Regardless of the economy, continue to reinvent yourself (this includes the employer too). Here’s why!
The economy of our parents and their parents is long gone and never coming back. Plus, the one and done careers are rare. Many people were taught that having a stable job meant being in the same job for what seems like forever (no matter the boss or pay). In essence, it seemed like the person died in the position and the position died with the person.
However, as the economy has shifted the workforce in so many different directions and uncertainty is certain, we must change our idea of what job stability looks like and what it feels like. We cannot be afraid to reinvent ourselves; this includes the employer and not just the worker. It is simply fun to reinvent ourselves and learn new things. These experiences help in gaining unique and hidden skills and talents that we may not have known we had as well as gaining unique candidates that can create and innovate and even take a company to the next level or phase in its growth.
This goes without saying that workers must prepare themselves in gaining additional education and skills as well as taking on those jobs and experiences where workers are able to stay afloat. Degreed workers should not feel embarrassed by taking on work that seems beneath them or doing gig work. If it has helped in paying the bills and keeping them from becoming homeless, do not feel ashamed or embarrassed. You are a survivor and resilient. These skills in itself shows a lot about your character and work ethic.
You also may have gained skills you most likely would not have learned so easily and organically. Moreover, you may have connected with people and companies that you would have never met. So, again, those unique experiences are still counted as valuable.
Employers must also understand that most workers do not have the traditional set of skills and experiences that previous worker generations had. This is to say that workers of today have (for the most part) gained the requisite education yet have not been provided the same or similar opportunities to gain those “5 years experience as ____ (fill in the blank)” or “10 years of progressive responsible experience.” Or, there is the segment of workers who have worked in their field for some time, only to be laid off due to company closure or downsizing, with similar issues as those who are entering the job market for the first time, i.e., limited opportunities. In other words, a large portion of the worker base is behind the curve on gaining these specific experiences and building upon those experiences. Studies and statistics have shown once a worker is behind in his or her career standing it takes a lot longer for a worker to catch up.
Instead, employers must let go of the unrealistic expectations and not solely allow those ATS robots (applicant tracking systems) to do the work for them. Employers must also reinvent themselves too. They must begin to change its hiring practice and selection approach. This includes getting rid of those sterile and generic job descriptions and job postings and begin evaluating the type of candidate that is not just desirable in experience but talent. This would include reviewing all candidates and translating those unique candidate experiences and skills and not just the ones that are filtered by the ATS robots.
Also, if you are a recruiter who screens a candidate’s resume and makes a determination in less than 10 minutes in total, something is definitely wrong. Employers (as well as recruiters) must take the time to review the resume for hidden skills and talents and not just review titles or industries. It will be those candidates, who are not the traditional candidates and have showed resiliency during economic times, who will possibly be the better candidates with the right combination of skills and results for the employer.
Workers must also remember that they have a voice in this process too. You are also interviewing the employer and determining whether a certain place is a good fit for your talents and skills. So, do your research and interview that company during that hiring and selection process. Usually good workers who are passed on are later regrets by recruiters and employers but are more than welcomed into other places, where their talents and skills are appreciated.
As a side note, I normally write when I get inspiration. This article came right in time, as a dear friend was interviewing for a position and reached out to the network of friends and contacts. I wanted to make sure that this friend and others alike do not feel alone in the job market and that they know the maze that workers must go through to get a basic job offer is not about them but about employers changing perspective, practice and approach. This is to say that employers will not be able to obtain top talent in the traditional manner and retain this talent, as it is no longer easy for either the employee or employer in any economy. Getting top talent will be organic.
