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.
Standing-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. Your central, 'communication strategy is rightly aimed at the receiver, not there to regurgitate the desires of you, the sender. When stating your career objective, clearly state your appropriate work and
present yourself as a highly qualified professional with potential for success...
SENIOR TECHNICAL MANAGER
Strategic Planning… Program Analysis… Project/Operations Management…
High Level Design… Project Review… System Integration
Resourceful Technical Management professional with over fifteen years of progressively accountable experience in the integration and implementation of leading edge technical projects, services, and products. Consistently beat time, quality and cost requirements on complex, $multi-million installation projects.
Most JOB Seekers find it difficult--They are finding that you need to overcome more barriers than ever-- to get in front of the right people. If you are finding it difficult to identify and communicate with appropriate hiring authorities, the Careerpilot suggests you consider the following TOP TEN Tips… simply click on the icon below...
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 ACP International's prestigious "LIFE ACHIEVEMENT AWARD" in 2006.