by Mike Gardner
Are you part of the elite class of talent available for hire known as “Wicked Talent”? If you are, none of this column will surprise you. If you aren’t, you might just want to read ahead…
If you are Wicked Talent then, from a career perspective, you know where you are going, have some kind of a plan to get there and are relentless about the journey. Here are a few trade secrets from those lucky enough to have earned this envious title.
1. Figure out what you are passionate about in your career. Before you begin your search, take a few minutes to ask yourself that important question. At some point in your career you might have had that awesome job that you just couldn’t wait to get to each day. Then somehow, over time, that awesomeness in your job deteriorated. What was it specifically that you really enjoyed about that job - and importantly how do you capture it again in your next role? Capture your real thinking about what is most important to you and then gear your search to finding those types of opportunities first. Knowing what you are looking for makes a job search easier.
2. Get your message straight and communicate consistently. We all know that messaging is everything and it is important to get it right, and to be consistent if we want to sell products effectively. No differently, a job search requires you to stand out--it demands that you to consider yourself a product in a competitive marketplace, and really work hard to differentiate yourself. It’s important that communications to potential employers function like a product advertisement and less like a product manual - communicating the benefits of you versus just what you are capable of achieving. Take these benefits and place them strategically in your resume, your cover letter, on your LinkedIn profile, on your Facebook Page, --basically, include them on any critical touch point that you will use to market yourself during your job search.
3. Know why you are right for the role before you apply. Wicked Talent asks themselves a lot of tough questions and are able to justify the answers before they respond to a job posting. Why are you the right fit for that position? And more importantly, why are they right for you? Take time to understand what the hiring manager is looking for, and then clearly articulate why you are the right candidate for the position. Demonstrate to the hiring manager that you understand their business, what they are looking for in a candidate, and show why you are best suited for the job.
4. Know your audience. Don’t forget that in the most recent company layoffs all departments were affected, including HR. Where a large company might have had 12 people working on the HR team, today, there may only be nine left who have to do the work of 12. There is a good chance that filling open positions in the company is not their only job function, so like everyone else, they are swamped. If you can help the HR person easily understand why you are right for the role, you will not only help yourself but them as well, and improve your chances of breaking through the clutter and getting in front of the eyes of the hiring manager.
5. Network Effectively. Join a professional organization you believe in and get involved (as in pay the fee, become a member, and tout it on your resume - it shows you are someone who can commit). You never know how you might find out about a great opportunity, so the more venues you open up (whether online or offline) the better the chance that you’ll find yourself in the know when it counts. When you have found a new contact, stay in touch. Follow up with the contact shortly afterwards - 1-2 days, and briefly recap your conversation. Provide value and relevance in your communication (perhaps a new study or article that relates to the position could be included) and stand out. While working new contacts are great ways to make things happen- working existing contacts is also equally effective. Don’t forget to keep in touch with those golden contacts once every 8-10 weeks. Again, be smart and share some relevant info with them as well. Doing so will give you a true reason to reach out to these important connections and will position yourself as a thought leader in process.
In the end, doing these things well will make you not just average talent, but Wicked Talent that hiring managers will want to fight over.
Most of all, when you finally land that job, remember what it took to get there, and when you get the chance to hire someone, remember what it was like to be on the other side of the desk.
Best of luck.
Mike Gardner is a staffing executive and incoming president-elect of the American Marketing Association-DC Chapter. He specializes in helping great companies find top-level digital, marketing, advertising and PR talent. Email him: mike@gardnerandpartners.com