Job search candidates fall into one of two categories -- either active candidates or passive candidates. Active candidates are vigorously engaged in a job search - modifying resumes, applying to jobs, networking within targeted employers or contacting recruiters. Passive candidates might be open to new opportunities, but are not taking systematic steps towards marketing themselves. For active candidates, we encourage you to compartmentalize your job search into three discrete steps.
The first step in a job search is developing the requisite tools and an effective and efficient strategy. The main tools required by most candidates include a resume, an optimized LinkedIn profile, and a cover letter. Some candidates benefit from utilizing other tools such as an executive profile, a “pitch deck,” social media campaigns, and other marketing tools. These tools should all work to support a job search strategy, which provides a detailed plan of how a candidate will pursue the opportunities he or she wants. A search strategy is not simply a wish list of job titles, compensation expectations, or geographic preferences. Rather, a search strategy is a detailed plan that allows one to track, gauge, and adjust the search to pursue the opportunities he or she needs and wants. With well-developed tools and an executable strategy, active candidates will achieve greater success and be efficient in their search. Without the requisite tools and strategy, candidates are more likely to engage in an inefficient search, miss viable opportunities, and lead themselves into an emotional process.
The second step in a job search focuses on marketing yourself and applying to jobs. During a job search, a candidate is essentially selling themselves to prospective employers. Knowing how to tell the right story, to the right people, at the right time is the key to successfully selling anything, including yourself. Whether you engage a firm to help you market yourself or not, telling a clear story about the value you bring to an employer is essential. Equally important is accessing the right people to whom you can present your value proposition. An element of luck or patience with respect to timing is also required. An opportunity either needs to be available, or a candidate must be patient until one becomes available or one is created for them. Telling the right story, to the right people, at the right time is essential.
The third and final step to a job search involves interviewing, negotiating, and on-boarding. At the risk of stating the obvious, the goal of the first two steps in the job search process, is to reach the third step. Once a candidate receives an interview, particularly an in-person interview, their chance of receiving a job offer is enhanced greatly. With hundreds of applicants for many positions, getting to the interview stage of a job search means that you likely possess the requisite skills and experience to perform the tasks associated with the position to which you applied. It is during the interview that an employer will screen for many of the intangible qualities a candidate brings to a position -- drive, value creation and cultural fit, are a few examples. In order to have the best interview possible, candidates are wise to research, prepare, and even rehearse for each interview. Once final interviews are conducted and candidates receive an offer, it is prudent to develop a compensation negotiation strategy and an on-boarding plan. Both of these activities will ensure your proper compensation and an efficient transition to a new employer.
The benefits of deconstructing the job search into three steps can help make the daunting task of searching for a job more manageable. Like dieting, training for a marathon or studying for a licensure exam, understanding and planning for the discrete steps of the process adds efficiency, reduces stress, and enhances efficacy.