Interviewing and trying to find the top talent in today’s market reminds me of the famous “Where’s Waldo” books, always trying to find the person who stands out from the crowd. As I’m sure you remember, each book contains various scenes with random characters and you’re in search for Waldo and the tools that he needs to complete his journey. I think of Waldo’s tools as a blend of necessities and luxuries. He may not need the camera for his adventure in the mountain, but it sure would make the experience better if he could capture the memories on film. However without his map, he may not be successful in reaching his final destination.
When considering a new hire we have to understand the tools (or let’s say attributes) candidates have outside of the basic requirements. So obviously I could ask candidates what they have in their tool box, but instead, I ask them how their collection has grown? What were things they added early on in their career, do they still use them, have they been sharpening them, are any becoming rusty? Encouraging them to think about their past experiences and what they do presently can also help plan for their future.
So, what have you done in the past that you want to build upon? What haven’t you had experience with that you would like to learn?
Asking yourself these types of questions will get you to start thinking about your professional and personal goals and what it will take to get to the next level in your career.
It’s important to remember that employers can create an environment that fosters opportunities, but in the end, you are accountable for taking actions to advance your own career. If you are looking for that promotion, or maybe you’re not sure where you want to take your career, or maybe you’re just trying to add to your tool box collection, here are some things to try:
- Shadow someone who is currently in a position that you’re exploring within your organization or schedule time to speak with him about how he got to this point in his career. What does he enjoy, what are his challenges, what does he do to continue learning about his field?
- Lend a hand or offer support in a project that you find interest in. Not only does this demonstrate that you are a team player and ready and willing to roll up your sleeves to help, but this is also a great opportunity to learn a new aspect of the business.
- Attend a training seminar to enhance your presentation or reporting skills. There are many low cost tools that can help make your job more efficient. Sharpening your skills can also put you in a position to train others which could build on management skills if desired.
- Volunteer at a non-profit that could benefit from your professional experience. It’s easy to lose sight of skills we learn in our career. Can you help someone with their resume or interview skills? Maybe you can help someone create a budget or plan an event for their charity?
- Read a book that’s relevant to your industry and share it with your peers. What can you learn from other successful people in your industry? If you can engage your peers in something they find meaningful you will naturally develop leadership traits.
- Write a blog and post it on LinkedIn to provide insight and value to someone who may not know about your company or a non-profit that you are involved with. Show your clients and peers that you truly strive to be an expert in your industry.
- Spearhead and lead a community service project with your colleagues. What a great way to encourage teamwork and camaraderie while giving back. This is also another way to be seen as a leader within an organization.
If you make yourself valuable in an organization, you should have freedom to invent opportunities that will help grow the company and your career. Just like Waldo, you have to stand out and equip yourself with a variety of skills and tools. Waldo may not need all the objects listed in his books, but they sure do make his adventures better. Think about what you can bring to your organization or what separates you from your peers or competition, and never lose sight of finding ways to make your contributions remarkable.
As Talent Acquisition Manager, Jessica focuses on finding the right candidates to fit our clients’ needs. Kelly works with our clients to understand the exact skills and attributes that would fit with the cultural climate and their environment.
