Hi there guys,
These days I look for a job and reflect on the recent employment issues that the Global financial crisis has raised. We all can hear and read a plenty of stories with employers (usually big companies) murmuring about cost cuts and staff optimization.
While the economic downturn affects all sectors, the singe most important factor for success and survival are the people within the organization. Thus, attracting the top talents and retaining them is crucial for all businesses. First comes the recruitment and selection processes. From negotiations perspective, the fight for power increase is absolutely vital! Most of the companies try to be clever and use the "empty cellar of mom Hubbard" technique while presenting the remuneration packages to the primary approved job candidates. At this point of the employment negotiations, the following alternatives are available for the career pursuers:
- accepting and believing what the corporate HR reps are telling and decreasing the salary expectations to fit in the "dedicated budget";
- stressing on their individual skills to differentiate among the other candidates and imposing more attention to the fact that quality comes along with its adequate price.
Which option do you think is more likely to be chosen by especially young applicants? I bet the answer will be the first one. Statistically, it will be correct and that's what the companies rely on, more intensively in times of crisis. But all of them perfectly know that the talents are the only thing that can bring them out of the bad situation and lead them to success in long term! It's all about perception and belief in the own qualities (unique mix of knowledge and skills). Lack of self-awareness and confidence is a sure way to exploitation.
What's the decision for the people that are still at the very beginning of their careers? Look at your past experiences - both educational and working. Reflect on them and appoint the milestones. They should be used to increase the belief in your abilities.
What if you are still students? Cool! Look for an NGO to join, especially one that can provide you with enough freedom to practice your knowledge, learn a lot and be successful. Voluntary active membership in such organizations could fill the experience gap that most of the employers set in ther job offers.
My personal story:
In October 2002, I joined AIESEC - the world's largest platform for young people to develop and discover their potential. Now, after working in every possible functional area, taking different responsibilities, I tend to present myself as a young professional and recent graduate with 4,5 years of management experience, with 2 internships realized abroad, strong values and principles and a network of good friends. AIESEC was the thing that made this huge difference in my life.
As a conclusion, believing in my own abilities, I won't let any future employer to exploit my potential by using the cheap tricks of the critical budget constrains related to new employees. Optimizing the business process should start from the staff management. More qualified the people are, less likely they should be fired or encouraged to leave. The only people that can be afraid are the badly educaated and low-qualified employees. They are the ones that could be replaced any time.
In the next post I'll get a bit more local in the business perspective.These days I look for a job and reflect on the recent employment issues that the Global financial crisis has raised. We all can hear and read a plenty of stories with employers (usually big companies) murmuring about cost cuts and staff optimization.
While the economic downturn affects all sectors, the singe most important factor for success and survival are the people within the organization. Thus, attracting the top talents and retaining them is crucial for all businesses. First comes the recruitment and selection processes. From negotiations perspective, the fight for power increase is absolutely vital! Most of the companies try to be clever and use the "empty cellar of mom Hubbard" technique while presenting the remuneration packages to the primary approved job candidates. At this point of the employment negotiations, the following alternatives are available for the career pursuers:
- accepting and believing what the corporate HR reps are telling and decreasing the salary expectations to fit in the "dedicated budget";
- stressing on their individual skills to differentiate among the other candidates and imposing more attention to the fact that quality comes along with its adequate price.
Which option do you think is more likely to be chosen by especially young applicants? I bet the answer will be the first one. Statistically, it will be correct and that's what the companies rely on, more intensively in times of crisis. But all of them perfectly know that the talents are the only thing that can bring them out of the bad situation and lead them to success in long term! It's all about perception and belief in the own qualities (unique mix of knowledge and skills). Lack of self-awareness and confidence is a sure way to exploitation.
What's the decision for the people that are still at the very beginning of their careers? Look at your past experiences - both educational and working. Reflect on them and appoint the milestones. They should be used to increase the belief in your abilities.
What if you are still students? Cool! Look for an NGO to join, especially one that can provide you with enough freedom to practice your knowledge, learn a lot and be successful. Voluntary active membership in such organizations could fill the experience gap that most of the employers set in ther job offers.
My personal story:
In October 2002, I joined AIESEC - the world's largest platform for young people to develop and discover their potential. Now, after working in every possible functional area, taking different responsibilities, I tend to present myself as a young professional and recent graduate with 4,5 years of management experience, with 2 internships realized abroad, strong values and principles and a network of good friends. AIESEC was the thing that made this huge difference in my life.
As a conclusion, believing in my own abilities, I won't let any future employer to exploit my potential by using the cheap tricks of the critical budget constrains related to new employees. Optimizing the business process should start from the staff management. More qualified the people are, less likely they should be fired or encouraged to leave. The only people that can be afraid are the badly educaated and low-qualified employees. They are the ones that could be replaced any time.
Cheers,
Victor Tomov
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