Career Talk JDR

Companies run on people; people create processes to make work efficient and profitable.  Put yourself in a position to help your company make money (sell more product or service); or reduce cost (lower expense equals higher net profit).  All companies expect you to bring in 5x your salary – make sure you far exceed that to keep employed. 

Work only for a company that you believe in.  Their products, the people they choose to employ and their ethics must all align with your beliefs.  We will call this your IJ-ideal job.

Job Search:

If you are unemployed or unhappy in your position, take the steps to find an IJ. Work as a temp or consultant until you find your IJ.  Let a professional recruiter be your agent (never look for a job while being paid to do another job).  Be sure to find 1-3 recruiting firms that have long-term results representing people with your skills.  We will call these your PR -partner recruiter.  The number of PRs needed depends on the scope of your search in terms of breadth of positions and geographic parameters.

Network with everyone you know to find a potential IJ.  Once a lead is found, pass the info to your PR to present your qualifications.  If they are unable to get you introduced and/or interviewed, they will let you know and help you find someone that works there to get you in the door.  Pass all position and people leads to your PR.  So, what’s the reason for doing this?  If that PR fills the position or places the person, you may get a referral fee (some people make excellent secondary income by regularly doing this); but whether they do or not, your PR will work extra hard to find you your IJ.  Doing this all the time will help to ensure a steady stream of possible IJs.  Be sure you create that partnership where you both help each other!  Your PR won’t be to get you in to every company, but they can probably find out and tell you how to do so.  As you are trusted partners, it will be a win/win whether or not they place you directly as they will have ongoing revenues from your job and candidate leads.

In economic down- times, businesses shrink their Human Resource and internal recruiting departments so the people remaining don’t have time to review and screen all candidates.  They don’t advertise all their openings and temp/contract posts for the same reasons.  However, all companies laying off and downsizing still need great people to keep them in business!