The One Critical Step Most People Skip When Trying To Land A New Job

The One Critical Step Most People Skip When Trying to Land a New Job Summary When most people want to improve their profession, they start by tweaking their resume after which they head to the job boards or LinkedIn to take a look at the job postings. They apply to all the positions that look fascinating…after which they wait. Do you see any issues with this method? Besides the truth that that is an entirely passive approach to your profession development, the other concern most individuals don’t realize is the job description is rarely an correct description of what a day on the job truly seems like. By counting on the job description, you might be leaving a lot as much as likelihood on whether or not you are going to end up in a task and an surroundings where are set up for achievement. “A” Players do not rely on job descriptions to drive their profession moves, but as an alternative will go to the market to get the true picture of what the alternatives are. They gather intel that not solely helps them make better selections in their career, but als o helps them to have fully totally different conversations with hiring managers that separate them from their competitors. In this video we break down why that is the case and how you can begin to approach your career in the identical means. Want extra assist getting higher interviews and bigger presents? The ones you DESERVE? Check out our Job Search Accelerator, which has helped 14,000+ shoppers do exactly that! Like this episode? Please share it! We can keep the blog and videos each ad-free and sponsor-free ONLY since you share our work! Please share, like or subscribe to our Facebook Page and YouTube Channel too. Transcript Kevin: We’ve been overlaying what it appears like, and furthermore sort of transferring in the direction of that final outcome, which is finding work that you simply love and doing work that’s going to let you kind of shine and remedy these problems that you simply get actually excited about. As we’ve labored via what it’s going to feel wish to get that, where some people are misstepping in terms of identifying what the actual problem is, we get to the leaping off level. A lot of people assume the leaping off point is looking for and goal by job descriptions, and simply making use of online. I know that we’ve kind of boiled this down to a few specific areas that we see there’s an issue round this, as a result of the bigger area that you have to be honing in on is identifying where these issues exist that you can solve. Right? Olivia: Absolutely. I think it’s all about creating the context that you could achieve success in, so that’s what we’re going to be masking ri ght now. Kevin: Let’s talk in regards to the first one. You and I have been talking about this an excellent bit. The motion. We eluded to it in the last video, the job versus the job description. Olivia: Yep. This is a giant one, because in the end when it comes to job descriptions … We did cover this in the last video, however most managers don’t actually have the time, or the ability to really to define the scope of a role, and really to be trustworthy with themselves about what they really want. They like to speak about what they’d like and sometimes they’re actually simply not at the stage for that job, so a lot instances what you learn within the job description is nowhere close to what actuality is. Right, Kevin? I know you’ve seen this so much along with your past. Kevin: No, it’s true. Again, I return to that consultative method. If you concentrate on this fashion, to be perfectly blunt about it, in the event that they knew precisely what needed to be solved it wouldn’t be an issue. The downside wouldn’t exist if they had the right match, in order that’s what they’re in search of. More, I guess extra particularly and better phrased it’s this; it’s not a job description, it’s not a set of experiences, it’s your ability to deliver on a specific end result. The downside with a job description is it not often reads to that. You’ve led number of folks, I actually have, when we now have certain issues with somebody performing in a job, or someone who’d left and you need to exchange them, and that’s what brings me to the job search, what is it that I’m saying when I hire this subsequent individual must be done? What is it that’s missing now that’s maintaining me up at night, that I’m excited about once I go house, that’s making me aggravated with my spouse and my youngsters, that is standing between me and a promotion, that my boss is consistently saying why is that this still an issue? Again, you hardly ever see that in the job description. Sometimes people haven’t thought through it that nicely. What’s great about this is if you incorporate this, if you in the end get to an interview stage, and also you incorporate this into that strategy of asking these questions, you bought all people over here who’s attempting to answer a job description, and you’re over here having a massively totally different conversation. There you’ve separated your self. It’s not separating your self on a piece of paper or on a LinkedIn profile, it’s via the conversation that you just’re having and the expertise that somebody has with you, which is big. Olivia: Absolutely. When you start to have these conversation you’re virtually creating the trail and your individual job for yourself. That’s the place you can actually can shine. Another thing I factor you touched on is being sincere with yourself about is this the problem that you need to solve or are going to be good at solving. I assume most people simply skip the steps of really understanding what that’s going to look like, and should you set yourself up for failure it’s actually powerful to rebound from that. Kevin: It’s like we talked about within the final video. If you don’t do that you run the danger of winding up in a job that isn’t what you thought it was going to be. This is the place you possibly can take possession in this, as a result of there’s an ebb and a move to the interview process. If that particular person sitting across from you isn’t going to present you with the alternatives that you want … I know you and I discuss what do you want in an organization, proper? What