Find your place
Sun Tzu in a job search
You may be aware I write another substack, around better recruitment for UK employers with agency.
In my current series, I’ve been looking at Sun Tzu’s Art of War, and how it might apply in recruitment.
You can read pt 7, on how place and time affect recruitment, here: TARDIS.
It got me thinking that these principles are just as important in a job search.
These are dimensions outside of a job description and transactional job board, above and beyond where you are based, and whether you want to work from home.
There are a few types of spatial principles that massively affect your chances.
For example, time.
The market today is radically different to that of 2022 or even before 2020.
People who found work trivially a couple of years ago may see that the market for these vacancies has dried up.
Or vice versa, if you are fortunate to find yourself in a high-demand career.
It’s why you shouldn’t assume your previous experiences looking for work reflect what’s happening now.
Equally, as we all get older (if we are so lucky), and we grow in our careers, these dimensions, including our age, affect our chances.
The other key dimension is space.
Where you come across your vacancy will affect your odds, everything else being even.
I’ve recently filled a job through what some may call the hidden jobs market (I don’t) - I write about it here.
How can you emulate what happened with those candidates, so that while you may be one of hundreds when applying, you are only one of tens when being discovered?
Effective use of job boards, LinkedIn profiles that convert, and discoverable CVs - these are all information-based advisories that help people find you, without you needing to take action.
While your outbound work can find ‘places’ outside of traditional job boards and agency approaches where there may be a job, with little competition.
Doorknocking, networking, monitoring target company websites.
I realise these are many of the same notions I’ve discussed previously, but the point is key in today’s job search.
If you’re struggling with navigating a transactional employment marketplace, how can you step appropriately outside of those limited dimensions?
The place is a key element in a marketing strategy, as it is in your job search where you are the product you are marketing to your next employer.
(Price Place Psychology Promotion People Process and most of all you - the Product of your job search strategy).
Stay tuned below for the Q&A from last week’s LinkedIn Live.
Thanks for reading.
Regards,
Greg
Q As an interim PM, is there any point in applying for a perm role, or will I always be seen as a flight risk?
Not necessarily; however it is a legitimate concern.
Employers typically have three criteria when recruiting for any role:
1/ Can they do the job (and the next one, if succession planning)?
2/ Will they complement the culture?
3/ Will they stick around long enough to see a return on investing in them?
It’s this last point that’s pertinent, and many employers will assume this candidate will return to an interim role if the market picks up.
Be honest to your motivations - if it’s not market-related this is context that will help employers establish your candidacy.
But ultimately you can only influence their decision by providing helpful insight.
Three questions on a common theme -
Any tips on how to pivot - I'm looking to move out of the pigeon holed role I've ended up in. I know I have skills that my company fail to recognise.
20 years in the Royal Air Force and considering a civilian role. Q1.) Some say we should be willing to take a salary hit to 'get a foot in the door ' with an employer, then progress. Good or bad advice? Q2.) Any advice about illustrating transferable skills when changing sector / industry? Thanks.
For me, this comes down to insight. Learn as much as possible about the roles and markets you want to move into. What are the salary ranges; skills, experiences and qualifications needed?
Establish which of your transferrable skills, experiences and qualifications apply in that context, and orient how you describe yourself to give these meaning - to CV readers, interviewers and recruiters.
Speak to people doing or connected to the job - what can they tell you?
Getting this insight first is key to understanding how to get that foot in the door, or even if the door is slammed firmly shut.