After all, doesn't a job search require serious effort? 

 

Handling interviews is just not the responsibility of the Recruiter anymore. Most of the active job seekers explore the potential pitfalls in which they or the recruiter could fail to interpret in the right way. 

 

Most obvious are handling the red flags, presenting your genuine case, negotiating not just on the salary but a lot more. 

 

Red flags are opportunities:

 

Career breaks, education breaks, multiple job functions, frequent job change, organisations brand, role, pay pack, etc could be common red flags

Interviews are essentially a negative process where the recruiters keep looking at the disqualifying criteria’s to identify the potentially strong candidate. Identify your red flags and figure out the possible convincing answers to overcome the pitfalls. Be genuine with the case and help the interviewer to understand your genuine thoughts. 

 

Interview presentation:

 

It makes a lot of difference if you prepare for a face-to-face job interview. You should be well aware of what you have written over your CV or resume and then be prepared to ask or answer the right questions about your role in current company or future. Most the interviews are lost in first minute because you are not prepared for a simple “Tell me about yourself?”

 

You should not over prepare so much that your answers seem rehearsed. Read the news about the company before going for the interview and ensure you don’t fake anything during the interview process. 

 

Art of Negotiation:

Never oversell or undersell yourselves just wait for the competition to be eliminated in the race till then you just have to prove yourselves that you are competing in the race with right skills. 

Talk about objective criteria rather than vague wants, and give a solid justification for whatever requests you make. Be positive about your negotiation and focus on yourself. Making the interviewer feel small or making the organisation feel small will only ensure you to loose the interview. 

Prepare well with the data for negotiation from your stand point and also the industry stand point. Do not mention any common data more than once as the interviewer could also be aware of it and will only be a nuisance if you repeat. 

 

 

Walk into your interviews well prepared and win it.

 

A job search involves a series of tasks which has to be carried out meticulously. This has nothing to do with the function in which you work or the level of your experience this could change your life.

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Ambiguity and uncertainty exists until we understand the process of job search and the stakeholders involved in it so that the scope of errors are reduced. We also have to understand their intentions and interpretation techniques to make it effective.

 

There are few prime factors which are assessed in any interview process:

  • Skills
  • Education
  • Experience
  • Fitment to the current opportunity (Company, role and team)
  • Communication

 

The above order might change based on the company’s culture which you can understand by interacting with the employees over there in social media. 

 

You have to draft (Prepare not fake it because you will fail when you fake it)  a best possible answer to make people understand clearly that you are best fitment to the requirement. This means you should analyse how and what you have performed tasks in your current or past roles which would actually help you to excel in the current opportunity. 

 

What is your contribution in the major achievements around you in your current or last job? How did it make an impact in the organisation and how that will help for your future job? This will help the interviewer to understand how significant your contribution could be for the role. 

 

 

Value discovery:

 

It's not just what you did in the past its also about how you explain it to make the interviewer understand the same. 

 

The organisations that are looking for someone like you in terms of skills, experience and culture. 

 

Find your own fitment with respect to Industry, Employee strength of the organisation (headcount), whether you fit in for product or service organisations?,  what kind of role will make great? , Etc.

 

 

Brand you:

Its important to craft your own brand message to stand out from the crowd Apart from your experience, education and skills focus on various other activities like new initiatives, learning new technology and pioneering it before others in the team.

 

There is a very simple and complex question which you have to understand is “Tell me about Yourself. This is not about who and what you are (Education, experience, etc.) its all about how you are there. This could be a one-liner which should be like a tag line for your own CV.

 

 

Keywords in your CV:

 

Every recruiters inbox is bombarded with resumes for the open requirements. This actually gives very less chances for them to look at your resume/CV in detail. There plays a major role in keywords. You have to understand that the recruiter is going to look for major keywords which will prove that you would have performed the job which will meet the role needs. 

 

Talent acquisition and Management has becoming complex day by day. Identifying the motivational factors for the Employee Engagement is crucial and complex. Recruiters are trying to find various avenues to reach out to prospective candidates. At myjoiningbonus.com we believe most of your challenges in identifying best candidates could be managed during and post hiring through Active candidates. 

 

In general we know that below are the types of candidates: 

  • Employed 
  • Un employed
  • Employed still looking for good opportunities
  • Employed but not open to new opportunities           

 

The underlying motives and interests pertaining to every candidate is unique. 

 

How strong is your recruitment strategy to capture this essential information and utilise it to the future (Employee Engagement)?

 

Even before we are getting to know about Active candidates lets understand that Passive candidates are not always passive. 

 

Active Candidates

An active candidate is someone who is seriously searching for a job. This does not necessarily mean unemployed or serving notice period, but they can. 

 

Typically, the Active candidates are

  • Bothered about the stability of their job with the current employer. 
  • Like to take up more challenges or responsibilities
  • Their current employer has outsourced their job needs
  • Current employer is moving or went out of business
  • Not comfortable in working with the team or the boss. 
  • In sufficient monetary or non monetary requirements. 

 

Over 35% of the full time employees are falling in the Active job seeker category. Most of the open positions in any industry is filled from these Active job seekers. 

 

Though Job postings are the most common way prospective employers reach active job seekers its less efficient method for hiring. This is because of a larger number of unqualified applications received through the job postings. 

 

 

Active candidates can be sourced rather than doing a job posting. If you are still wondering how?

Well, you have already solved the problem by visiting My joining bonus

I'm working hard but, I feel that I'm struck. My routine acts at the workplace makes it less interesting. I'm wondering why I want this place in the first place. 

Does this sounds familiar?

According to research conducted in recent times the people who wanted to continue their job (who are satisfied with the job) is less than 35% and rest all are willing to look out for a new position. Many serve their Notice period without even an offer in hand which was not the case five years ago. 

Many think pursuing passion as an elusive dream which will never be true and believe strongly that its for a selected few. If you ask the people who had pursued their passion its common and simple statement they make "I found my calling in my life" Despite what we believe, passion can be discovered and transformed into a fulfilling career. We have to understand where, how do we find it and what to do when we find the passion of ours. 

Our basic belief systems are formed based on our life experiences. Our brain has a pattern of storing these occurrences in life when there is a feeling of joy, anger, fear, sadness, etc. This determines our acts when we find a pattern of such similar occurrences and drives us towards or against it. 

The life calling starts from our emotions which are either positive or negative which drives you to pursue your passion. Positive emotions can be ignited by the desire to create the change understanding the value derived from the change. When we want to share a beautiful experience of ours to a larger audience this works.  A movie experience where the hero is growing in life by pursuing his passion ignoring all his inefficiencies is a best example for this. 

Some times people are more influenced by negative motivation where they tend to change things because they don’t want others to go through same pain. Some times it doesn’t matter who you are what you know and how knowledgeable you are pain is common for all it creates more pain for more sensible people. This kind of negative emotions motivates us to pursue the passion relentlessly.  All that is required is getting creative in connecting things around us. 

once you have identified what motivates you then you just have to translate it as your career. If you discover something you love never loose the sight of it. You have to start it small and see whether you continue to like it as there is a difference between need and want.

Passion is not an elusive dream anymore.