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.
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.
Thursday, August 18th… Embracing The OTHER Job Market, our introductory and overview session in which we discuss the entire 12-step M.A.P. and The Pilot’s basic assumptions and philosophies of career transition. New-comers and tire-kickers welcome!
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.
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…
|Replacement jobs often redefined. No definition to a new need.||No competition|
|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!!|