Getting the Job you want

Getting the Job you want






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Getting the Job you want Getting the Job you want Presentation Transcript

  • ouBRANDSERIESBRANDSERIES getting the job you want Tips to engage the best (progressive) employers
  • Engage the progressive employerTo get the job you love, take a broader view of the economic landscape.B usinesses and employment opportunities are evolving in response to global A progressive employer: economic changes—and so must you. If you currently work in the fields of science, technology, engineering or math (or you’re gaining a qualification inany of these areas) you already have a great head-start. However, to make the most of 1 Has diverse and inclusive workforce that reflects the broader community and their customer base.these high-demand skills, you need to know how to plan, develop and manage yourcareer to be part of this global employment evolution. 2 Engages in flexible ways to get work done efficiently, supported by technology and process.It’s actually less and less likely that the job you really want is ‘out there’. Instead, high-performing and highly motivated candidates will need to sell their skill-set to theiremployer/s of choice, and create their dream ‘job’ for themselves. 3 Uses innovative internal processes and ways of working to deliver innovation to their market. 4 Here’s what you need to know to engage the best progressive employers and pursue a Engages in all aspects of business sustainability—satisfying career within a rapidly changing labor market. environmental, financial and social. 5 Is solution-oriented rather than process-oriented.2
  • Meet the demand for key skillsHigher education can increase employability, but not all degrees are createdequal—some will give you a greater chance of finding the job you really want.H igher education can improve employability, particularly in degrees such as If you’re already studying in a STEM field, Science, Technology, Engineering and Mathematics. Commonly referred to or are planning to, you’re on the way to: as STEM degrees, today there is a high demand for skillsets in these areas.Understanding which skills employers are seeking is critical to improving your overallemployability, but particularly for engaging your employer of choice. 1 Earn a higher salary: the average annual wage for all STEM occupations is $77,880 compared to the U.S. average of $43,460.2What’s the supply-demand dynamic in your market? 2 Enjoy lower risk of unemployment: STEM workers experience lower unemployment and earn earnings premiums.3According to a 2011 McKinsey Report1 (An economy that works: Job creation andAmerica’s future), two-thirds of companies (64%) reported having positions for whichthey often could not find qualified applicants. So, seek to gain at least some of the skills 3 Work for an innovative/progressive company: All STEM degree holders receive an earnings premium relative to other college/university graduates, whether or notthat employers are demanding most. The lower the supply of particular skills, the better they end up in a STEM job4.positioned you’ll be to work for the company at the top of your list if you have them.This may even open doors despite your lower levels of experience. If you’re unsure whatthese are, talk to career counselors about job statistics, or talk to recruitment agents inyour field of choice about what employers are seeking most.1 An economy that works: Job creation and America’s future, McKinsey Global Institute , June 20112 Science, technology, engineering, and mathematics (STEM) occupations: a visual essay, Monthly Labor Review, BLS, May 20113 STEM: Good Jobs Now and for the Future, U.S. Department of Commerce, July 20114 STEM: Good Jobs Now and for the Future, U.S. Department of Commerce, July 20113 View slide
  • Get ready for emerging trends and industriesThere are clear global trends that are increasing the demand for specificskills and experience. These will determine the jobs of the future.I f you don’t have ‘high demand’ skills, look to work for a company with an innovative • Heightened security measures: there will continue to be growing demand approach to training so that you gain them as part of a longer-term career strategy. for security systems, both in the public and private sector, particularly as more Many top-ranking employers operate their own training an development programs. information and transactions occur online.Some of the trends that determine which skills companies are looking for include: • Adoption of nanotechnology: the US National Science Foundation estimates that nanotechnology industries worldwide will require 2 million workers by 2015.• An aging and growing worldwide population: demand for new products and medical and scientific advancements will grow rapidly in response to aging • Globalized production: on the manufacturing front, we’re moving away from goods populations trends. of single-country origin and are instead turning to multi-country collaboration. Even the outsourcers are outsourcing, and the global economy is embracing the need• Conservation and green energy: environmental pressures, coupled with and ability to shift processes rapidly across geographic lines in order to access the international legislation and the higher costs of fossil fuels is creating new market necessary skills. opportunities.4 View slide
  • did you know? 65% of the degrees in the ‘top-paying’ list are engineering-related, including the 5 highest-paying positions. Demand for computer-related occupations is expected to jump 21.8% from 2010-2020.5 The college/university majors with lowest unemployment rates are ‘medical technology technician’ (1.4%) and ‘nursing’ (2.2%) Jobs in healthcare, HR, compliance, accounting and finance are among the key growth areas. Last year alone, 28,700 science, engineering and technology contractors worked for Kelly in 98% of the Fortune 100 companies.5 Bureau of Labor Statistics5
