Janice Worthington
MA, CPRW, JCTC, CEIP
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Janice Worthington |
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"Advancement and Stability?" What’s So Bad About "Opportunity For Advancement and Stability?" Are you aware of how much hiring authorities, also known as interviewers, have in common, you know, everyday things like house payments, rebellious teenagers, and high blood pressure? Did you know that they also all have an intense dislike for folks who indicate that they are wishing to become the next Software Engineer, Accounting Manager, Territory Representative or Garbage Collector because they desire opportunity for advancement and job stability? Expressing the fact that we crave both opportunity for advancement and stability in our paychecks seems innocent enough. In fact, many of us feel entitled to these guarantees as though they were included in the Constitution. Well candidates, beware! Should this be the best you can do in response to a question, chances are you will not make the cut to the next interview. Here’s why: In these challenging times companies are hiring because they have a desperate need for someone to fill the hole in the dam so the waters don’t come rushing in. The opening for which you are being considered occurred when Mr. Jones was let go for lack of performance, Mr. Smith resigned to move to Sanibel Island or Ms. Lacey decided she didn’t want to travel. Oh, they gave two weeks notice all right, but that was barely enough time to follow-up with the unfinished work they neglected as their loyalties distracted them toward the next step in their lives. So, we now fast-forward to your interview. Pre-occupied with how many of his customers will seek the competition because their delivery time has now been compromised with the exit of Mr. Smith, the interviewer, with far more pressing things to do than chat with you, must fill his opening and asks the burning question, "Why do you want to work for our company?" With high levels of enthusiasm (after all the interview book said) you respond, "Because I want opportunity for advancement and stability." For this empty request, (who doesn’t want opportunity for advancement and stability?) your salary requirement is merely $50,000, $75,000 or six figures. Even at $6 per hour, you have given this employer no reason to buy! Have no regrets; we have all made this mistake in one form or another. Imagining this scenario, which has been repeated too many times, we can now understand what is necessary to secure the job offer we so strongly desire. We must be "on the same page" with the hiring authority’s needs. We must empathize with his anxiety in having to hire, train, and depend on a new face. We must research and know enough about his company to identify the source of his needs, and we must know enough about what we offer to build the bridge of credibility between the two. Finally, it is our task to communicate this connection to that troubled employer. We build value when we illustrate how we will meet his needs and solve his problems; we are awarded job offers when we can give specific examples. Remember people don’t purchase a Mustang to increase the profits of Ford; they don’t open an account at Bank of America to help Manager makes his quota and they won’t hire you to provide you with opportunity for advancement or stability. With foresight, insight and good career planning you can guarantee your own opportunity for advancement and stability. Stop by next month and I’ll explain.
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