The document discusses making balanced career decisions by considering long-term factors beyond just short-term gains. It recommends evaluating three aspects: 1) The Getting (job title, compensation on day 1); 2) The Doing (actual work in year 1, learning opportunities, culture); and 3) The Becoming (long-term career potential and upside opportunities based on success in year 1). Making decisions focused only on the short-term getting aspect is misguided, as the doing and becoming provide more clarity about long-term fit and potential. Recruiters and candidates should both invest in understanding all three factors to make well-informed career choices.

1. Make Long Term Decision Using
Long Term Information
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2. Introduction
• There are many aspects which recruiters and candidate’s both have
to look into during hiring process,
• Recruiters often come across candidates who focuses on what they
are going to get on Day 1,
• Candidate’s remains less interested in knowing the work itself and
the upside potential, which is considered wrong when it comes to
making career.
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3. Introduction Contd..
• Hasty or unbalanced career decisions emphasize what the person
gets on the day, one starts working,
• All this means that someone who make career oriented decisions
should consider every aspect of job in balance.
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4. Making A Balanced Career Decision
So, We present you some points good for making balanced career
decisions,
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5. 1. The Getting
• This includes what the person receives on Day 1,
• It may include a job title, company name, location and the
compensation package,
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6. 2. The Doing
• This includes the actual work with a focus on year 1 activity,
• This may include project involved, the learning opportunities,
importance of work, culture and work environment,
• Future opportunities depends on being successful in Year 1.
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7. 3. The Becoming
• This is the future,
• The upside career opportunities,
• If the person becomes successful in year 1, imbibes the company’s
values and adapts in the environment, displays the leadership
qualities of the hiring manager etc. decides the long term career
potential of an individual.
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8. Conclusion
• Once the “doing” and the “becoming” are clarified, Getting criteria
becomes less important,
• Most passive candidates do not like to invest time to gather this
information.
• Hope this presentation will fill up the mental gap of candidates as
well as the counseling criteria of recruiters.
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