PRESENCE! The New Job Search Paradigm

Commentary: In the old days, 20 years ago or more in the pre-information age, there was a lot of latency in the job search.  Employers spent days preparing a position description. There was usually general detail in the description of the job and it was posted in newspapers, magazines, and other places. Professionals would then prepare Resu-Letters which were a cross between a resume and letter. These were then mailed to the perspective employer and followed up with a phone call. The process took about two weeks before an interview was generated. Success rates averaged around 30% of the letter sent resulted in a meeting with 80% of the hiring managers taking time to talk to the candidate. Today the situation is quite different. Resu-letters are rarely sent unless a perspective employer requests it. Most of the early engagement is conducted over the World Wide Web. It is not uncommon for an employer to post a position then update the requirements or qualifications as they discover their real needs during the vetting process. This frustrates those applying to the posting as it changes after they submitted their package.  Employers are becoming frustrated as they are inundated with irrelevant applications. The emerging situation is that proactive hiring managers are using social media and other methods to resource and hire candidates. The new paradigm is all about your Presence.

Presence! The New Job Search Paradigm

Our world is transitioning without a doubt. Large territories are regionalizing and the economy is undergoing it's 80 year cycle marked by a boom, bust, and war. We had the dot-com boom then entered an economic bust and most likely there is a major war on the horizon. Whether or not the trend's groundwork for war is emerging is another discussion. Nonetheless, it is an unfortunate history that where goods and services do not cross international borders troops do. We are also seeing that paradigms are being upset as 'necessity is not the mother of invention' insteadit is invention that is the mother of necessity.' No one in the past said we need a telephone, LED, TV, and lightbulb let us invent them. Yet these things were created and through awareness enormous markets emerged. Likewise, the ole adage "it's not what you know but who know" has been upset too. The new paradigm is "it's not who you know but who knows about you." This is the challenge of the job searcher.

The phones rings or you get an email. It is an unsolicited ping from a manager in some company you never approached. He had reviewed your background and seems to know more about you than you know about him. He tells about his company and an opportunity he would like you to consider.  After a brief conversation you wonder what just happened? As it turns out your presence in the marketplace spoke for you. Half the job search effort is over for you. The employer found you! You no longer have to sell yourself, you just have to strengthen and build the relationship.

Proactive employers are seeking attentive, well organized, and responsive employees. The employer researches you on the internet, in professional groups, and through your social media, blogs and other activities. Then determines to make contact. Early contact may be an innocuous email remarking that you have applied, even though you did not, and they need more information. If you catch this subtle email and note that you never applied to this company then you may be part of a professionally designed interview that begins with the first contact. Your marketplace presence attracted the employer and the conversation had been ongoing perhaps without you knowing it.

There has been more than enough research that indicates markets are actually conversations. The studies show these conversations go on with or without your participation. It is to your benefit to participate and mange the conversation. Otherwise, in your absence the conversation is not to your favor. In regards to your job search, your objective is to build a presence in the marketplace to get noticed. The character of the presence depends on a few things such as the audience, conversations topics, and your circumstance.

Audiences

The audience will always be your prospective boss and those senior to you. Although you will engender your peers in conversations as they will be your advocates and sponsors in organizations. You should engage your audience in a variety of ways such as blogging, professional organization involvement, speaking engagements, and other ways in order to build your presence. The intensity and focus on the type activity depends if you are employed or not. I will discuss these differences later in this postings.

Conversations

The conversation topics should center on career and industry topics. You should mix up the topics to show breadth of knowledge but also show a little depth too. Stick to knowledge that is commonplace and/or self-evident. Speeches and blogs should make appeals to commonly accepted principles but avoid making points, especially controversial points. Sensitive topics or subjects matter should be handled delicately and in third person. Showing how you handle these sensitive topics is a demonstration of your breadth of knowledge, understanding, and ability to discuss these things without invoking hostile emotions. Employers who are seeking top candidates will recognize this ability. Avoiding tough topics simply does not address your full abilities.

Some points in discussing your topics are to focus on your objective. Do not allow side topics to digress from achieving your objectives. Also anticipate reader reactions and questions. Either answer them or terminate any secondary concerns or questions then move on. If you don't they will linger and distract the audience.

Circumstances

Your circumstance has several components such as history, education, and other life conditions. Unless, you have a criminal history, poor credit rating, or other legal conditions making you not bondable almost everything else can be overcome - even getting fired. Getting fired, unless for cause, is mostly personality based. Some of the world's greatest leaders had terrible histories. Winston Churchill was an utter failure for his entire life before rising up against Nazi Germany. While Churchill is a dramatic example, you can achieve similar results of rising up to achieve great things given a challenged past in your career. It is those hard knocks that prepare you for greatness.  Dale Carnegie has a product that discusses Greatness which is about leadership in your personal life and workplace. 

Networking

Nearly every expert agrees that you need to network. Networking can help you conduct a better job search and find a better job. However, there is little agreement on the most effective methods and everyone needs to find their comfort zone. Orville Pierson is a professional career counselor who helps people find work. My postings on the Orville Pierson method follow:

1. Everybody Knows You Need to Network!
2. Systematic Job-Search Networking
3. Networking Myths Misunderstanding and Dumb Ideas
4. Real Networking and How it Works
5. Your Total Network is Bigger than You Think
6. Plan Your Job Search and Your Networking
7. Personal Networks and How To Use Them
8. Build Your Professional Network
9. Networking Tools and Advanced Strategies
10. Moving From Networking to Interviews and Job Offers

Commentary: Some time ago I had a post called 'The Art of the Follow Up' Part One andPart Two. I encourage you to read these posts in addition to this posting.

Conducting a Search While Employed

The problem searching for a job while employed is, of course, the current employer. Many employers would deem an employee searching for other work as a loyalty issue which often beckons immediate release due to fears of increased risk. The best approach is to leverage professional organizations, symposiums, blogging, and speaking engagements to network regularly. You'll work at first to build a presence then at some point you will transition into a heightened search using the Orville Pierson Method.

While building your presence, avoid direct networking and/or job search methods that broadcast your intentions. Obviously, never respond to blind ads and job postings that sound too much like your dream position. Queries into your availability should be answered as the reluctant jobseeker. You are happy where you are at but are always open to new challenges and willing to listen. Some job seekers anticipate becoming discovered by seeking more responsible or other professional challenges with the current employer. This, at least, demonstrates to an employer that you desire to grow with him even if he has no opportunities. Upon discovery, your response could center on your reluctance to change employers, a desire to grow into more responsible positions, and that you are open to new challenges with him. If you really dislike your employer that is a more stressful situation requiring special handling and is not a topic of this posting.

Conclusion:

It is your presence in the marketplace that draws attention to you either when a manager is proactively seeking someone or after you have established yourself in a target company. Your presence in the marketplace speaks about you to those researching and participating in the conversation.  The easier it is to find you and learn about you the greater your chances are of landing a terrific job.