New Year, New Focus on Values

As we enter 2022, so much of the new year resembles the old.  But one of the key changes, as it relates to careers, is the evolving views of employers’ efforts to find and secure the best candidates.  Simply put, this is an unprecedented shift of power from employers to job candidates.  What we have seen over the past few months is a more value-driven focus, greater availability of remote work and a re-examining of benefits offered to employees that go beyond PTO time and paid holidays.

Alexandra Cavoulacos and Kathryn Minshew, co-founders of the online career website The Muse published The New Rules of Work: The Modern Playbook to Navigating Your Career in 2017. And their assertions about the changing workplace really came to fruition in 2020-21, amidst the chaos of the COVD-19 pandemic.  And what did the authors cite as the #1 New Rule of Work? “Employers must take a values-driven approach to recruiting and hiring in order to attract great talent “

That’s right.  Value-driven work is finally being recognized by employers as a main driver of interest for jobseekers. So now that we have some consensus among hiring managers and candidates about what is important in a work setting, what can jobseekers do to leverage themselves into the position of a top candidate?  Certainly, many of the established strategies of networking, effective communication and relationship-building are still (very) relevant.  But I would go a step further to include citing the very values that drive your work. 

I have always urged clients to include a few values-based keywords in their brand statement —for use in the resume summary, LinkedIn Profile’s About Section, etc., but let’s take it a step farther.

Emphasize your values.  Instigate conversations that demonstrate your passion and what is most important to you—inside and outside of the organization.  What drives you? Being able to articulate your motivators will set you apart from other candidates align you with employers who appreciate and share your values.  Remember, recruiters and hiring managers are not just looking for a candidate with the right skills and experience, but the right person for their company’s culture too. 

One of the exercises I like to do with a new client engaged in career exploration is to start with a “What’s My Motivation?” worksheet, in which they rank the attributes most important to them when considering a new professional role. These “motivators” may include recognition, feedback, personal development, meaning and fulfillment or security. 

Take some time for reflection and journaling to identify your Top 3 motivators. Then incorporate them into your value/brand statement.  Use them in networking conversations--and in your cover letter. Align your motivators with the culture and benefits that the company offers to demonstrate your unique fit for the role.  It’s a win-win:  The employer gets a candidate that will thrive within their established culture and realize their potential (yielding maximum productivity!), while you enjoy a workplace that shares your values and provides personal and professional motivations and rewards.

What’s Your Issue?

Finding the right career path is a challenge for all of us.

We live in a complex and ever-changing world.  Duh. But what does that really mean for emerging professionals and job-changers?  Perhaps a new mindset is in order.  With 20,000 job titles in existence, many of which will change or haven’t even been invented yet, it’s overwhelming to decide where to start.  But a Canadian career development expert named JP Michel has a new approach.  Forget about the college major or job title and focus on the issue.

In his recent presentation to the National Career Development Association, Michel suggested focusing on the challenges, problems and opportunities that you are most passionate about. JP Michel is the founder of SparkPath, an organization helps young people discover their true potential and choose the education program that leads to an extraordinary career.  But his lessons are applicable to every professional at every stage of their career.

Michel suggests starting with the premise:  I want to contribute insight and solutions to the growing challenge of (fill in the blank).

So, what’s your issue—the Environment? Education in America? Helping women and minorities enter science and technology fields? Whatever your values and skills, there is a job that’s right for each of us.  We just need to wade through the misleading titles, ever-changing roles and monitor the trends affecting the issues or challenges that matter most to us.

As always, networking conversations are key to this process. Find people who are working on these very issues today and connect with them.  Join groups and professional associations that focus on your issue so you can gain new insights and understand what’s required to prepare for your new career.  Since we always have to be looking ahead, be sure to consider how the world will be different in 10-20 years and what impact that will have on your issue.  And whether you are a college student or mid-career professional, continuing education—however informal—is critical and will create pathways for you to find work that is meaningful.

Our language is ever-evolving and I love the idea of changing the narrative from “So, what’s your major?” to “What challenges do you want to tackle in your university studies?”  And rather than asking friends and colleagues, “What’s your job?” how about asking them what they see as the most critical issues of our time and how do they want to contribute to solutions?  These may seem like subtle distinctions, but they’re actually quite powerful.  Changing our mindset often triggers an escape from conventional wisdom and instigates exciting new ideas, strategies and innovative ways of solving problems.

