Life @ Transition

Here we share a discussion from CiteHR introspecting for the reasons why a talent is hired. This discussion shares the situations faced by a job seeker. During transition, the experience gained from attending job interview is priceless. It pushes every professional to introspect values which might have not been pondered upon. Here’s a link to the discussion for the benefit of those who are yet to participate in it. http://www.citehr.com/286979-whats-more-important.html
Transitions are essential for evolution. The job changes can ensure greater learning when these transitions are managed. Sudden loss of employment strain confidence and robs identity. The stigma of unemployment weighs more with every rejection. It may have several reasons ranging from being a misfit, answering the questions with low knowledge, over-qualified, over-experienced and etc. The decision to hire is made on the basis of future promises from the talent, realised during the interview process. Here are few ways to manage transition and become the ‘Irresistible hire’ to the future employer:
Focus on skills and service offerings: The employer will hire the candidate with the fittest offering compared to the other applicants. The talent requires making the best offer, assuring revenue for the business. Prune the offerings relevant to the job. Focus completely on the requirement, incase there are more skills to be offered, mention them judiciously. Let the focus remain on the requirement. During the first few screening rounds ask as many questions as possible. It should cover macro and micro levels of the job. Such as, what would be the daily routine in the job and how much value would one get to create, what would be the parameters for measuring performance etc. Similarly, paraphrase the discussion with the recruiter. It reaffirms listening skills and understanding what the recruiters have explained. In case they don’t share about the job, make suggestion on how the daily routine can be, what kind of escalations would be required to handle. Use this knowledge to form your responses towards the final level. Build your replies on the answers received from the recruiters.

To continue reading http://www.citeman.com/10993-life-transition/

Making careers work @ Jobs 2.0

The Maslow’s hierarchy of needs states that motivation to work vary with levels. It all starts with arranging for the basics of life which graduates to the self actualisation. Though it was associated with the gradual development of the career, but different economic cycles changed the dynamics. Overnight there was loss of jobs across the continuum. Even the top paid executives went jobless. Hence hybrids of needs were realised. Though livelihood topped irrespective of their place in the continuum .The absence of employment resulted in choosing a passion. For e.g. an Investment Banker turned into a writer till the market revive .Few of them turned entrepreneurs whereas rest continued with job search and contingent employments. The concept of permanent job became fleeting barring few Government based and the public sectors jobs.

Career transitions have often been parallel to the economic cycles. Hence, managing transitions have become the order of the day. The road to success is through shifting verticals, changing roles and re-skilling to remain employable. Boris, founder of V3 Redirect Services, shares that these transition make us multi-talented. He emphasise that the culture of asking ‘what do you do’ would finally give way to ‘what are you doing ‘. John Zogby , the author of The Way We’ll Be: The Zogby Report on the Transformation of the American Dream sites data from the speech of economist , Elan Binder that “20-somethings can be expected to change jobs four times before they’re 30 and 10 times before they’re 40″. He divides this workforce into two parts, First Global born since 1979 and Nikes born from 1965 to 1978. He observed the rules for First Global includes climbing up the job ladder as a lifelong process. According to him, they would adapt to diversity and live with those who share their lifestyle. Whereas the ‘Nikes’ have the ‘just do it attitude’. They are the latchkey kid who set their rules away from their elders. While drawing parallels, the First Globals were born in the technological era, whereas the Nikes have evolved with it.

Rosabeth Moss Kanter in, Job 2.0: Nice work if you can get it , explains Job 2.0 being different from the traditional concept. It includes professionals who are involved in multiple projects often with more than one client. The nature of work is shifting, hence remain assignment oriented. Even employers do not meet the traditional definition. They are more of a finance manager to these assignments, hence perceived as client. She further emphasised on the matrix structure for reporting relationships. Hence continuous education and learning second the process for evolution.

To continue reading http://www.citeman.com/10925-making-careers-work-jobs-2-0/