A career is an ever-evolving process. In some cases, changes in industry direction can make your work obsolete. A surprising number of current jobs are in danger of fading out of existence in the coming decades. The last recession alone changed the job landscape in ways no one had predicted.
Successful professionals know how to cultivate and use transferable skills to thrive in a shifting economic landscape. Even if your occupation isn’t in danger, you’ll need them for moving up and/or finding a new path if you’re unhappy with your current one.
Transferable skills are qualities that can be carried from one job to another, even into different fields.
For example, the ability to program in Java doesn’t help if you decide to move from software development into sales management. You can use your talents in leadership, negotiation, and communication to take the leap. If you do want to stay in software, but want to lead the team, those same abilities prove you can take on more responsibility.
Taking the time to cultivate these skills pays dividends in any career. Figuring out what they are and how to use them is more straightforward than it may seem.
1. Start with your resume
Brush off or write up your resume. Take a look at the responsibilities you’ve listed and the skills involved. Identify which are specific to your current work and which can be carried over. Rank these by your strength in each. This is your transferable skill list.
2. Break down your future direction
Take a look at where you want to go next. This could be into a new field or a path in your current niche. Find some job descriptions for positions within these paths. Find out which have qualifications that intersect with your transferable skills. Those are your best bets in making a move.
Reach out to people in those fields you know or can connect to (via LinkedIn or other platforms). Let them know what you’d like to do, what skills you plan on leveraging to do it, and ask their advice on making your move. Make sure you include consultants at recruiting firms, as they’re the experts in navigating careers in their specialty areas. This networking can bring in sound advice and even interviews.
4. Market yourself
Using the knowledge you’ve gained, post your resume, and update your LinkedIn profile with an emphasis on your goal. Make sure you highlight the transferable skills that will make you attractive to decision-makers in the field. Use any advice you get in your networking to make sure you’re highlighting what they’ll be most interested in seeing.
Take the Next Step in Your Career
Managing your career, and helping you take your next step, is what Millennium Search is all about. We can help develop your strategy and bring the opportunities that will move you forward. Contact our team to see what we can do for you.
With the trend of record-low unemployment continuing into 2019, employers are struggling to recruit people in what was an already tight market. Finding talent is still the #1 issue facing talent acquisition teams.
The candidate pool is projected to stay shallow for the foreseeable future, so companies need to embrace new, smarter recruiting tactics to succeed. Employers must focus on attracting passive candidates, or they’ll never have the options they need. This is true no matter the size of the company or its standing in the market.
Here’s how you can step up your game.
1. Partner with a skilled agency.
Internal recruiting teams have already done some adjusting in the last decade. Gone are the days when they would post positions and wait for candidates to come in. They still can’t match the focus and expertise of a specialized recruiting firm. Agencies are able to spend more time and energy cultivating passive candidates. They can also dismiss the wrong people before you even see them. This means you don’t waste your time sifting through bad matches.
You need to make sure the agency is tuned into your exact needs, goals, and can effectively sell passive candidates on your opportunity. As an independent voice, they can often persuade a hesitant candidate more effectively than an internal recruiter.
2. Communicate what makes you stand out.
A lot of companies describe themselves as “employee oriented” or having a good “team environment.” These sorts of generic statements do nothing to make them stand out, even if they’re true.
Every company has something unique to offer. You need to define and then broadcast it to every potential candidate. Your current team can help you figure it out. Why did they choose you over others? What keeps them wanting to work there?
Once you know this, feature it on your social media, have your recruiting team promote it, and make sure your agency partners know to communicate it. This will give you an edge over companies with generic messaging.
3. Continuous networking.
Most recruiting teams don’t spend time finding specific candidates unless they have a current opening requiring them. It’s an approach successful companies can no longer afford.
There are certain skill sets a company will always need sooner or later. Have your hiring managers create a list of these skills. Communicate these skills to your recruiting team, and partners, so they’re always keeping in touch with the people who have them. This gives you a ready-to-go list of candidates the second you open a position.
These tips are the starting point to making sure your recruiting efforts pay off, no matter what the unemployment rate.
Finding the Talent You Need
Millennium Search is your ideal partner to help start-up and sustain these efforts. We can make sure you always have a line to the talent you need. Contact us today to craft and execute an effective recruiting plan.
Millennium Search founder and CEO Amish Shah was recently interviewed on CNBC’s Closing Bell to discuss Twitter’s IPO. The thriving social media network went public on November 7th, offering 70 million shares, equating to roughly 13% of the company. Shah is bullish on the new IPO, commemorating the IPO by purchasing 1000 shares at just over $45 per share. With his second child due in January, Shah said on CNBC that this stock is for his coming child’s college education, and is expecting a payoff in the long term.
Although many investors debate Twitter’s profit potential, Shah sees substantial upside. Twitter’s Q3 report showed $422 million in sales, two-thirds the way towards breaking even. Shah also indicates he is impressed by Twitter’s growing audience and its user demographic. Twitter appeals primarily to younger users, a market Shah sees as favorable. A substantial portion of this market is leaving places like Facebook in favor of more appealing social platforms like Twitter.
In the interview, Shah pointed out how the public uses Twitter, noting the number of followers many celebrities; businesses and government entities engage and manage. Citing Lady Gaga and her followers exceeding seven digits as an example, Shah pointed out that Twitter has become the new EF Hutton; “When someone important tweets, everybody listens.” Tweets from such sources force magazines, radio stations, and networks to pay attention. When an executive at Apple tweets, the stock moves, demonstrating the current reach and impact of Twitter. The platform’s power in affecting change in governments has also been seen in recent years. Specifically, this was seen when tweets helped organize protestors in the Arab Spring movement after the governments began shutting down traditional media sources.
Shah sees the attention Twitter is receiving and the sway that it can have over the public consciousness as reason to be bullish and invest. See the complete video below…