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.
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.
Our next session, Thursday, April 12th: Embracing The OTHER Job Market… an exploration of our basic philosophies and The 12-Step Process M.A.P.
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.
|The JOB Market||The OTHER Job Market|
|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.|
|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.|
|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.|
|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.|
|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.|
|Recruitment process subject to scrutiny of regulation and political correctness.||Often selection process has occurred before active recruitment has been fully engaged.|
|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.