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EMBRACING THE "OTHER JOB
MARKET"
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.
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.
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The JOB Market |
The OTHER Job Market |
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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.
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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. |
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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. |
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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. |
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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. |
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Recruitment
process subject to scrutiny
of regulation and political correctness. |
Often
selection process has occurred before active recruitment
has been fully engaged. |
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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.
At the core of effective career transition activity is a
sense of focus and direction, represented by an individual’s Personal Market
Plan. To be efficient, it is to anyone’s advantage to fully utilize available
technical resources in all phases of career transition:
- Assessment...
Many of the widely used psychological profiles are
available within web-based applications, skills and experience can be recorded
within a spreadsheet to identify key competencies… but there seems to be no
replacement for the interaction with that experienced and knowledgeable,
human sounding board, the Career Consultant.
Resume Building…
Certainly
it is easy to accept the time management that word processing allows… but the
multitude of career decisions that come in to play in order to develop a high
quality resume is beyond the artificial intelligence available in today’s
technology. Within MS Word, for example, applications of AUTO TEXT and MAIL
MERGE can be significant boosts to your efficient use of time.
Getting to know ones-self through resume development is an
irreplaceable portion of the process.
Networking development...
Technology
can help us broaden, speed up and dig deeper in the information gathering,
"keyword matching" and identification of traditional marketplace opportunities
(in the published market)… There is no proven replacement for the
person-to-person interactions prerequisite to effective recruitment and
selection activity. This HIGH TOUCH reality can be enhanced through skilled
use of the HIGH TECH tools and resources. One such example are the
electronic networking communities, such as
www.linkedin.com
Interview and selection...
It
has been said that the best "FIT" is one that both sides can feel. We
can reproduce much of human interaction using audio, visual and other
electronic means: teleconferencing and video-conferencing can save a lot of
time and expense. However, with much the same impact as personal networking,
the multitude of subjective decision making and assessment is best done
person-to-person.
Job and Career SATISFACTION...
The acid test ! IS there a HIGH TECH way to
experience this desired feeling? Which leads us to my simple point:
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Put technology to work for you in leveraging your time and
efforts in the implementation of your Personal Market Plan… but never let it replace
the High TOUCH necessary to assure your career continuity goals.
Networking is a contact sport!
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Bob Maher, CMF... The Careerpilot
Bob created his online
presence, www.careerpilot.com, in 1994. He has over
twenty years of successful experience in Corporate Recruitment, performance
management and Career Management Services. He is an entrepreneur and
innovator in the use of information technology in the recruitment and employment
process. On the Founder's Council of the Association of Career
Professionals - International and quite active in their Professional
Development, Technology and Chapter Growth initiatives--a frequent speaker at
industry conferences and seminars. Awarded the prestigious "LIFE
ACHIEVEMENT AWARD" in 2006.
Homeport|Resources|Colleague's Corner|About
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Next
Workshop...
Career FITness
@ North Dallas Chamber of Commerce Office
( 1 blk south of
Preston & Royal)
DATE to be announced
Presented by
MAHER Associates...
>>
Click HERE <<
for registration
information
Embracing The OTHER
Job Market
A public seminar
presented
August 13, 2008
In .ppt Format
Robert J. Maher, CMF, has been in the
career services field since 1980, and mostly as an independent since
1983. Bob has provided services or spoken to audiences in most major
metropolitan areas of the US, and several in Canada and the UK. He
has served a very broad-based and diverse clientele over the years
with a solid reputation for effective group facilitation, one-on-one
coaching, marketing support and consultation at all levels,
including executive.
 
Frequently Asked Questions
August 14, 2008
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