Friday, April 6, 2007

One Very Important thing you should now about Hiring Managers.

Presidents, Vice-Presidents and Hiring Managers have one important common trait when it comes to hiring.

Learning this commonality about how hiring managers think will give average jobseeker a huge advantage in competitive market.

For years, I 've worked with thousands of professionals on their career search, I have gained tremendous insight, real ideas and powerful strategies on how to differentiate someone from the competition. I have also recognized a common trait possesed by most jobseekers. This common trail is job searching not fun, it's frustrating.

Well, if you think finding a new job is not fun. Try hiring and finding talent in a hot job market.

Working in recruitment has given me a deep understanding about the hiring process from the employer's side. Through discussions with thousands of entrepreneurs and hiring managers I have come to realize another overwhelming common trait. It might surprise you to learn that even though hiring managers and jobseekers sit on opposite sides of the corporate table, they feel the exact same way about the whole hiring process.

Hiring managers don't enjoy the process of hiring new staff. It's not fun, it's frustrating and very expensive.

Most job-seekers drudge the the various aspects of finding a new career; polishing the resume, looking through the internet, newspapers, networking with strangers, handle mulitple rejections and dealing with the unemployment stigma.

These same rings to true for hiring managers. Hiring is frustrating. Managers candidly inform me about their added stress with the time requirements, the process and the expense of finding new talent. There are alot of common feelings of frustration between the jobseeker and the hiring manager.

Most companies today, simply delegate the responsibility of hiring to a departmental manager. This manager must then add on the hiring responsibility to their already busy work schedule.

Think about it. "Bob" the manager of an IT department needs a software developer. Beyond his regular 40-50 hours a week, Bob must now add on the responsibilty of posting, recruiting, screening resumes, conducting multiple interviews with strangers and presenting offers. Bob has to add of another 10 hours a week onto his already busy work schedule. That's time away from his regular duties, his family life, and his personal time. He's not terribly excited about that.

Perhaps, some larger companies have dedicated Hr. Departments or recruiters assisting them, but not most. Eighty to Ninety percent of all new hires are hired by small to medium size companies.
These companies dedicate the responsibility to a manager or the owner simple does it. That means, managers like Bob, work more hours when the company needs new employees. Furthermore, Bob is going to work those extra hours until he finds the right employee.

So here's one important thing that you know and remember when your conducting a career search.

Like most jobseekers, the vast majority of hiring managers want to get the hiring process over with as quickly as possible.

You can truly utilise this insight by focusing on closing the hiring deal sooner with employers. Seek closure after you've been nterviewed. If you've done all the right things in targeting a new career opportunity; you've done the research, you've prepared a great proposal based on the company's requirements, you've nailed the interview and recieved great feedback, then ask for the job! Close the deal with the confidence of knowing that both sides want to get the hiring process over with. The average job seekers rarely attempts to close the hiring deal. With you new awareness be assured that the hiring manager want to hire the right candidate as quickly as possible.

Job-seekers concentrate to much focuses on bettering their competition. The true focus should rest on understanding the mindset and frustrations of the hiring manager. Solve their problems and they will solve your career problems.

Try saying this at the end of your next job interview;

"Bob, thank's for your time and candid conversation today. It's great to confirm that your company is infact an organization that I can see a great future with. I hope I have showcased the amount of value and effort that I would bring this position. I am confident that I am the right fit. What is the next step to move this forward to the offer stage."

If you can do the job and put in the right effort then give Bob a chance to decide. Remember, the Bob's of the world want you their life back.

Minto Roy
PCMG Canada Careers Today Canada

Vancouver, B.C. Canada

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