Most of us through our professional lives have been oriented and rewarded by being aggressive or assertive or actively pursuing our goals. Initiative and enterprise is always appreciated and these are considered to be wonderful traits in any true-blue professional.
But unfortunately these very same traits become counter-productive when you are a job-seeker.
Let me explain.
They prefer to believe that they searched the market, identified some solid candidates and wooed one of them to finally come across and join their organisation. And if they come across a candidate who is as competent and with the necessary pedigree, sills, experience, etc., but who is actively looking for a job they somehow tend to rate him a few notches lower than the previous category of candidates.
Somehow the assumption is that the active job-seeker might be enthusiastic about the opportunity because she needs a job at this point of time, and therefore might not be the best choice for the job.
So what do you do if you are an active job-seeker and are genuinely interested in this particular opportunity? Here are a couple of points to keep in mind :
- Never come across as being over-enthusiastic or eager about the job.
But unfortunately these very same traits become counter-productive when you are a job-seeker.
Let me explain.
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| Image courtesy : http://launchpadu.com/2011/07/the-hidden-job-market/ |
When companies are looking to hire senior executives they tend to be biased towards professionals who are not actively looking for a change. I am not sure if it has to do with human psychology, but hiring managers tend to be somehow wary of people who are actively hunting for a new job. And this is also how search consultants view active candidates vis-a-vis passive ones.
They prefer to believe that they searched the market, identified some solid candidates and wooed one of them to finally come across and join their organisation. And if they come across a candidate who is as competent and with the necessary pedigree, sills, experience, etc., but who is actively looking for a job they somehow tend to rate him a few notches lower than the previous category of candidates.
Somehow the assumption is that the active job-seeker might be enthusiastic about the opportunity because she needs a job at this point of time, and therefore might not be the best choice for the job.
- Never come across as being over-enthusiastic or eager about the job.
- Communicate a clear logic and reasoning for being interested in this opportunity and what you would be bringing to the table.
- Try to get someone to sell your candidature for you; be it your referee in the company or the search consultant.
- Do not follow up too often directly with the company representatives; it is advisable to follow up with your referee or the search consultant.
- And finally remember, if they need you as badly as you need this job, they will pursue you!
And what if you are a hiring manager and you are evaluating active and passive job-seekers for a position?
- Keep in mind that an active job-seeker could possibly be a better fit for the role than the passive person you are wooing. It would serve you best if you keep aside your bias during the evaluation process.
- Try dig deeper and understand why the person is looking for a change. Why is she keen on the company and this opportunity? Do some referencing and enquiries on your own.
Sometimes being a little aloof and playing 'hard to get' (without being rude or obnoxious) makes you a lot more appealing and valuable to the suitors out there! (Sounds like dating advice? Well, you'll be surprised at the similarities. Maybe its time to discuss your pre-nuptials! :) )
Hi Guru,
ReplyDeleteThis indeed is an interesting article and is so true… coming from your experience. I too have experienced it from both the sides (as a candidate and a client) and this runs across all the levels!
Joy Suchitra
Interesting, nice read -Suresh
ReplyDelete@ joy : thanks for visiting and commenting! :)
ReplyDelete@ suresh : thanks!