job-search so that the odds work in your favor.
Identify the attributes which differentiate you from others. As competition grows day by day, it’s essential for an individual to recognize what makes him unique and what are things he needs to work on. Today’s employer wants to know the capabilities and drawbacks of the aspirant so that he can deduce whether or not to hire him for his organization.
Every customer, even you, when going out in the market are looking for solutions to their problems. You would immediately pick on something that satisfies your current requirement. The same principle is applied to Job Hunting. The prospective employers are assessing their needs and then figuring out which applicant will address them best from the others. And the better you match, higher is your chance of getting a call. Also if you can gauge the employer’s needs and then promote your skills against those requirements, your chances of connecting are higher than when you concentrate only on your abilities without the customizing it for the current scenario.
All said and done on the aspects your resume must portray on the strengths and skills; however nothing is comparable to your actual performance. You must know the art of presentation and how you can prove the employer that you are their Best Man. Show proof of your competencies, deliverables, knowledge and creativity to the prospective employer. Show them a handy proof in terms of a report, newspaper cutting or anything else which clearly demonstrates and depicts your hold on your subject knowledge and ability. You should never leave any opportunity where you can show the employer how you are different and acquires a competitive edge in the market place.
You must be watchful and focused in your job hunting activity. You efforts must be effective in a way that gives highest return on investment. You should be socially active in building your links and communities online so that you can seek advice, introduce and get information from the contacts. Never ask for a job upfront, rather try to get a colleague to help you in this by sending a recommendation which carries a lot of weight and your chances of getting hired also increases. I can be a helpful resource as I myself got through my current position through a friend in the same organization. It really works as it has a backing and ‘OK tested’ kind of proof from the person who has already built credibility in the organization.
Companies today are looking to hire smart people. They not only want credentials but also a person with overall good personality. The way you move, talk, approach a prospective employer etc helps in gaining credibility in your selection, so focus on generating a dialogue, sharing experiences and thoughts and responding to the employer query appropriately.
Compensation is the guideline to where you fit in an organization, how much responsibility/authority you merit. The company has an assigned budget for a particular position and seldom have they gone beyond the limit. In case you prove your self exceptionally good in the interview might force the hiring manager to revisit his budget, however such cases are rare these days. Don’t raise the issue of salary during the interview. Just assure them that if on mutual agreement, you’re a good fit, the financial details can be worked out. And when you talk of salary, frame it in terms of a range, not a single figure. But try to impress upon the employer that you can recoup the expense of bringing you on board through generating business and increasing sales.
Developing trust is very very essential at this point of the job hunt. After a successful connection with a prospective employer, you can develop a trust that can lead to discussions about an employment. Getting to this point requires correct marketing of yourself. And to accomplish this, follow these steps, though putting a distinguishable, unique value proposal is the key to your success. But even after that it takes time for things to click and for employers’ decision to commit to you. So keep up this campaign until you sign the dotted line. I hope that the strategies above will generate better and faster job leads than any other search methods. To your successful job hunt……..cheeers!!!
Frequent movement from one job to another was not in practice sometimes back on account of the recent global slowdown, however, time is changing fast and we might see some really good opportunities coming our way. If you are looking forward to a career change, there could be a possibility that you would like to revisit your resume and want to rectify mistakes committed in the past. It could in the form of frequent job movements, gaps in resume or inexperience in certain fields.
We cannot run from the facts however, they need to be presented in such a fashion that they do not harm our future job prospects.
Finding answers to questions on why would a particular employer hire you or what advantage the organization will have after your recruitment will surely help you to tackle on the above mentioned dilemmas.
Let us check few of the points that needs to be kept in mind while managing and handling such situations.
How To Answer Questions On Frequent Job Changes?
You got your first break after college and down the line in six months time you realised it wasn’t your cup of tea. What would you do? You make a fresh resume and escalate it to every job portal online & consultant in town trying desperately to move out from the current role before getting type casted. You bounce on the first oppurtunity that you get without thinking on the pros and cons and ultimately realise that nothing has changed for you. You are still struggling to keep pace and interest with your new job profile and suddenly you find your self trapped in a confusing situation. I am not saying that these frequent job hopings are on account of job dissatisfaction only however, people also choose to change for salary hikes and higher designations. The situation above, be it for any reason whatsoever reflects instability in your profile. There is a lot of time, effort, energy & resources invested on a candidate once he is hired in an organization. Your value in the employer’s eye is reduced as your frequent job changes tendencies & periods of unemployment might force him to re think on your candidature. If you would have been hiring for your own company, will you prefer to recruit a person whose past records reflects instability. You would definitley not like to take a person whom you train, spend time and then loose to someone else.
The question that arises here is how to handle such situation. If you already have frequent breaks in your career, then try to show how effectively you spent that time. Mention any sort of training, workshops, freelance assignments undertaken by you during that time. Keep yourself updated on the changing market trends. The point I would like to make here is that the employer wants to know that irrespective of your movement what value or knowledge you added or gained in yourself. If the movement was just a mere change then your stint goes un justified. If job jumps is your problem, then try mentioning it together with other experiences, so as to remove focus from it.
