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.
