by Judit Price
I see too many clients who just don’t get it, and I admit it is frustrating. To what am I referring? I am referring to the large group of professionals that have not yet internalized the fact that the world of work has dramatically changed, probably permanently. Too many managers, technical professionals and other specialists have not yet accepted the fact that someone in Bangalore or Shanghai is after their job.
Let me be clear. I am not talking about outsourcing because of low cost. That’s a strategic business decision. Rather, I am referring to the managers who would be only too happy to hire qualified, motivated employees at home, if they were available. The problem is not finding “qualified” people. Rather, the problem is finding the right kind of truly “motivated” employees. Senior managers, headhunters and HR professionals routinely complain that too many employees, and many new hires, including those who have been unemployed for many, many months, simply have not internalized the importance of total commitment to the job.
As a result, managers are looking elsewhere for the dedication and determination they need in their employees to remain competitive.
Some months ago I noted that a smaller, nimbler company with a highly motivated work force can make a significant difference in ensuring the success of their firm in competition with better funded, larger organizations. I am certain this is true. Because of this intense need for the “right” people, firms that cannot fill their manpower requirements with local employees, regardless of how many are available, are turning to foreign alternatives, where the pool of talented, educated, motivated candidates, is almost limitless.
So what does this mean for the job hunter? Actually, quite a lot. One important reason for the lengthy and complicated interview process is the intense desire to avoid mistakes. With tight budgets, limited hiring plans and intense competition, the candidate must have not only all the technical qualifications, but also all the “human” qualifications. We have previously discussed organizational compatibility and personality fit. In addition to these, employers seek another quality. They look for a truly intense desire to do what it takes to help the company succeed, a relentless drive with a 24/7 mindset.
And it all starts with the job search.
There is a conventional wisdom that after being unemployed, people are clamoring for work under even the most demanding circumstances. And it makes sense. Everybody needs a job. However, it appears that the reality is a bit different. I don’t know if generous severance pay is a factor or working spouses that cushion the economic situation play a role. Whatever the reason, too many candidates worry about the amount of travel, the benefit package or bonus package, or other peripheral matters to the job itself. The laser like focus on the job is missing. Employers take note, and wonder where are they going to find the employees who will join them in battle?
Remember the first rule of the interview. If the candidate either isn’t ready to return to work, or is unwilling to commit themselves fully, that will become evident in the interview. And, a full commitment means far more today than in the past.
So what do you do? How do you avoid being labeled a casual candidate?
A big part of it starts with the mindset. Simply answering ads or making a couple of calls a day is simply not serious job hunting. In addition, developing a strategy is also not sufficient. Hiring managers want to know the candidate is relentless, with a drive and focus that will drag the organization along or set a solid example for others, if need be. The job search should be treated the same way.
That means there is still one more call to make, one more email to send, one more networking meeting to attend. And, when the list is exhausted, find one more. It is essential to create a professional drive and motivation that becomes obvious to all. Let the intensity of the job search carry over into the interview. For sure, the lassitude of the job search carries over.
I am well aware of those who report on the changing nature of the work force and the growing number of those moving to a lower pressure life style. If that is a conscious choice, with the economic considerations duly considered, my opinion is: “more power to you.” However, for those who treasure a fulfilling career and are actively pursuing a career, be advised: the rules have changed.
Knowledge is not enough. Motivation and commitment are not enough. What is required is a relentless, uncompromising, do what it takes and then some, drive to achieve goals, and that starts with the job search.