| How to Get a Job Created for You |
|
Often this is an extension of actions taken by networking or contacting change
driven organizations. Many of our top executives have had jobs created for them.
In fact, the higher you go, the more likely the next job you accept will be one
that is designed to fit your talents.
|
Getting a Job Created Can
Be Critical at Senior Levels
The higher you go, the more likely the next position you accept will actually be
created for you. If not created just for you, then the position will have been a
situation that is reshaped to fit your talents—in the course of your discussion
with CEOs.
Keep in mind this simple thought: We all hire executives when we are persuaded
that the benefits of having them on board will sufficiently outweigh the dollar
cost.
This section will briefly discuss some guiding principles about our "create a
job" approach. You can get offers, even when no current openings exist. You
simply need to present yourself as a solution to a problem.
The most likely candidates who may be willing to create an executive job will
include firms that are growing rapidly, bringing out new products, forming new
divisions, acquiring other companies, or reorganizing. These are the firms that
need good people, often from other industries. They are free to make decisive
moves quickly.
As you might assume, your goal would be to communicate directly with the person
you would most likely work for, or their boss. Entrepreneurs, of course, can
create jobs, so can affluent individuals with large staffs and interests in many
organizations.
The key factor to keep in mind is that you will need to be able to
communicate a suitable benefit proposition.
This should be a concise and easily understood description of what you can do.
You need to present the promise of tangible value on a scale large enough to
warrant an investment in you. In your initial communication, you need to
establish your credentials and mention results achieved in the past.
Achievements you cite don't have to be large, but they do have to be
significant. Remember, if you have an exciting idea, it may help if you can show
how someone else has already used it successfully.
Dealing with opportunities is a key job for many executives. Most don't have
enough time, and they are predisposed to positive news from people who can help
them. They will want to believe your message. You can get your message across by
phone or letter. Just make sure your "benefit proposition" is clear and
significant.
Identifying the company's needs and its vision is very important. Remember, your
initial communication held out the promise of a significant benefit. What are
your ideas? What makes you confident that they'll work? Do you really understand
this company, its problems and its opportunities? Address these areas, but
always remember to convey humility. Acknowledge that the other person has a
better grasp of the problems facing the company than you could possibly have.
There are any number of phrases you might use. For example, you might say, "I
hope you didn't find my letter too presumptuous. No doubt, you've already given
a lot of consideration to these areas." Or, "I don't want to imply that I know
your business better than you ..."
Comments like these set the stage for a cordial exchange of ideas. They can
allow you to learn what the employer really wants, build rapport, and focus
attention on the areas where you can help.
Your first goal is to find out how the employer views the problem. What do
they see as the key challenges? What is their "hot button"? Where are their
priorities? What attempts have been made in the past? How much progress has
already been made?
By asking a few questions and listening carefully, you will find out what the
employer really wants. Ask questions and make positive comments in response to
the interviewer's remarks. Try to get the employer to share his innermost
thoughts— his vision for the firm.
Only when they start to think about this and the achievements that they might
realize, would they consider creating a job. If you are able to accomplish this
in the first interview, that's enough. In your second interview, reinforce your
value by drawing a clear picture of the benefits you can bring. Then, build
enough enthusiasm to get an offer or be asked to speak with others.
Keep in mind that you will need to stir the employer's imagination. The employer
should begin to anticipate specific benefits and relate them directly to your
talents.
Your conversations should focus on the future, with the employer picturing a
company already benefiting from your contributions. The decision to create a job
is as much emotional as it is intellectual.
A dry recitation of proposed improvements won't be enough. You will have to
convey enthusiasm and create a sense of excitement. Be ready to discuss general
approaches you would take to reinforce the notion that you will succeed. Your
best way to do this is to tell stories about your past achievements. If you
build sufficient enthusiasm, the employer may conclude the meeting with a
statement that they want to create a job for you.
 |
How Some of Our Clients View
the "Create a Job" Process
"I am now one of several
HR directors for General Foods, and my job was created as a result of my direct
contact. Creating jobs in our firm, and in most large firms, is rare. But our
top executives do bring in people, and their decisions are as much emotional as
intellectual. Also, when they have an executive lined up for a new job, it's a
way for them to get their added budget requests rapidly expedited."
"This was the second time I have accepted a job that was created to bring me
aboard. I met a friend at the annual meeting of a charity we participate in. One
thing led to another, and my ideas on the future of his company got him
interested. They created a role for me that I had a major part in shaping. I
think this is the best type of job."
"Getting a job created is a longer process. However, it clearly should get
more emphasis in your marketing service. With access to your website and a
little creativity, it works. We did a letter that I used many times over, and it
generated curiosity. Another important factor is that you avoid competition with
this approach. It took many discussions, but a position was created to bring me
aboard at a senior level. The job I accepted as VP Operations of a relatively
new division was largely designed by me."
|
|
|
