24/09/2013
If you work, chances are you have been a candidate at some point. You have searched for the right role. The role that you know you can do, but that will provide you with an opportunity to develop even further. The role that will reveal a couple of gaps between the requirements of the role and your experience, but you know that you have the potential, and the right motivation to nail it.
When you have found that magical role, you have laboured over your CV. You have put together a cover letter that proves that you can do the job, and that you are the right culture fit for the business. Once you have logged on to the business’ or the recruitment agency’s website you have addressed key selection criteria, and typed in salary expectations hoping that they won’t undervalue you or rule you out. Exhausted, and more convinced than ever that you want that job, you have hit the ‘Apply Now’ button. Then you have waited….and waited….and waited.
Sometimes you never hear back at all. Sometimes you get an automated response thanking you for your application. Sometimes you get a phone call, sometimes, an interview. But you don’t get the job. You do attract some attention through LinkedIn, but for jobs similar, or at a lower level to what you are doing now.
You long for the good old days when the candidates were golden, courted, valued.
You are baffled by the lack of TLC you receive for the roles you want, and the unsolicited attention you receive for roles you don’t. Particularly today, when there seems to be a bigger focus than ever on ‘Talent’ and a natural follow on to ‘Candidate Experience’. You long for the good old days when the candidates were golden, courted, valued. And when people were hired based on their experience and their potential. Not just their experience.
The reality of it all is that the market is no longer like that. It is different. And it’s not always the best friend of the candidate who wants to take a step up, to spread their wings, to take on more, or to see a salary increase. The skills shortage we had prior to the GFC meant that businesses had to take a punt on candidates with less experience than required for a role. The GFC saw a wide range of businesses hurt, and downsize. Then, in a post GFC world they made the move towards running lean. And lean means that they need to hire proven capability.
So where does that leave you? Does it mean that you need to sacrifice your dreams of moving up the ladder, or worse, to take a step down? Does it mean that you will be underwhelmed, under-challenged and quickly disengaged? How much of a salary cut might you need to wear?
The answer could be this. You may need to think a little more outside the square, just like businesses did when there was a skills shortage. Now there is a bit of a career development shortage. But how will you do this?
Firstly, you will need to be patient. Some internal recruitment functions are still being established and are continuing to evolve. They are striving to build strong internal capability and for the moment chasing their tails. They might not come back to you, but they are trying. That perfect role might just become yours.
That perfect role might just become yours.
Secondly, try not to take any apparent ambivalence towards you personally. You shouldn’t let the experience you have as a candidate tarnish their brand.
Finally, you may need to re-establish your expectations. Think of it this way. Many are so busy, complaining about no work-life balance, no time for families, friends, or hobbies. If you can step into a role that you can do with ease, then you might actually be able to leave on time! And get your weekends back. And develop even deeper capability in your specialty. And work on your leadership skills. Imagine being able to have that quiet reflection time and be truly strategic.