  • Join the dialogue to find the right fitBoth employees and employers want(and need) mutual understanding.M aking a list of the world’s most progressive employers will depend entirely Once you’ve identified which companies meet your needs and are a good fit for on what you’re looking for. While family-friendly policies and flexible working your work-style, proactively engage with them on social sites to develop a deeper practices can top the list for many employees, others will be seeking a understanding of their strategy, priorities and leadership style. Most senior leaders anddifferent kind of ‘progressive’ attitude. companies have LinkedIn, Facebook and Twitter accounts, which you can follow and even engage in discussion. You may even discover shared connections you have, whichMedia and professional development organizations in most countries compile lists of can make introducing yourself to HR and recruitment professionals within the companythe top employers for women, focusing on issues of salary equity, family-friendly policies much easier.and leadership gender balance. Generational awareness and other diversity issues arealso common measures on which the world’s top companies are compared. The other benefit of subscribing to company feeds and reading their blog posts is that you’ll learn about the projects and priorities they’re working on, which gives you a bigBeyond researching these, there are three key ways to gain an insight into a company’s advantage in interviews. Social sites will tell you a lot about how a company operates,culture and whether it has the right progressive policies and practices for you: what other people are saying about them, and what their primary goals and objectives are. Being fluent in these things not only makes you a more attractive employee, it helps1 Ask people in your networks who’ve worked there (or if they know of someone who has); you really decide if it’s the right place for you to work.2 View comments on company reviewing websites such as (or local equivalents); Look for signs that you’re a good match Many corporations are changing to better fit with the work-styles of all3 Ask your recruiter or HR consultant to review the company policies on your behalf, and provide an insight into the culture of the organization. generations and cultural preferences. Seek signs when you research companies, or visit their offices, to ensure that they’re embracing diversity and inclusion, as well as specific work-related issues that are important to you.6
  • Post with the digital interview in mindThe interview doesn’t stop when you walk out the door, so try to demonstratethat you think and act in ways that align with your prospective employer.W ho you are—not just what you do—is a major selling point for getting the Critically, however, candidates’ online activity is not a sales pitch per se. It’s not about job you want. Your attitude, ability to learn, flexibility and genuine passion being ‘on’ all the time and living in a paranoid bubble where you try to consistently say for the work and the organization are all things that influence an employers’ and do all the right things to get ‘the’ job. Instead, it’s about being yourself (or probablyhiring decision. After all, the ‘right’ person can learn the skills they may be missing. the very best of yourself) in more pubic realms.So, think about your online activity as a resume you’re writing without realizing, because Recruitment is changing fast. It’s evolving to take in vast amounts of information fromthis is how employers will research you from here on in. Next time you sit down to write many more sources, particularly online ones. So, think about how you can build, add to,a blog post, edit a wiki, update your status or tweet your thoughts, think about it as influence and even change the conversation about your suitability for a role.part of one, great, ever-expanding resume. More or less, depending on the role, theorganization, and the market you’re in, employers will want to get to know you—and thismeans the online you as much as the person whose resume they read, and who sits infront of them in interviews. The Interview goes both waysOur attitudes to sharing information and interacting with strangers is evolving—andemployer attitudes are part of this. Our own research into the thoughts and behaviorof some 97,000 people worldwide proves this. It shows that almost one-third of people Ask questions of your interviewer that will help you understand just how wellnow believe it is essential to be active on social media in order to advance their you will fit with the culture and direction of the organization. Will the companycareers. Unsurprisingly, Generation Y are the most likely to be active online for career ‘fit’ your personality? Will it support the way you work best? Does it reflect yourdevelopment, but we also found that those in Asia-Pacific are particularly focused on it values and priorities?as a career tool—more than half of respondents in this region regard it as essential forcareer advancement.7
  • Expand your experience base fasterIf you don’t need or want a full-time job right away, thinkabout the long-term career benefits of project work.T he barriers to virtual and flexible work practices are diminishing every day, If you’re looking to expand on certain skills or types of experience, look for shorter- meaning both employee and employer can cast their net for skills much, much term projects that offer what you’re seeking. Also, if you have one specific employer on wider. It also means that a broader range of jobs (and aspects of jobs) are now your list as your preferred employer, look for shorter-term opportunities that will allowbeing offered on a flexible or project basis, which gives you the ability to gather more you to ‘get a foot in the door’. You can then work your way into your preferred rolevaried experience with different employers over a shorter timeframe. with that organization once you know exactly what’s required for your desired role.Temporary or project roles can offer:• more challenging work• more exposure to innovative and change-focused projects• the chance to experience many different ways of working and company cultures• the ability to amass more varied skills, more quickly8
  • Every three and half minutes, a Kelly temporary employeeis offered a permanent position by a Kelly customer.Visit our job search site now: www.kellyservices.comReferencesLynn O’Shaughnessy for CBS:••;contentBody•;contentBody•• Kelly STEM Research• HR Futurist• 2011 Kelly Global Workforce Index9
  • ou BRAND SERIES BRAND SERIESAbout the AuthorJocelyn Lincoln is vice president of Recruitment Operations for theAmericas Region of Kelly Services, Inc. In this role she is responsible forcandidate sourcing and recruiting strategies. She holds a master’s degree inmarketing from the University of Detroit-Mercy and a bachelor’s degree inadvertising from Michigan State University.About KellyKelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kellyoffers a comprehensive array of outsourcing and consulting services as well as world-class staffingon a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe,Kelly provides employment to more than 550,000 employees annually. Revenue in 2011 was$5.6 billion. Visit and connect with us on Facebook, LinkedIn, & Twitter.Download The Talent Project, a free iPad app by Kelly Services.This information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party.All trademarks are property of their respective owners. An Equal Opportunity Employer. © 2012 Kelly Services, Inc. EXIT