If you haven’t heard, the job search market for executives is changing, and judging by the quality of the vast majority of resumes we receive, many candidates haven’t.
In healthcare, the perfect storm of structural, regulatory and reimbursement reforms are driving those who make the hiring decisions to scrutinize potential candidates more intensely than at any time in the past. This game-changing job recruitment dynamic is compelling the smart candidates to change how they manage their careers, from the content of the resume and how they relate with their professional network, to how they deal with recruiters and potential employers as well as how they manage their references. Those who recognize this change are enjoying success. Those who don’t, or refuse to change, are being left in the dust.
Yes, I have written about this before. And I plan to continue beating this drum in hopes that those lost in the dust will get it and change. It is not fun watching people suffer the agony of rejection.
That we receive pushback from a surprising number of candidates, especially when it comes to our intense focus on their resume, their ability to successfully define their value proposition and proactively manage their references, is stunning given the staggering odds against an individual job candidate in every search they pursue. And, those odds are only getting worse as healthcare organizations trim their leadership ranks to cut costs.
So here is my best career management advice for a Friday. Ask yourself these three questions:
- Does your resume clearly and concisely define your value – a brief description of your scope of responsibility for each position with a big and bodacious emphasis on your quantifiable accomplishments? If you just list your responsibilities as many do, you will lose out.
- Are you building a professional network of contacts that can enrich your career and, when the inevitable happens, help you with actionable market intelligence during your next job search?
- Do you update your references regarding your current job searches and provide them with a briefing regarding key issues in the search that they are likely to be asked about? Do you provide a friendly reminder of your accomplishments?
The pressure on companies and their recruiters to avoid a costly and painful hiring mistake – and virtually every hiring mistake is costly and painful – is intensifying.
If you did not answer “yes” to two of the three questions, do yourself a big favor, please either get out of the way or ask for help.