would you like on this subsequent place? Most people are very clear on what they’re shifting away from, but not what they’re transferring towards. If you don’t qualify about what you’re transferring in the direction of, you can be in the coolest firm on the planet, however they’re not going to have the chance f or you to do the things that you just really wish to do. You’re going to be frustrated, you’re going to really feel such as you failed, and identical to you talked about, now that lingering impact strikes forward with you in your next function. I know you’ve run into this with shoppers, I’ve run into it I can’t tell you how many times, that turns into the factor that now starts … That’s like the tail wagging the canine with people. Because it failed and it’s tremendous palpable. Actually, I would say what’s worse is that they didn’t truly fail. They have this sort of this false prophet that they’re serving, which is I failed, and it’s [inaudible 00:05:17] I’ve got to do properly. No, the place you failed was, you didn’t establish that what you actually came in ere to do doesn’t exist as an opportunity. You had been chasing one thing that didn’t exist. That was the point of failure, not the efficiency inside, since you have been by no means going to su cceed. Olivia: Absolutely. That’s actually the second point we see folks messing up, is simply not being clear on what they want. They’re very clear, such as you said on what they don’t want. I assume what ends up occurring is you’re escaping from one thing, and you’re so eager to flee that you make the same mistake another time. Kevin: Yeah, absolutely. Olivia: It comes down to not taking the time to being clear on what you want and what that looks like, and getting very particular. What that leads to is the third problem, which is applying to multiple jobs and actually simply sort of casting your web actually wide. You think, oh, I’m preserving all my choices on the table. Which sounds good in theory, but in apply it’s not good. Kevin, you realize what that appears like from the within, or the recruiters perspective, right? Kevin: Yeah, so I will share from the attitude of having, like you guys know, having been a head hunter for a decade, and then additionally consu lting I did with fortune 100 firms on expertise acquisition. Here’s what it appears like when Kevin applies and checks off the boxes and applies to 10 positions, inside those recruiters who you expect to be an advocate for you, proper? This is what we’re on the lookout for, we’re finally looking for advocacy as a result of most hires are made, more than fifty p.c of hires, I suppose it’s fifty-three, fifty-4 % based off of the research I have a look at, are made on account of somebody advocating for you. Having someone who makes a advice or refers you in someplace. If you’re going to observe what the best percentage success fee is and also you do that, what you've told folks is, I’m a jack of all trades. In an effort, like we just talked about a minute ago, to focus in on trying to pick a selected drawback, to begin with, you don’t know what the issue is, so you can’t speak to the problem. There’s no means that you can communicate to the issue and converse to being a fit to twenty completely different positions. Inside that company, those recruiters kind of function their eyes each time they see your name. They don’t even advocate for you. If you’re pondering that I’m just going more spaghetti in opposition to the wall and see what sticks, to start with I would ask you how’s that working? It’s not, I know the answer to the query before I ask it. That’s why it’s not working. Then you possibly can kind of bundle in with this the truth that you’re trying to create an advocate in somebody who can’t even hire you, which is probably the most counter intuitive part of this process. There are multiple failure factors in this course of. The bottom line is don’t do it. What have you ever seen as well? Olivia: No, I agree. I assume folks take the trail of least resistance, and what we’re asking them to do is one thing that’s very difficult. It’s taking the time to get actually clear and specific about what consequence you want, and what issues you need to remedy, in what context. Those are plenty of questions that are not easy to reply, and they can’t be answered alone by sitting behind your laptop taking a look at job descriptions. That’s why I think this entire theme of the series that Kevin and I are doing is about doing what makes you uncomfortable and what others aren't keen to do, and that’s what’s going to get you into the highest ten or 5 percent in the job market and no longer position your self as a commodity. That’s what this series is all about. Kevin: This is the place I’ll share what I suppose is basically thrilling about this and what Olivia has provided to do. Which is, she has a guide that works via many of these steps and just about the framework that we’re going to walk through over the next few movies, and he or she has agreed to offer it away free for the subsequent 5 days beginning on Monday. Plus we’ve gone via, through multiple calls, and give you extra applications , and assets, and coaching that we’re going to bundle in on that. Here’s what I would say, you can see Olivia’s book, look up underneath Olivia Gamber. The title of the guide again Olivia? Olivia: The Career Upgrade Roadmap. Kevin: Career Upgrade Roadmap. This is the place you understand that I’m not reading off a script, as a result of I fully drew a blank. I apologize. Olivia: That’s all proper. Kevin: You can go take a look at that, get an idea about the book. Don’t purchase it now, as a result of on Monday we’re going to ship an email out and the doorways will open for 5 days to be able to get that, plus a bunch of different bonuses, which are going to assist accelerate every thing that we’ve been talking about. If these videos are resonating; there’s extra movies to come back, there’s more when it comes to the e-book, there’s extra by way of the other packages. What would say to you as nicely is when you’re not not receiving emails from us simply use the hyperlink beneath, sign up at careerattraction.com and we’ll ensure that we get it in front of you come Monday. Olivia: Yep, excited. Kevin: All proper, cool. Thanks.