Superstars Need Not Apply

This month’s Career Collective topic is common HR/job search misconceptions; for example, HR's primary function is hiring, the person doing the hiring does the screening, every word of every resume is read, the reader "cares" about what you want, the reader will take the time to figure out where you fit in their organization, the hiring authority will only check the references you provide, etc.

Recently, a LinkedIn Group I belong to posed a question regarding Holiday advice for job seekers.  There was lots of good advice about networking, and that’s a good thing, provided it’s done well. And done well, means abandoning the job-seeking mode in order to truly get to know others, share career stories, and build meaningful relationships. Especially with people in one’s professional community. And not just at the Holidays.

Yet, in that same discussion thread, there was also advice that was dominated by the traditional notion of “applying for a job” and using a strategy built around seeking openings that need to be filled. The advice included things like the impact of budget cycles on hiring, Human Resources having more time to look at resumes and schedule interviews during this slow period, less competition for openings, and decision makers planning to fill spots in the New Year. Advice like that always makes me cringe. Not only for the misconceptions it fosters, but also for the way it limits the job seeker's ability to step outside the traditional “pick me, pick me” job-seeking model.

Face it, we live in a time when “plug and play” positions are increasingly fading away. Few companies want to look at candidates who are merely well qualified. They want superstars. They want people with strong personal brands who stand out from the pack in offering value that's distinctive from everyone else. Perhaps that’s why the average job posting is often comprised of what seems to be an unrealistically long list of requirements and qualifications. Such positions seem to be impossible to fill. Who knows? Maybe it’s a misconception that complex postings represent what the company is really looking for.

Frankly, I think it’s possible that many hiring managers take an “I’ll-know-it-when-I see-it” approach, and entertain the hope that the candidate who has some “secret sauce” will show up. Managers looking for that special something might, in fact, be doing candidates a favor. While this may seem unfair, opening the possibility of discovering that kind of resonance can lead to a win-win for the hiring manager and for the candidate. So, how to make these discoveries? Well, it’s back to networking done well – including sharing stories. As I’ve previously suggested that shared narrative connects people in job interviews and in networking. The value of trading stories, in fact, is something that science increasingly seems to back, as Kathy Hansen points out in a recent post.

So, what’s the lesson?

It’s time to step outside the misconception built on “applying for a job” and raise your visibility and credibility with hiring managers. By connecting via networking that’s driven by shared career stories, you may discover you’ve become the superstar in some decision maker’s eyes. And that can lead to discussions of opportunities you could never have “applied for.”

What did other Career Collective members have to say? Here are links to their posts:

5 Misconceptions Entry-Level Job Seekers Make, @heatherhuhman

How "Interview Savvy" Are You?, @careersherpa

Employers Don't "Care", @ValueIntoWords

Misconceptions about Using Recruiters, @DebraWheatman

15 Myths and Misconceptions about Job-Hunting, @KatCareerGal

Are You Boring HR? @resumeservice

Job Search Misconceptions Put Right, @GayleHoward

Who Cares About What You Want in a Job? Only YOU!, @KCCareerCoach

How to get your resume read (sort of), @barbarasafani

The 4 secrets to an effective recruiter relationship, @LaurieBerenson

Job Interviews, Chronic Illness and 3 Big Ideas, @WorkWithIllness

The secret to effective job search, @Keppie_Careers

The Jobs Under the Mistletoe, @chandlee

8 Common Sense Interview Tips @erinkennedycprw

Still no job interview? @MartinBuckland @EliteResumes

Misconceptions about the Hiring Process: Your Online Identity is a Critical Part of Getting Hired, @expatcoachmegan

 

 

Comments

[Miriam Salpeter, Keppie Careers]

Walter - I totally agree with "raise your visibility and credibility with hiring managers" via networking and stories! A great piece of advice at any time of the year.

It was terrific seeing you this week, and I look forward to following up and learning more about your storytelling work!

Thanks for your contribution to the Career Collective!

[Megan Fitzgerald]

Walter,

Great point regarding visibility, credibility and connection with hiring managers as the true drivers of how one is selected for a role in an organization.

Often we think of the job search a formulaic step by step process, when in reality it is in those moments of creating a shared narrative and connection that the magic really takes place.

As always, leaving me with great food for thought!

My best,
Megan

[Walter Akana]

Thanks, Miriam, for your great comment!

It was great seeing you this week! I enjoyed our conversation, and am really glad I had a chance to tell you about the work Carol Ross and I are doing around story.

So many people talk about the importance of story, yet don’t always connect the dots on using this as a relationship builder in career management.

Look forward to keeping the conversation going, and happy to be part of the Career Collective!

Warm regards,
Walter

[Walter Akana]

Hi Megan!

As always, I appreciate your insightful comments.

While some parts of job search will likely always be formulaic, the best opportunities seem to arrive when one has built that visibility, credibility and connection. And I love the way you put it when you say, “..it is in those moments of creating a shared narrative and connection that the magic really takes place.” And it is magic, indeed!

Always enjoy our conversations, and glad to be a colleague at Reach and at the Career Collective!

Warm regards,
Walter

[Career Sherpa]

Walter:
I LOVE this post! You have inspired, challenged and informed! Kick it up a notch folks, Walter is absolutely right.

[Jacqui Poindexter, Master Resume Writer]

Walter,

Another thoughtful post! I agree that it's possible many hiring managers "entertain the hope that the candidate who has some 'secret sauce' will show up."

The shared narrative, indeed, is key, and I coach, consult with and cajole my clients to indulge in a meaty, baseline, story-board resume and complementary career positioning messages imbued with that essence. This in-depth communication approach works!

It's clear that you are committed to partnering with your job search / careerist clients on uncovering and establishing a resonance between them and the hiring manager through your meaningful, consultative approach, as well.

In closing, this line in your post also really resonated: "It’s time to step outside the misconception built on 'applying for a job' and raise your visibility and credibility with hiring managers."

Yes yes and hear hear!

Many thanks for your continued contribution to Career Collective, Walter!

Jacqui

[Walter Akana]

Thanks, Hannah! Love your enthusiasm!

Wow, inspire, challenge, *and* inform! Glad I could help. As Megan has suggested, there will probably always be those rote elements to job search. Yet, increasingly employers are looking for people able to kick it up….and they’re looking for people with great stories!

Glad you stopped in :-)

Warm regards,
Walter

[Walter Akana]

Hey Jacqui!

Thanks for your great comment!

Of course, as a personal branding guy, you know I think that the “something special” – or “secret sauce” – is key. Frankly, it’s what makes for a successful candidate! In our branding work, we typically get people to focus on their unique promise of value, but I’m coming to realize they need to be able to tell their brand story as well.

As you know, story is critical to the job seeking process as well as to successful networking. Shared narrative really does drive connection. And I think your clients are lucky to be working with a professional who coaches and even cajoles. And with good reason!

In fact, I think you’ve nicely stated the key task and benefits when you say want to get your clients to “…to indulge in a meaty, baseline, story-board resume and complementary career positioning messages imbued with that essence.” It is in-depth communication that works…and it works to connect as well as to inform!

I appreciate your kind words about my commitment, and glad you loved the key point about visibility and credibility! (Somehow, I knew you would!)

So, glad to be part of the Career Collective, Jacqui!

[Debra Wheatman]

It is unfortunate that so many candidates miss the opportunity to take advantage of the benefits that social media networking can provide to lift them into "superstar" status.

Your blog post is appreciated.

Debra

[Walter Akana]

Thanks, Debra. We are so on the same page about this! Glad you enjoyed this post!