Embracing The OTHER Job Market
by Bob Maher Tuesday, August 05, 2008
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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.
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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. Consider the following comparison…
The “Traditional” JOB Market
• Characterized by “requisitioned” jobs being filled by chosen job seekers.
• Jobs rigidly defined by requirements and qualifications…reflected by the screening process aimed at identifying key candidates.
• Process overseen by human resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines.
• Job seeking public is screened for most desirable candidates.
• Screening defined by keywords, often accomplished through computer/Internet job banks
• Recruitment process subject to scrutiny of regulation and political correctness.
• Actual selection still subject to formal process and subjective choice.
The OTHER Job Market
• Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc.
• “Jobs” more loosely defined by subjective work expectations, defined by mutual agreement, fulfillment of need or contract…reflected through the identification of qualified candidates.
• Process directed by hiring authorities seeking best available talent at marketplace salary expectations.
• Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
• Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
• Often selection process has occurred before active recruitment has been fully engaged.
• 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.
The Evolution of a Job…
In The Traditional JOB Market
NEED IDENTIFIED: Replacement jobs often redefined. No definition to a new need.
WORK ANTICIPATED: Discussion leads to decisions on job definition.
JOB REQUISTION WRITTEN AND APPROVED: Job requirements must be defined…expectations creep into the recruitment process.
JOB is “Open”: Job Requirements are often refined based on market feedback.
JOB is published: Job requirements and qualifications define the screening process.
In The OTHER Job Market
NEED IDENTIFIED: No competition.
WORK ANTICIPATED: Often job parameters are set based on market feedback.
JOB REQUISTION WRITTEN AND APPROVED: Internal candidates often get priority in employment process.
JOB is “Open”: Internal and external candidates compete for the same jobs.
JOB is published: Maximum competition!
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. When stating your career objective, clearly state your appropriate work and make an offer of your services. Which of the following might be attractive to your next boss?
A “Traditional” Job Seeker might write…
OBJECTIVE: Experienced technical professional seeking a challenging and responsible management role for a growth motivated firm in the Dallas area.
Where a “highly qualified professional with potential for success in the needed work” might position and target themselves as…
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 dollar installation projects.
The one thing you’ll need to know, and understand HOW to execute, for the rest of your career…Never be a JOB-hunter again! It’s muck more effective to be an interested, available and highly marketable professional. Always seek a good career “FIT.” Now, go find yourself an employer!
-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
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.
Bob served as Vice President of Consulting Operations for OPTIMANCE during the implementation of a large scale, three year project - the largest ever undertaken by a non-national firm. He is on the Founder's Council of The Association of Career Professionals International, currently serving on its US Country Board. Current President of the Dallas/Ft. Worth Chapter, Bob was awarded the prestigious Lifetime Achievement Award by the ACP International in 2006.
With the advent of the Internet age, Bob served as President of the E Chapter, first of its kind, virtual Chapter, receiving the Association’s Leadership Award in 1995. He is focused on technology applications as a resource in both career transition and electronic recruitment services, often assisting his clientele with their personal development of technical skills.
Bob served on the Professional Development Committee that conceived of and developed what has become our Profession's credentialing body, the ICC International, now the only international and independent credentialing body for the career services profession. He was one of the first in Texas to be awarded his CMF certification.
For more information, visit www.careerpilot.com.
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. Consider the following comparison…
The “Traditional” JOB Market
• Characterized by “requisitioned” jobs being filled by chosen job seekers.
• Jobs rigidly defined by requirements and qualifications…reflected by the screening process aimed at identifying key candidates.
• Process overseen by human resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines.
• Job seeking public is screened for most desirable candidates.
• Screening defined by keywords, often accomplished through computer/Internet job banks
• Recruitment process subject to scrutiny of regulation and political correctness.
• Actual selection still subject to formal process and subjective choice.
The OTHER Job Market
• Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc.
• “Jobs” more loosely defined by subjective work expectations, defined by mutual agreement, fulfillment of need or contract…reflected through the identification of qualified candidates.
• Process directed by hiring authorities seeking best available talent at marketplace salary expectations.
• Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
• Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
• Often selection process has occurred before active recruitment has been fully engaged.
• 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.
The Evolution of a Job…
In The Traditional JOB Market
NEED IDENTIFIED: Replacement jobs often redefined. No definition to a new need.
WORK ANTICIPATED: Discussion leads to decisions on job definition.
JOB REQUISTION WRITTEN AND APPROVED: Job requirements must be defined…expectations creep into the recruitment process.
JOB is “Open”: Job Requirements are often refined based on market feedback.
JOB is published: Job requirements and qualifications define the screening process.
In The OTHER Job Market
NEED IDENTIFIED: No competition.
WORK ANTICIPATED: Often job parameters are set based on market feedback.
JOB REQUISTION WRITTEN AND APPROVED: Internal candidates often get priority in employment process.
JOB is “Open”: Internal and external candidates compete for the same jobs.
JOB is published: Maximum competition!
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. When stating your career objective, clearly state your appropriate work and make an offer of your services. Which of the following might be attractive to your next boss?
A “Traditional” Job Seeker might write…
OBJECTIVE: Experienced technical professional seeking a challenging and responsible management role for a growth motivated firm in the Dallas area.
Where a “highly qualified professional with potential for success in the needed work” might position and target themselves as…
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 dollar installation projects.
The one thing you’ll need to know, and understand HOW to execute, for the rest of your career…Never be a JOB-hunter again! It’s muck more effective to be an interested, available and highly marketable professional. Always seek a good career “FIT.” Now, go find yourself an employer!
-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
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.
Bob served as Vice President of Consulting Operations for OPTIMANCE during the implementation of a large scale, three year project - the largest ever undertaken by a non-national firm. He is on the Founder's Council of The Association of Career Professionals International, currently serving on its US Country Board. Current President of the Dallas/Ft. Worth Chapter, Bob was awarded the prestigious Lifetime Achievement Award by the ACP International in 2006.
With the advent of the Internet age, Bob served as President of the E Chapter, first of its kind, virtual Chapter, receiving the Association’s Leadership Award in 1995. He is focused on technology applications as a resource in both career transition and electronic recruitment services, often assisting his clientele with their personal development of technical skills.
Bob served on the Professional Development Committee that conceived of and developed what has become our Profession's credentialing body, the ICC International, now the only international and independent credentialing body for the career services profession. He was one of the first in Texas to be awarded his CMF certification.
For more information, visit www.careerpilot.com.