By starting your career exploration with the issue that’s ignites your passion and reflects your values may be the ideal first step toward identifying and pursuing your next great role!

Knowing Yourself is Key to Landing the Right Job

There are a multitude of factors that recruiters are looking for in their next big hire, and for job seekers, this can be overwhelming.  Knowing your true self and being able to communicate who you are and what a potential employer can expect from you can make all the difference in the hiring process.

 For seasoned job seekers or those with gaps in their resume, there are certainly objections to prepare for: Getting past perceptions rooted in ageism, demonstrating new-age technology and communication skills, finding employers who can and will meet your salary demands, having recent ‘wins” you can quantify, and working effectively in a multigenerational environment.

The emerging professional/recent graduate may be concerned with being short on experience.  Why would a hiring manager take me on?  Some of the answers are obvious—tech savvy, adaptable, willing to learn and grow within the company… And the challenge for the candidate:  How do I demonstrate that I am capable of contributing the company’s bottom line and serving as a problem-solver?  

The good news is that the solution for all jobseekers is basically the same.  Knowing yourself is the key.

I’ve heard time and time again from hiring managers and recruiters “I don’t expect a young candidate to have tons of experience, or a seasoned candidate to be without weaknesses.  What impresses me is their insight and how they can explain their response to challenges.”

There are a number of ways to achieve self-knowledge: Assessments, journaling, and talking with friends and coworkers who will provide candid feedback.  By understanding and being able to articulate your strengths, weaknesses, work style and values—yes values—one can overcome most objections encountered during a recruiter phone screen or interview. 

Knowing yourself is the beginning of all wisdom. -Aristotle

As a colleague and top corporate recruiter in Chicago told me some years ago, “Don’t give me some B.S. answer about being a perfectionist when I ask you about your weaknesses.  Be honest and share mistakes you’ve made. Describe poor judgment calls from your past and how you reflected, learned from, and are resolving these internal challenges..  It’s the personal insight you express and your ability to seek out solutions that tells me you’re someone who can really contribute.”

“An obstacle may be either a stepping stone or a stumbling block.” – Unknown

Another important step in demonstrating self-knowledge is to craft a one-minute story or anecdote from your work history that brings to life how you overcame a challenge. By allowing the interviewer “inside,” they can begin to visualize you in that position.  A job interview is all about building confidence in the hiring manager that you are the best candidate and will meet or exceed the expectations of the job.  And it’s equally important for you as a candidate to know if this role and the company will fulfill your expectations and reflect your values. An honest, personal assessment will lead you to job opportunities that are a right fit.

Lessons from Generation Z

No one can deny the impact the pandemic has had on all of our lives.  And the time spent indoors, working from home and chatting online has afforded us time for reflection; time that many of us have not had in the past--to think about what we want from the world of work.  I'm hearing this from clients, from friends and family:  A renewed sense of priorities that will shape the next chapter of our lives; a chapter whose criteria for work includes autonomy, authenticity, wellness, and value.  And this may be no more apparent than with the newest generation to join the workforce--Generation Z.  One could certainly argue that no other generation in recent times has been so affected by a global event. Gen Z's graduated college virtually, interviewed for jobs on Zoom and struggled to find their way into adult society at a time that, for sure, has been riddled with uncertainty.  So what can we learn from this generation?  

PEW Research reveals characteristics of Generation Z that may come as no great surprise to those of us with twenty-somethings in our lives. They are digitally native, social media rock stars, well-educated and the most diverse generation in history.  And what do they value?  According to PEW and McKenzie Reports, Generation Z, above all, values TRUTH and a desire for IDENTITY.  Now these are not values exclusive to twenty-five year-olds, but they do have the ability to help lead all five generations in the workforce into a paradigm shift of work culture; one in which companies are compelled to provide greater autonomy to its employees, in the form of personal time, flexible hours, remote work and all manner of benefits.  And because Generation Z is the most educated and technologically skilled group in the workforce today, they can make demands of potential employers that older workers may be not able to successfully leverage. As they push for a more value-driven work environment and one that allows the worker to share his/her schedule, we can all benefit.  Generation Z’s, Lead the way!!