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Author: Bruce Benskin Article source: http://blogstogo.com/. Used with author's permission.
You've read all those job description want ads on the internet - is there really a person who has ALL those qualifications? Can they possibly exist?
How about YOUR qualifications for the COMPANY? Do you want to work for them? Have you ever fully qualified an organization before pursuing a career option with them. Or have you just settled for a job?
Here's a basic primer on how to make a choice for a career where you will strategically and uniquely fit.
Are your functional strengths valued by the prospective organization? Objectively look at your functional strengths, these are core skills to build a career upon. If you said you have a great glove hand, but don't throw well, then 3rd base isn't an option! Try 1st base, or cricket, or bowling, or…
Next, can you use your experiences outside the workplace to differentiate and dimensionalize you versus your competition - that is, what makes you different than the 23 other world class first basemen? Competitive edges begin to surface here.
Are your educational capabilities and special training important criteria on determining where you will fit?
Next, what are the practical parameters:
o Where are they located
o What is the atmosphere of the work environment
o Do they pay within the range or top or bottom
o Is there benefit structure competitive
o Are there travel requirements consistent with your ideal levels
Do you know what your market worth is and have you ever successfully negotiated your compensation…prepare for the inevitable outcome of a proactive and engineered search.
Do you know how to identify triggers that signal the beginning of the hiring process? This skill is essential in finding the best and most suitable position for you at this point in your career. More important, by identifying opportunities before they are advertised you'll speed ahead of your competition and save the company money!
Now, let's explore the really tough criteria:
What level of growth do you want/need to sustain over the next 7-9 years? It takes most "mortals" about 5 years to fully establish their credibility, influence and capability - and capitalize on them in a new organization. While you may go in with title and responsibility, you've got to earn the relationship, internally and externally, to engineer in long-term growth and stability.
What are your core values and the prospective organization, these are the biggest predictors of longevity - if they are in alignment:
o Their and your view of Business Model
o Their and your view of Performance Measures
o Their and your view of how employees should be treated
o Their and your view on community responsibility
Are the personalities of the group compatible with you? The chemistry between people has to work.
Define the risk factors that are important to you and your family...equity role, commission/performance based compensation, all of the above or none of the above; turnaround scenario or emerging company…relevant factors you need to know to make a reasoned decision for your future.
Is this company and opportunity something you can be passionate about - you spend 40% of your waking hours doing the work - will you like it or love it? On Sunday evening will you be genuinely excited about the next day?
So, the company has a WISH LIST and after following the primer above you'll have a WISH LIST, too. Hold the organization against your list and see if they measure up to your standards first. Using these factors will yield opportunities that are targeted to your unique shape. Don't settle for less! Bruce Benskin is a Regional Manager for R.L. Stevens & Associates Inc. http://interviewing.com/
For over 24 years R.L. Stevens & Associates, Inc. has been the Nation's most successful privately-held firm specializing in executive career searches generating quality interviews through both advertised and unadvertised channels.
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