A customer of mine recently got a job at a company where she’ll be making 15% more than she made at her previous company, not 15% less. Who says all employers are paying jobseekers less than they were previously making?
Her story begins when she made contact with one of her alumnus via LinkedIn. As I was told, this alumnus alerted her to an opening at the company for which she works.
So my customer jumped on the opportunity and went through the arduous process of landing her job.
She was finally awarded the positions after 12 face-to-face interviews. That’s right, 12 interviews. Now don’t ask me why the company couldn’t make a decision within the first three or four or even five interviews. Also don’t ask me why the company had her fly to the west coast twice in one week. Couldn’t they have knocked off some interviews during one visit?
The company’s prolonged search flies in the face of the typical hiring process, where three-five interviews are more the norm than 12.
To land this job my customer demonstrated one of the 12 P’s of the job search for sure, Perseverance. There are seven other P’s, I can think of, that are required for a successful job search.
- Positivism: How can this not be included as required for the job search? When all seems to be hopeless, positivism is what will keep you alive. The opposite is negativism which is a killer that can paralyze you and cause you to give up, if not severely weaken your efforts. If you don’t feel positive, fake it till you make it, as they say.
- Professionalism: Had my customer not maintained a professional attitude, she may have not succeeded as each interview approached. She may have caused her new company to doubt their decisions to continue the process.
- Preparedness: In the job search you must prepare a résumé that will land you the interview. You must also be prepared for the interview by researching the position and company. Without being prepared, you will lack the confidence required to do well at the interview.
- Persistence: I marvel at my customer’s endurance throughout the whole process, not to mention not giving into the temptation to throw in the towel. Was this a test on the employer’s part? Were they seeing who would give up first?
- Promotion: Many a jobseeker have told me they can’t promote themselves. Guess what: you have no choice because no one will do it for you. Self-promotion becomes more difficult as the job search extends past three, six, nine months.
- Progress: Take every little victory as progress toward the goal of landing a job. My customer’s steps toward success were numerous, beginning with connecting with her alumnus, submitting a résumé that landed her the first of many interviews, sending various follow-up notes….The list goes on.
- Productivity: The result of all these P words. You must be productive in your job search, or, for lack of better words, it ain’t worth it. This means different things to people. Being productive might be getting outside your comfort zone to attend networking events, following up on connections you’ve established, creating a kick-ass LinkedIn profile, and so on.
Certainly no one would want to go through 12 interviews, wondering if there is even a chance they will land the job. My customers was driven to succeed, and succeed she did.
Photo courtesy of Kenny Zeo, Flickr.
I love the idea of keeping this topic memorable by using the letter “P”.
I’ve shared this blog with a number of students already because it highlights the fact that finding work is not easy and will require time, persistence, a positive attitude, and a bit of sweat (even though that does not start with the correct letter 🙂
Thanks for sharing this with your students–this applies to all ages. I was wondering if there’s another letter that would yield as many traits. C…character, challenge, I honestly think one of my colleagues Googled “Letters that….” Onward, my friend from the North.
I will be interested to see how your client does in the job. I would be leery of this company’s culture and its leadership. I see disorganization and inability to make decisions or empower people to do so. I’ve been on interviews where clearly the hiring company leadership had not agreed on the most important skills and experience of the candidates and became paralyzed in the hiring process. They ” don’t know what they want”or they’ll “know the right candidate” when they meet him/her. Remember you are interviewing the company as an employer as well. Ask lots of questions and be careful of getting into a bad situation.
I have the same concerns, Pam. I understand the need for a company to vet it’s candidates, but 12 freekin’ interviews. That’s a bit extreme…like the left hand doesn’t know what the right hand is doing.