A Job Search Requires More Than One Lens

All of us are people-watchers at one time or another. We can find amusement in watching people perform in their own one-act unrehearsed and unplanned play as they stumble through life unaware that anyone is watching. When it becomes necessary, we consciously, or maybe unconsciously, focus our observation on others in order to learn acceptable behaviors and successful patterns of actions. For a job seeker, there are many lessons to be learned about changing the direction of our vision and refocusing our lens on various aspects of the career chase. I have recommended on several occasions that the best way to understand the job market is to try to see every situation from the other side of the table. If you are a believer in the shotgun approach at a job search with hopes of hitting a job lottery, stop reading here. If you want to really see a more productive use of your time, consider these perspectives.

• The lens of the recruiter – I wrote a 10 part series on how to think like a recruiter, but it can be condensed into a simple one word instruction: Listen! In order to focus on what a recruiter is looking for it must be outside of your preconceived and self-defined methodology. Listen for clues as to what parts of your brand will appeal to them and sell that to them. This is usually not a solo act with people flocking to hear your thoughts, but a concerted effort to be what they need in the moment. Regardless of the media used to communicate, speak only after intelligently formulating an answer to their questions, and the best way to know those questions is to understand their perspective.
• The lens of a hiring manager – Not all jobs are found through a recruiter. In fact statistics show that networking is the number one way to get in the door. Demands for how they can help you and groom your career are not the first thing on the mind of the person managing the opening. There is a job to do and they will hire employees that help them do it and return your loyalty with financial rewards, job satisfaction and career enhancements. Find out what keeps them up at night and be their sleep aid. Focusing on their problems and providing solutions is the way to gain perspective.
• The lens of your interviewers – In many cases the people who are conducting interviews are not directly in the chain of command but possible future coworkers or internal clients to the manager that will hire you. There is a different set of expectations in their eyes as they want to know if they can depend on you for support and to be a productive colleague. This is the place in the interview cycle where the questions asked are possibly more important than the questions answered. Do you know how performing their jobs will interface with your performance? You can’t satisfy their needs without this perspective.
• The lens of the company – Before applying and stumbling into a failed interview attempt, know the company’s products or services and their financial situation. What do the business analysts and media commentaries say about them? If there is a shortfall in some skill that you can bring to the table there is a better chance that you will be the best fit for that culture. In the event that you are offered a position, knowledge of the company environment and the outlook of managers and your future peers helps you make a decision. That won’t happen without this unique perspective.

Obviously, the one perspective not included in this list is the lens focused on you. First and foremost, each job seeker must be able to ask the question, “What do others see when they observe me?” What behaviors will the paparazzi of recruiters and hiring managers catch on their screens when their focus is on you? All people who want to be successful in a job search must know themselves. It will be impossible to see other perspectives without being able to formulate a positive image of yourself. Do you know what you want and what you bring to the table? If you don’t, then nobody else will.

 
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