A distressing number of competent executives are currently on the job market and if you believe what you hear, a lot more are about to join them. They enter a market that will demand much from those seeking to navigate its unsettled waters.
So how do you play the game to win? If you are like many who contact us every week, you spend your time perusing job boards, newspaper want ads, calling headhunters, and commiserating with your network. Tried and true yet passive and reactive, this approach may work for some but it will not work for most.
To be fair, job seekers have every reason to be tentative. Faced with an onslaught of bad news and a job market that seems both everywhere and nowhere, they struggle with where to start, how to segment the market and how to position themselves for success. They are befuddled by the whole notion of self-awareness, why it is so important, how to get it and how to use it. And they wrestle with whether to be surgical in their job search or carpet bomb the whole market? Many end up flailing away selling whatever they believe potential employers want to buy. There is a better way.
First, the good news is that there are jobs out there and lots more than you think. The Canadian industrial landscape is vast and large swatches of it are healthier, or minimally less unhealthy, than what is generalized in the press. There are literally hundreds of companies in every sector that most people have never even heard of. Many of these are vertically focused or niche and almost invisible to the public. They may be producing products or services targeted to utilities, transit authorities, emergency services, agriculture, or scores of other specialized markets. They may be standalone Canadian businesses or units of foreign-owned firms that were acquired in the past. Many do not care whether anyone outside of their market community knows they even exist. They do not promote themselves in the general media, nor do they participate in well-publicized programs celebrating the most entrepreneurial, fastest growing or best managed firms. Yet they are out there, and some are certain to fit and need you.
Finding and engaging with these firms and others is purposeful work, requiring a plan, one that starts with where you will thrive, and more importantly why. It is also targeted work that starts with the coveted bullseye and expands outward in concentric circles of lesser job fit. And it is a target best hit with a rifle than a shotgun.
Job boards, newspapers, headhunters, and networking are tools in support of a plan, but they are not themselves a plan. Relying on newspapers and job boards restricts your addressable market to a fraction of the total market. Calling thirty headhunters, most of whom know little about your target sector is not a plan, it is a waste of everyone’s time. And reaching out to people for the sole purposes of enquiring only about potential job opportunities fails to understand what that network can really do for you.
In my next few blogs I will offer thoughts on a better, more systematic approach to finding your next job.
Looking for a dynamic HR role? Stay away from the entrepreneurial tech sector.
January 1, 2012
In a recent survey of HR graduate students, the technology sector rated among the most coveted destinations to ply their trade. It is viewed as a world of innovative people, technologies and approaches where progressive talent management, OB/OD and related HR work awaits.
The Cry to Replace RIM's CEOs – A Truly Dumb Idea
October 13, 2011
Leaving aside the recent service outages, the shellacking of RIM in the press is a tad surreal to behold.
For the few Luddites not familiar with the firm, Research in Motion is the successful Canadian smart phone pioneer with revenues of $20bb per year, no debt and cash in the bank. They manufacture products that remain popular around the world and continue to boast technological innovations unmatched by any competitor. Their most recently launched smart phone devices have been well reviewed and appear to be selling well. And though the company's first version of its new tablet, the Playbook, has room for improvement, it is a promising piece of technology.
Context: When Companies Confuse Start-up Experience for Start-up Experience
October 7, 2011
I had the occasion this week to chat with an entrepreneur still licking his wounds from a stalled startup venture. His tale is a reminder of how easily companies misunderstand organizational context when hiring. For startups, such a misunderstanding can be fatal.
The CEO Hiring Practices at HP
October 3, 2011
The press tells us that Hewlett Packard is the largest technology company in the world with revenues of $126bb. Impressive as those numbers may appear, they do not seem to impress HP's Board of Directors. You see they do not believe that any of the firm's 324,600 employees are capable of leading it. Not one person. Not this year or last year when CEO changes were made. In fact they were apparently not capable six years ago or even eleven years ago when CEO changes were also made. But before summarily indicting the firm's succession planning/leadership development programs, it is useful to consider the track record of the external candidates who were considered better choices than the firm's internal candidates. This analysis decidedly shifts the spotlight to the competence of Hewlett Packard's Board of Directors.
The Folly of Believing What You Read
September 19, 2011
Some time ago we posted a blog titled ‘So you REALLY want to be a CEO?' which looked at the human costs of climbing the upper rungs of the management ladder. The blog was based on a series of articles immediately following the ‘resignation' of Pfizer CEO Jeff Kindler. All of these articles presented a cautionary tale of life in the fast lane, the long hours, the extensive global travel, and the shareholder pressures that accompany an uncooperative stock price. They also spoke poignantly of the physical and emotional toll that such unrelenting pressure took on the Pfizer CEO who eventually resigned in order to attend to his family and health. As it turns out however, much of this narrative may not have been true
Before sending us your resume (and then getting frustrated with us) ask who we work for
July 25, 2011
A friend of mine is a trustee in bankruptcy. As his title suggests, he and his firm serves those contemplating the ‘cleansing' process of personal bankruptcy. Potential customers compare service providers, select one, and then pay the chosen firm a fee to initiate and manage the ensuing process on their behalf. However, as soon as the relief-seeking customer signs on the dotted line, the trustee's allegiance shifts to the creditors for whom they then seek to maximize debt recovery. This shift in who works for whom must be a tad unsettling for people who already have a heap of problems and stress on their hands.
What Dating Services Can Teach Companies About Hiring
June 1, 2011
Executive-level hiring is a decidedly aspirational endeavor. Organizations idealize their workplace cultures, select for attributes that will fit into those romanticized environments, and then immerse unsuspecting hires into their ice-cold reality of their works-in-progress.
How to Survive a Startup - by Jill Ram
April 20, 2011
If you're an executive and you're thinking of joining a start-up, know what stage of a start-up to join. If the company is in its first year or so, don't expect to make significant changes. If you join after the company is somewhat established and mistakes have been made and learned from, you'll likely be more successful from the outset. If the founder has stepped aside, well, by then, the company is likely not considered a start-up anymore. It won't be functioning like a big company yet, and it won't have all the structure in place that it needs, but it will be run with more practicality and with less emotion. Timing is everything so choose it well.
Good News for the Old, Overqualified and Overlooked
March 18, 2011
It is expected that a significant percentage of the baby boomer generation will drive right past the Freedom 55 highway exit. For many the goal of early retirement will have proven to be unattainable hype, while for others the ups and downs of working will appear more attractive than the prospects of working up and down the local lawn bowling leadership board.
Pressed for time? Blame those Benedictine Monks.
February 24, 2011
It is among the principal reasons candidates tell us they are open to consider a change in employers. They are tethered to it, yet somehow it still flees. It is time, the most precious of resources, and for many harried executives they want some of it back.
Though their relationship with time may be strained, it is worth pointing out that it was not always this way. In his fascinating book Time Wars, Jeremy Rifkin chronicles the evolution of our modern relationship with time. He points out that in traditional agrarian and pastoral cultures, time was a very naturalistic notion maintained in cyclical, repetitive, biological and even sacred terms. The ‘passing of time' was cued via the changing seasons, biological lifecycles and lunar patterns and thus, the cadence and tempo of those societies were finely tuned to the cyclical rhythms of their physical environments. As he states, "Our early ancestors coveted the circle, perceiving time as eternal return, a ceaseless repetition of an endless cycle of birth, life, death, and rebirth". Since these cyclical rhythms could neither be accelerated, nor altered, the cadence of these societies' was natural and harmonious.
The Wrong Way to Conduct a Job Search
November 5, 2008