During a tough job market, it is not uncommon to find two extreme versions of propaganda. On one hand, we might read about the absence of any jobs, and on the other hand, we might find academic institutions promising paths to riches by obtaining a degree or the latest certification in underwater basket weaving. Each scenario gives job seekers something to hang on to: hopelessness or a vision. Neither extreme is accurate; the problem lies in that each statement is believable and may be taken at face value, with very little questioning about the relevance of the statement to any particular person’s circumstance. There are several other factors to be taken into account.
Relying on certifications as a measurement of value
As an example, an MBA degree might be an attractive addition to someone’s calling card, but if the person truly doesn’t have an understanding of the business needs of the employers they are pursuing, the assumption that the MBA adds value tends to be off target. A dressed-up resume may allow some people to talk their way into a role that superficially looks like a match, but they can easily end up being in over their head.
So, what happens when people are not realistic about their capabilities or performance? After a running start, the candidate may find themselves unemployed again when their true applicable knowledge and skill level are recognized by the employer. When it turns out someone is not performing as anticipated or desired, some employers take an easy way out. The underlying issue isn’t necessarily visible because the employer may be reluctant to go through the process of documenting performance or coaching. In some cases, it is much easier to group someone into a “layoff” scenario, simply to avoid the work involved in removing them through performance coaching and documentation.
In my experience, the number of times I encounter a situation where the person has a greater perception of their capabilities than a position warrants and subsequently loses their job occurs about as frequently as I hear someone complain they have been unemployed for an extended period because there are no jobs. The similarity in these situations is that each represents an unrealistic expectation about the marketplace for particular skills or the availability of dream jobs that match desired criteria.
It’s important to recognize the difference between a “challenge” and “in over your head.” It may mean one thing to the candidate and yet another to an employer who has clearly defined expectations of the outcomes they desire. It gets even more complicated when the employer has not clearly defined his expectations and the candidate has no real understanding of the role and is left to intuit their way through. To ensure the highest probability of success, it is critical for candidates to understand the business goals of the organization and where their role contributes to the organization’s mission and objectives. On the flip side, for an employer to ensure their resources are being used to the fullest, it is extremely critical to set clearly defined expectations.
Relying on passive job search or passive recruiting methods
Many candidates using a passive search process will miss out on learning what is needed before they enter into a situation. Job descriptions may describe functions but not necessarily goals. In order to fully grasp what they are getting into, candidates need to conduct extensive research and talk to insiders to get a real-life perspective of the overall market, a particular industry, or a particular organization. With this preparation, they are much more likely to gauge the value or return on investment (ROI) of certifications or extended education. Through strong relationships and an internal connection who is willing to speak to the overall skills someone brings to the party, it is more likely a person will be able to apply a newly acquired degree or certification without an exact match to stated job requirements. Employers who encourage employee referrals are much more likely to open the doors to people who share the organization’s vision and are a fit with the culture when candidates have existing relationships with top producers who have demonstrated as much.
On the flip side, hiring managers who rely only on the identification of key words, certifications and degrees as a measure of value may be unpleasantly surprised by poor performance later. It is critical to develop sound questions to be able to assess someone’s ability to do the job, and to do the job the way the employer wants the job done. It’s amazing how many times people are still hired on assumptions.
Being behind the curve when needs change
Another hurdle for a candidate to face is when an industry, organization, or a hiring manager’s expectations change due to changing business needs. This situation arises when the candidate is seeking employment, or it can happen after they are hired. Either way, if someone is unable to quickly change priorities to address business needs and immediate opportunities, they will be left on the sidelines. Regardless of how hot the job market is, or how hot the newest certification program or designation is, if a candidate is not flexing with the underlying business need, will be left behind.
In a slow job market, it is even more critical to recognize that what you want right now may not be attainable immediately or as planned. It might require a different strategy or short-term concessions and, most importantly, the flexibility to do what it takes to get on track. Building in the time to develop connections and hands-on experience may allow for a greater ROI from new certifications/degrees in the long run. It is also critical to stay on top of changing needs to make sure what you offer is still considered of value as you move forward.
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