When one finds themselves in search for their next employment opportunity, (whether because the job they were in has been terminated, or because they are not happy in the job they are doing), they are in a competitive landscape. On one side of the competition is a hiring organization, with a perceived role to fill.  While it would be great to think that the hiring company knows exactly what they are looking for in the person they want and need to hire, that often is not the case. The hiring company can have a “wish list” of what they are seeking in a candidate. They often will refer to company job descriptions of what the individual filling the role should possess. However, that is often put together by professionals who have never even done the job role itself, such as human resource personnel.  

Another part of the “competition,” is those also in search looking for a similar role. Many years ago, the job search application process was more of a “local competition.” Unless one was looking to relocate to a new city or state, their job target companies were in a geographic location that was within commuting distance of their home. Additionally, often “job openings” were only known through the local newspaper, or through “help wanted” signs if a business was small enough in size. Now one’s competition comes at them from all directions. Online computer postings and jobs which can be done “virtually” attract candidates from out of state, or even from other countries. The application process, while tedious to complete, is easier than going to the company’s office and filling out the application. One that has not had to search in a long time, will often start out by completing dozens or even hundreds of applications out at online sites. And, often the refrain I will hear from them is, “I never heard a thing from any of those jobs to which I applied.”

Add in additional factors such as computers screening resumes of those that have applied to identify “the best candidates,” (with “best” actually meaning a machine determining that your resume appears to match much of what has been asked for in the job description posting), to job searchers using Artificial Intelligence tools to write their resume, and you quickly have a process that gets “out of control.” And, while the search process will NEVER be an easy one, here are some thoughts one can do to get the process back under control for themselves.

1)   While if I asked many a job searcher what is the goal of their search, they would likely say “Get a Job!” I would correct them and say that, “No, their goal is to get interviews.” How many interviews? As many as they can. Because, one wants to remember the axiom, “For every 10 job opportunities you may have 5 of them will fall away quickly through no fault of the job searcher.” Why do the opportunities fall away. The company pulls the funding for the position. There is an inside candidate. They decide to hire a relative of an executive who puts their influence over the job. So, again, the first step in the process is to line up as many interviews as possible.

So, look to reach out to those with whom you have worked with in the past. Keep your Linked In network current and up to date. Identify professional associations of which you can not only be a part, but actively participate in their meetings and activities. And, be open to the reality that anyone you know is a possible candidate to help in your search, even if they do not work in the same line of work as you. They may know of roles in their company in your discipline, or others who do your line of work.  

3)    Be able to speak to those items that you accomplished in past job roles. Do not just identify your past jobs through the skills you used. Be able to elaborate on how those skills helped to address challenges the place you were working was facing, how you and those you worked with addressed those challenges, and the positive outcomes from your work. Companies hire you for your ability to address the challenges that they have. Showing past experiences and sharing stories of how you have already faced those challenges move along your candidacy.

4)    Closely connected with those past work accomplishments is knowing the skills you possess. More than that, understand how those skills are “transferable” to their company and industry. Some of learning about what may be transferable can come from research of their industry and what is sought in that industry. Conversations with those in the industry and how they work and the skills they use will also help one to understand how their skills are transferable to another industry or company.

5.)    Finally, most of all realize that while you are seeking your next opportunity, and you are prepared to answer interview questions that hiring companies may have for you, prepare your own list of questions. What are the challenges their business is facing? What is their company looking to accomplish in the next 3 to 6 months? How is the role they have posted meant to address their upcoming challenges? This allows you to get a sense of how to share what you have learned about yourself in preparing for your search, to show them how you are a great candidate for their company.

Good job market or difficult job market, new “technologies and support tools” in the process or not, the fundamentals of the job search truly do stay the same. A key to remember is this. As long as the job search process is people hiring people, how those individuals relate to each other, connect with each other, and work well together within a company culture, the need to be able to connect as human beings is still the number one item in the hiring process. Following some of the tried-and-true approaches will benefit one in search in any job market.

December 2023 - Closing Thoughts