How To Handle Questions Related To Gap In Employment?
So the question pondering in your mind is how to justify a long holiday break, or break on account of some family problem or finding explanations behind your sabbatical. This would involve a serious re work on your resume format where you don’t mention organization name, dates etc so that majority of focus is on your key responsibilities and deliverables. Mention your achievements, positives in the role and how you were able to solve critical problems in the organization. Use your covering letter as a tool to explain the reason behind the break and what you did when you were not working.
Here the employer wants to know that inspite of the gap in the employment of an individual what all he has learnt and retained from his previous assignments which can be beneficial for his organization. Your gap in employment will help him to negotiate and bring you ona lesser salary package than budgeted. So for him your recruitment can result in overall cost reduction for his process.
I Got Laid Off. It Wasn’t My Fault!
Are you still struggling to get a decent job that can match your skills? The recent economic turmoil caused a great deal of upheaval in people’s careers. It is best to be honest if you are among those who got retrenched. You need not mention it in the resume but talk about it during the interview, if asked. In the CV, talk about your projects, achievements, cost-saving initiatives, new processes defined, awards won, teams managed etc. The employers today understand that the majority of talent lost their jobs on account of the global slow down however, this has also lead to a series of initiatives taken by those organizations who were not hit by this turmoil. The people whom they can’t afford yesterday are employees of today. Don’t worry if you are worthy enough there is a seat vacant in an organization waiting to be occupied by you.
How do I Get A Break, I am A Fresher?
The only drawback a fresher experiences is in terms of his industry interface. A fresher normally finds herself/himself without a solid foundation on which to build a winning resume. Here are some tips to use while writing your resume/CV.
Do I Need Specialization or Degree?
Not necessary, however important. At some point in your career you will realize that even if you are an expert, for climbing the next step you will definitely require a professioinal degree. I have seen many people cribbing after 10-15 years of experience on the issue of stagnation and less future growth oppurtunities. It is possible to get a job without a degree, but as you progress, it is the most important requirement for a fast-paced career growth. If you are short on laurels, then stress on the practical training you have received over the years. If you are studying for a degree, then mention it under academic qualifications. Never hesitate to send your resume because of the lack of a degree. If you are competent and right for the job, you will be hired anyway. But still I would like you to join a part time course or any reputed institute which can provide you with a degree.
Preparation for an interview is of utmost importance as it maximises your chances of success. This preparation includes how you talk, how you face the interviewer, how you dress and, last but not the least, what you need to carry for the interview. In addition to a list of questions you want to ask and a pen and notepad you should also bring duplicate copies of anything else that you may need to provide to the interviewer.
When booking the interview, ask if there is anything specific you should bring with you (normally references is the only requirement). But if you are applying for a driving job, a driver’s abstract may be required or if you are applying as a writer you may be asked to bring in a sample of your work.
Make sure to write down the requested items to bring and make duplicates. If more than one person is going to interview you, bring one for each of them and then one more. This show forethought and preparedness. You also don’t want to make your interviewer look bad by not being prepared if they forgot or lost your resume. Let them know that you brought an extra copy for them and hand it over. Chances are this won’t happen, but won’t you be happy if it does and you are prepared? By brining more copies than are required, you can provide your extra copy to the other interviewers so they are not all huddled around the one copy of your writing portfolio or resume.
Your work portfolio: If you are in a creative profile, presenting your portfolio is as important as the way you present yourself. Do not carry the entire catalogue of what you have done; only choose your best work. Also, upload your work and share the link for future reference.
Client testimonials: In many sectors, especially where you deal with clients, testimonials or recommendation letters are essential as it certifies and thereby recommends you to the potential recruiters. Even if you are not asked to bring references to the interview, take the time to type out and print copies anyway. If the interview went well you are sure to be asked for them and this again, shows that you think ahead and make the necessary preparations. Do not show up without any special documents that were specifically requested of you, if you do not think you can obtain them in the timeframe given be sure to let the person know before you arrive for the interview.
If you are just out of college, you can carry college awards, teachers’ recommendations and reference letters, although never talk about all this before you are asked for it. But the golden rule is not to carry too much and make yourself look silly in the first interview. Rather, speak smartly and be frank about the fact that you are a fresher, underlining your eagerness to learn. In addition to all this, do not forget to wear your smile and carry your confidence -these are the essentials that would finally make you click in the interview.
There is a difference between telling a story highlighting the positive to make you sound better and lying to the interviewer. It is rare for a company to not conduct reference check these days so don’t say anything that can not be verified by your boss or other references that you provide.
There are many ways to get into trouble during an interview and lying is the most severe. Common fibs that are told include educational degrees that you do not hold, saying that you are a manager when really you are a team lead and taking credit for a project that was completed by a coworker. All of these things can make you sound good at the time of the interview, but what if the interviewer talks to your boss about the stellar project you ran for the company when it really wasn’t you. Your boss is not going to lie for you and if you were in the running for the job, you won’t be anymore.
