BUILDING AND CONTRIBUTING TO YOUR OWN STIMULUS PACKAGE DURING COVID-19
As we’re all aware, organizations are taking significant measures to mitigate the spread of the disease. The virus is already having an impact on job seekers and the entire lifecycle of the hiring process.
What steps can you take now to better meet and respond to the current challenges, adopt a healthy mindset, focus your efforts on what you do have control over, and tap trusted resources to support your preparation and better position you for the opportunities that hopefully lie ahead?
From Setbacks to Comebacks: Reinvesting in yourself!
Consider what a pivot in your career/job path might look like, and determine what’s required to make you more relevant in the upcoming gig economy? Think about the kind of hard and soft skills companies will require and seek in existing and new employees. Here’s a valuable reference point pertaining exclusively to the technology space. If this is an area you have an interest in or have dabbled in the past, determine what if any skill gaps, training and certifications would make sense to investigate: https://www.beseen.com/blog/talent/top-tech-skills-2020/.
Another company fully committed to scaling and “skilling up” the next generation of IT talent is IBM. They have an ambitious training program for New Collar employees. The following article was written in 2018, but offers keen insights applicable in today’s market.
What You Do Have Control Over
Adopting a mindset of Flexibility in how you evaluate opportunities outside of your normal job duties, even considering a different industry is key now. There are several companies looking to beef up their workforce. Walmart, Amazon’s fulfillment centers want to add 100,000 new employees to meet the current demand. Pizza chains – Poppa Johns in particular, grocery chains across the country are actively recruiting and fast tracking the hiring process. (You may need to have a temperature check.)
Six Degrees of Separation
A likely positive outgrowth from this situation is that it will encourage employers to leverage their remote-work technology, offering greater flexibility in the workplace. That’s good for job seekers and current employees. It’s a reasonable assumption that remote work is not a passing phase and more companies will find opportunities for virtual recruiting, inviting a different level of connection between HR and candidates as they test-drive remote capabilities. Getting comfortable with virtual and one-way interviews is essential.
Seeking new ways for connection in the age of social distancing.
I'm a believer that the actions of companies/organizations offer a vital window into their culture. Research how they are handling this crisis. Is it being handled in a way that is comfortable to you? Does it track with your values, seem rational and well considered? These are telling moments in the administration of a company that most likely will reverberate throughout its operation.
Let this inform a short list of companies you’d like to get to know, apply to an immediate opening/s, and/or establish a connection, planting seeds for when hiring resumes. As I’ve referenced in prior posts, a targeted letter of introduction is a powerful tool and sets you apart from other candidates who may be waiting for a job to open before they reach out. Research the company’s brand, what resonates with you about their products and services, culture, mission, business development practices, and tailor your outreach to showcase relevant aspects of your background, interests and capacity to meet the challenges of the organization. Invite an information interview during this period of social distancing. You may be surprised how welcoming a conversation may be, if your outreach shows an authentic and thoughtful desire to learn about the organization.
Here’s wishing us all a mindset of improvisation, creativity and purposeful action as we navigate this period of uncertainty.
Take good care!
Coach, CarrieOn