It’s the question we’re faced with most by our clients when we share our most counter-intuitive advice: don’t focus on broadcasting that you’re searching.
Because the real question you need to answer is…
“How will they know I’m EXCEPTIONALLY good at what I do?”
Let’s face it – THAT’S why you get hired.
No one cares that you’re looking.
In fact, if anything, it undermines your positioning, how much people want you and…most of all…what people will be willing to pay you.
So, as you think about pivoting or upgrading from your current role, ask yourself this…
“Who out there knows that I’m too good to be ignored?”
Kevin Kermes: Let’s talk about the difference between going a mile wide and an inch deep, which is what most people do when it comes to their career and their job search, versus going a mile deep and an inch wide. Here’s what I mean by that. Let’s think about how most people start their searches. They say I need to post my resume out on job boards, I need to send it to as many people as possible, I need to make sure that everybody knows that I’m looking, how is anybody going to hire me if I don’t know that I’m looking and that’s asking the totally wrong question because what people need to be focused on and what you need to be focused on is making sure that the right people, that really narrow inch wide gap, knows that you’re exceptionally good at what you do and knows what those things are that you do and the outcomes that you have delivered and can deliver for them.
Olivia Gamber: I know what you guys are thinking. This is the objection that’s already coming in my head, what do you say to those people that maybe they haven’t done as good of a job networking and they need results now because they’re in the middle of a search or you’re unemployed, or you’re under employed or you’re not happy and you need results? How do you start networking and get people to know you’re looking?
Kevin Kermes: It’s a natural place to be, right? It’s naturally to think this is great, this all sounds fantastic but here’s where I am right now and I have an immediate need. What I’ll come back to is an article, and this goes back and forth between the Wall Street Journal and The New York Times every year where they interview search firms and the search firms consistently say that their clients want people who are currently working. That bias, that tendency towards that is because people want what they can’t have and more importantly, it’s because nowhere in that message is I’m looking. There’s no value for someone who’s going to hire you around the fact that you’re looking. No one cares, to be perfectly blunt. What they do care about are the outcomes they need to achieve. What do they need to do for their shareholders? What are the key problems that they’re dealing with right now that are keeping them between success? Maybe for your future boss that’s a promotion, maybe quite frankly it’s them keeping their job. If their success or failure hinges upon this critical task, this critical set of specific tasks that need to be done by this role and why you’re the absolute best person to do it.
Incidentally, you want to position yourself for great compensation, that’s where the conversation needs to start out versus I’m currently looking.
Olivia Gamber: Exactly.
Kevin Kermes: If this has been helpful, if this has resonated with you, do us a favor like it, share it. Better yet, share it with somebody else who you think might get some benefit out of this content. Thanks guys.
Olivia Gamber: Bye guys.