The best way to handle these scenarios is to tell the truth but put you in the best light. Maybe you were a part of the project, instead tell the interviewer the part you played and share the success of the project as a whole. An employee that can recognize and share in the success in others is preferable to one who doesn’t tell the truth or wants all of the credit for themselves.
This does not mean that you have to share all anything that doesn’t put you in a positive position though. The key is to be honest and only bring up examples that are going to highlight your talents and work history in the best possible way. Don’t claim or state anything that cannot be backed up by your references.
In this tough economic environment it becomes vital for HR Managers to set clear goals and expectations for their employees; and provide them with appropriate feedback. Hence, there is a need for employee involvement and a creative appraisal system to be introduced by the HR department.
This year the global economic meltdown that affected almost every industry, forced HR managers to be creative and make some major amendments in their policies. Even the performance appraisal systems were restructured and rewritten.
In today’s stressful economy, HR managers have a major responsibility in handling the annual appraisal system. When everyone’s worried about what the future holds, it’s very difficult to discuss employee expectations for the upcoming year. It’s a challenge for many HR Managers to devise a methodology to be adopted during these tough times and to keep employees motivated and engaged for the forthcoming year. With several companies resorting to measures like retrenchment, pay cuts, etc., many employees feel that appraisals, this year, may not hold any significance.
Therefore, one significant question that needs to be addressed by HR Managers is how to conduct and execute robust appraisal system during these turbulent times and more importantly, how can employees derive learnings out of it and add value to the process, irrespective of what the future of the turbulent economy holds?
Some of the ways in which we as HR managers can tackle such situations are mentioned below:
Performance appraisal is important at all times, but becomes even more important during tough times. With the growing level of uncertainty and anxiety, the need for effective communication with employees becomes vital as does ongoing feedback. Communication minimizes rumors, which if not managed properly, can lead to grave consequences. The HR need to share with employees of his/her strengths and also jot down employee contribution. Non-performers need to be told exactly where they are lacking and should be given timelines to improve on their performance.
Many employees feel that the economic situation should not be a deterrent to the performance management system of any organization. A performance appraisal is a critical aspect of any employee’s career growth. As an HR Manager you should take it very seriously and it’s an effective tool for career planning. An appraisal process should provide a clear understanding of the employee’s and the company’s expectations from the Human Resource department, tasks that the HR is doing well and areas where it needs some improvement and a clear path for growth in the current assignments and beyond.
Though the situation is not good, employees still expect the same methodology of appraisals to be adopted even if the rewards and upgrades may be few and far between. The employees expect the organization to be as honest as possible and let them know of its true financial health and how much it has been affected by the global meltdown.
What is it that can make an appraisal valuable for the employee and the employer? Contrary to popular belief, an employee’s contribution can go a long way in making an appraisal valuable at all times. The HR Manager must ensure that his/her employees and their managers are in alignment to the goals and expectations. The measurement criteria and key milestones should be clear, well understood and agreed to, by both the parties. Moreover, the HR Manager must share feedback regarding the employee to make him understand his/her skill sets better and to further develop his/her capabilities. The employee should also be open to learning additional skills to add more value to the organization. An employee should be open to feedback and ask for help, in case needed, to improve the gaps in performance. This will help & add value to the process.
It is very essential for employees to have faith in their respective managers. Since employees lead the shop floor, their inputs on improvements in processes, suggestions on better cost management, increasing productivity and understanding their frustrations and personal challenges can all help the HR Manager to keep their morale high and increase profitability.
The employee by being honest about their aspirations and asking questions about what more they need to do at this critical juncture, can contribute to the appraisal process and make it more valuable. There is a lot pressure on the Human Resource department & organizations to conduct effective appraisals that keep employees motivated when times are tough. But, with a little effort from the employee’s side, the whole process can be made more valuable and great results could be expected. Proper communication must be ensured by the HR Managers so that employees are aware of the situation and they have faith in the management.
Employees want to have the ‘Best Job in the World’? As a responsible HR Manager there’ no reason why we can’t make the jobs of our workforce the ‘Best in the World’. Here’s how the Human Resource department can add value and definitely can do about making people love what they do.
Making the Job Right:
The first step that must be taken by an HR Manager is to find a job that matches the employees skills, interests and values. The second is taking control of the job description, to whatever extent possible and appropriate. As organizations change, jobs can evolve. As time in the job wears on, employees who are in tune with the organization’s needs, can volunteer for tasks that align with their interests and skills, and move out of roles that are less enjoyable. In order to have the best job, employees need to excel at their job. Proactively taking initiatives and challenges, continuously learning, thinking out-of-the-box and performing with focus and commitment makes the job truly incredible.
Creating the Dream Job:
HR Managers have a huge role to play in helping individuals attain their ‘dream jobs’. An HR Manager plays a very important role in creating the best job for an employee, mainly by providing an atmosphere for learning, creating a work place that the employee likes to work in and a work environment that rewards and recognizes employee performance. It starts with a strong ‘onboarding’ process, where the HR Manager effectively shares the organisation’s vision and mission and explains its goals clearly. This ensures that a new employee feels welcome, is charged up and hits the ground running with clear direction.
Role of HR in creating the ‘Best Job’: