Andrew Wojecki

The Job Hunt - do we talk about the times 'in-between' enough

Today's job market is more competitive, uncertain, and intimidating than my generation has seen (let me speak for myself - more than I have ever seen). Over a year ago, based on my own decisions, I attempted to try something different and transition into a new role and new industry. I was lucky. Any later and that gamble might not have paid off.

One thing I wasn't prepared for was the time inbetween. What one did with oneself while looking for work? Yes, the job search should be seen as full-time work, but I struggled with the isolation and lack of meaning that working toward a particular business or team objective provided. For many who are in transition through no choice of their own must now manage the tension and emotions that naturally arise.

Seth Godin has written a recent post questioning if the resume is still relevant.
Guy Kawasaki has written on his dos and don'ts on resumes.

What if.. on interviewing and job searching in a downturn

I was sitting in traffic on my drive home today listening to NPR. I began thinking about all the people who have lost their jobs over the last few weeks. I began reflecting on my previous job transition, when I moved back to the US. After 8 years overseas, with a graduate degree and the majority of my work experience overseas, it was difficult launching a search. Largely, because I was building and establishing networks and relationships. But also, establishing my brand. That took some time for me to realize how to structure my competencies and expertise into the language of the industries and niches I was exploring.

Many folks will be faced with similar tasks as workforces are gutted and industries made lean. There are also many opportunities for individuals to reconnect with their sense of vocation and look for jobs with a deeper sense of purpose - that of course comes after having bread on the table and next month's rent covered.

I remembered being disappointed with the questions recruiters and HR representatives asked. There is alot of talk about transferable skills these days, with good reason. However, I seldom experienced or heard those skills put into questions.

We've all heard of killer questions, but what questions would give recruiters and HR reps the opportunity to 'see' emotional intelligence, critical thinking, and other interpersonal capabilities in action?

• What about the 30 second un-elevator pitch? I've been to events where a room of 40-50 people go around talking about their strengths, achievements, and value-add to a potential organization. (In these situations, it's best to sit nearer the front so you can get your pitch over with and snooze or work on notes until the real session or speaker begins). What I'd love to hear if I was interviewing candidates to work on my team or in my organization is what they're not good at. Someone who could demonstrate the ability to critically reflect on their shortcomings, attitudes, potential blind spots, preferred work tasks and communication styles. Imagine the kind of conversations to be had if we focused on weakenesses. I think that, contrary to our initial thoughts, it would focus the conversation to where we want it to be, which is emphasizing strengths. The 30 second un-elevator pitch: the backdoor to a strength-based interview.
• What if you showed up with 5 random pictures that represented the best of you and what you bring to the organization? Not a portfolio and not pictures of you. 5 pictures which best document and demonstrate what you do, who you are, and how you are going to impact the business and enhance project execution, product deliverables, or customer engagement.

It'll be a long time before I'd hear these questions being asked in the oil and gas sector, but thinking about them got me home in one piece. Another day of surviving Houston traffic.