The more I think about it, the more career transition myths I come up with, but for the sake of brevity, we’ll keep it to ten, total – for now. Here are five more to add to the previous list:
1) The myth: If you have a terrific interview, with instantaneous great feedback, the odds are good that you’ll get an offer.
The reality: Think of the interview as just the first part of a process. What happens after the interview is almost as important as the interview itself.
A follow-up email is imperative, within 24 hours. It’s not a matter of etiquette. It’s about marketing, and about solidifying the points you made on the interview. You want to reiterate why you think the position is a great fit (“fit” being one of my favorite job search words). You may want to add something that you may have not had the opportunity to include in the interview. You know how you sometimes leave an interview and all of a sudden realize that you left out a critical element? The follow-up email is the opportunity to fix that.
Keep the email short and business-like, with short paragraphs, or perhaps bullet points. Make it easy to scan, like all business communications. Reiterate your interest in the position.
Another follow-up element is staying in touch. Never let more than five to ten business days elapse without some sort of contact. It should be a low-key voicemail or email, just “checking in” on the status of your candidacy. Maybe if the process drags out (more common than not), you offer to come in again to make their process easier. Maybe that sounds a bit presumptuous, but I think it’s a “why not?” if the process is lagging. Nothing to lose!
2) The myth: Spending a couple of hours a day calling contacts and answering postings should just about do it for allocating time to any job search.
The reality: Time management and prioritization are critical elements of a successful career transition. For the unemployed, it’s a full-time job. Research, building and maintaining a contact database, maintaining accurate records of all activities, reaching out, and aiming for as many as five live meetings a week should create an extremely busy schedule. A truly proactive search is time-consuming.
For employed people, it’s tougher. I highly recommend a quota system for those on a search, i.e., a certain amount of dedicated time per day. Even if it’s just 15 minutes of reading about a targeted area, that’s part of the process. The key is to maintain momentum by aiming for some time every day, whether it’s reading or making a phone call, or trying to get one live meeting per week.
3) The myth: “Networking” means calling everyone you know, and asking for job leads and new contacts.
The reality: Real networking is a process. It’s not a quick introduction, or one meeting. As with sophisticated sales technique, it’s cultivating relationships – over a period of time. It’s also more subtle than just asking friends for leads. Another label for the concept is “indirect marketing.”
Each meeting should have three objectives, which is a good way to measure its effectiveness.
First, the relationship itself is key; so is maintaining it after the initial contact.
Second, the meeting should be structured around prepared questions that both reflect your knowledge of the industry, and the self-marketing questions you wanted to ask in the first place.
Third, what you may have thought the whole thing was about, a chance to expand your network by asking if there’s a possibility of referrals to others who might be helpful.
4) The myth: A great 15-second “elevator pitch” is critical to your success in any career transition.
The reality: The very idea of a 15-second pitch strikes me as ridiculous. Yes, it might be appropriate for that elevator, but who wants to be pitched on an elevator? It also might work well at a social or professional gathering, since you don’t want to corner anyone with a full pitch. Your objective there, after all, is just to get some business cards for future reaching out.
A pitch is a 1 ½ - 2-minute summary of who you are, what your skills and experience have been, something memorable that makes you different from others, a one-sentence job history, and a summary of all of it to cement what you’ve already stated.
A great pitch is one of the hardest aspects in transition and one of the more critical. It’s not only imperative for the “tell me about yourself” question on an interview, but it’s also a great introduction in a networking meeting, a way of establishing yourself on a new job, a good outline for scripting your approach and follow-up emails. In other words, it’s your brand, and you want to use it as the cornerstone of your transition.
5) The myth: Cast a wide net in your search. Apply for everything. Talk with everyone. The numbers are bound to work in your favor.
The reality: Designating clearly defined targets (Plan A, Plan B, and maybe even Plan C) is the critical first phase of any transition. It’s not necessarily what’s available out there; it’s what you want, and what is feasible.
After figuring out what the possible targets will be, it’s important to then research what their markets are. If it’s a target which may have only two or three organizations that might hire into those positions, it’s not a great statistical target – unless the other(s) have more possibilities. Overall, you want a high probability of success, contingent on a large number of possible options in the target.
An unfocused search might work, just by sheer randomness – but not that often. A targeted search will work faster and better, assuming you’ve performed a basic due diligence on the feasibility of those targets first.
Here’s a good philosophy to stick to: The best work situation is one where someone in career transition looks for what fits his/her life, rather than fitting the life to the career. This will add to the necessary focus.
Avoiding these myths will help keep any career transition on track.
Image courtesy of Stuart Miles at FreeDigitalPhotos.net
At Social Hire, we don't just do social.
What the Social Hire gang loves is making a difference for our clients, and we don't want to waste your, or our resources on marketing for marketing's sake, if it doesn't get your organisation the impression you need - we take a different approach. When your business utilises social media management, Social Hire improve the presence of your company online and offer your business the lift it needs to improve.
The social media marketers in our company are the best in the business at helping our partners enhance their online marketing. We outline and implement cutting-edge social media marketing plans that help our customers realise their organisational objectives and further their social media presence. Our experienced team of digital experts do your social media strategy creation and management in an uncomplicated monthly plan that is cost-effective and is genuinely useful, whatever results you demand from your marketing team.
Our specialists are a company that assists our customers further their presence online by giving online marketing on a regular basis.
You might like these blog posts 5 Free Tools for Social Media Marketing, Why Your Wellness Communications Strategy is Key to Improving Employee Well-Being, Beating Workplace Stress - A Guide For Small Business Owners, and The Magical Feedback Trick Ivy League Experts Swear By.