Anish talks about 3 big reasons people choose to stay in unsatisfying jobs- and what you can do in this situation.
A great job should NEVER be about just a big paycheck. True career fulfillment also needs:
1) REAL challenges. You can’t spend 40-50 hours a week doing mind-numbing tasks and think you’re setting yourself up for something better. You’re not.
2) MENTORSHIP. 90% of the executives I coach list “loss of a mentor” as the primary reason for seeking a new role. You need DIRECTION and GUIDANCE to get to that next level!
3) WORK-LIFE BALANCE. Not optional, required.
4) A LEADERSHIP TEAM THAT SHARES YOUR VALUES. Are you being heard?
Did you know: Studies show that a candidate who is REFERRED by a current employee is 40% MORE LIKELY TO BE HIRED!
This is why TAPPING YOUR NETWORK, EXPANDING YOUR NETWORK, and SETTING UP AT LEAST 3 INFORMATIONAL INTERVIEWS PER WEEK with key industry players will get you further, faster, than answering job postings.
NEVER accept a job offer before asking this question:
“What criteria will be used to judge my performance in this role? What does success look like during the first 30, 60, and 90 days?”
You need to understand PRECISELY what an employer’s expecting you to deliver!
In last week’s post, I gave you a rundown of the pros and cons of working with an internal recruiter. This week we’ll be talking about EXTERNAL RECRUITERS, and what they can offer you.
First, here’s how an external recruiter operates:
– External recruiters are usually paid a percentage of the employees’ annual salary as a “finder’s fee” for bringing a hired candidate to an employer. Employers will often engage more than 1 recruiting firm to source qualified candidates from, so competition can be fierce.
-External recruiters will almost always handle the initial phone or face-to-face interview, and then it’s usually turned over to internal staff at the company. On rare occasions, they’ll manage the entire hiring process from start-to-finish.
Now let’s go over Pros and Cons:
-They have an outsider’s perspective, and can usually provide a “clear-eyed” view of what’s really going on at the company.
-They can offer crucial guidance on navigating personalities and company hiring issues to give you an edge over the competition.
-Your success means more money for them- that’s a POWERFUL motivator! Internal recruiters just don’t have the same level of incentive to get you hired.
-The same outsider mentality which can be a plus with a great external recruiter can also be a NEGATIVE with someone who’s not on top of the ball. Lack of knowledge about the company and key decision-makers can make it very difficult for you to get traction during the hiring process. This is why it’s crucial to listen and observe carefully during initial contact with an external recruiter- are they interested in YOU specifically, or is this one of dozens of calls they have on the books?
-To maximize their odds of placing a candidate, external recruiters will usually put forth multiple people for a job. As such, they may not promote you as aggressively.
-Some external recruiters may submit your resume for other open positions without your knowledge (or permission). This can cause unexpected problems. For example, if you’ve previously applied for a position independently, and then an external recruiter ALSO submits your candidacy for the same position, an employer may choose to skip you over entirely rather than deal with the headache of figuring out whether a commission is due to the recruiter on hiring. This is why SETTING CLEAR EXPECTATIONS are a must when working with an external recruiter.
-Ultimately, an external recruiter has the exact same goal as you: getting you placed quickly, and for MAXIMUM compensation.
-Be honest with them about potential vulnerabilities- they can play a big role in mitigating the fallout and strengthening the overall impact of your presentation.
ONE MORE THING:
A relationship with an external recruiter can pay off for years to come. If they succeed in landing you a job, be sure to send a handwritten thank you note. Connect with them on LinkedIn. Periodically touch base during holidays and during milestone moments in your career. And the best value-add of all? Refer colleagues to them!
Ready to take your career to the next level?
HR and Hiring Managers are usually WAY more open to cold reach-outs and informational interviews during this period.
Create a list of 10-15 dream companies, start putting in calls, and get your face out there!
2 quick ideas for summer networking (because those who build their network during the Summer months reap rewards come fall):
-Large cities host informal, outdoor “happy hours.” Attend one to quickly meet new people across many different industries.
-What’s your university alumni group up to? Meet up to trade notes and scope out potential opportunities.
Longer wait times to hear back during Summer isn’t a sign that you’re doing anything wrong.
Think in terms of “hurry up and wait”: periods of rapid activity followed by gaps as staff go on/come back from vacation, etc.
Here’s a simple template you can use to invite another group member to join your network on LinkedIn:
We’re both members of ABC group and I would like to invite you to join my network. Let’s stay in touch!
Phone / Email
note: having the phone/email in there is great for instantly establishing credibility.