One of the best Career Development tools a management candidate can possess is a recruiter who is on their side. Unfortunately, most candidates do not learn this until they are well into their career, and have lost opportunities that could have launched them into six figure jobs.
Developing ‘You’ as Management Candidate
A management career needs a proactive career development plan, from day one. The moment you determine that you want to be a career manager you need to create a plan.
As a Career coach I can help you save time. Create your short and long-term goal sheets, SWOT, etc. Do these about 6 months before you contact a career coach.
I always suggest working with a career coach. It is the best place to practice for the job interview.
When you contact a recruiter, you need to have a clear understanding of what you want, who you are, and what you have to offer companies.
We all hear the stories of people who contacted a recruiter only to feel slighted. Recruiters are busy. Their time is valuable. Do not approach them hoping you can get a job and expecting them to do all the work.
Your meeting with the recruiter will most likely be held over the phone. Being able to answer questions succinctly and offer your documentation/diaries via email is a great way to build a working relationship, and get the recruiter on your side.
As a career coach it amazes me how many people should have six figure jobs, but are stuck in jobs that are barely above entry level – because of presentation. Have you ever recorded yourself on the phone? What does your diction say about you? Do you speak clearly? Does your accent diminish your attractiveness to a company? What about your vocabulary? Are you still holding conversations at a grade eight level? All of this matters. I have seen people launch their careers after a few vocal lessons, or a few months building their vocabulary, public speaking classes, or even just recording and analyzing their own conversations.
This is vital, as your relationship with a recruiter will be over the phone. If you don’t sound the part then you probably will not impress a recruiter.
Understand ‘The Job’ of a Management Candidate
Not all job postings on job websites are written well. They may not clearly outline what the job is about. That is the main reason why hundreds of people apply for the wrong job, or why people repeatedly send in their applications but do not hear back.
The tendency is to try to write a resume as a ‘jack of all trades’ and hope that someone will appear interested. This is the wrong things to do. Instead, focus on 3 – 4 of your biggest strengths. There are things you can do better than anyone else. Then contact a recruiter.
The recruiter will then be able to help identify places where you want to work. But again, they will contact you before sending your resume in. Saying ‘send it everywhere’ will not impress a recruiter.
The same applies for the qualifying questions. If the job interview is hosted by a nonprofessional then the questions will likely be personal. If this person is not part of the management team or department that you want to work for then they may not be asking the right questions.
This is why it is important to ask your own questions. Better yet, research the company. In the hospitality industry you can learn a lot just by visiting a restaurant a few times. Does the restaurant volunteer and become involved in the community? What has their growth been like over the last 10 years. Have they restructured? Do they advertise? What is the employee turnover? All of these can reveal the company’s management system, organizational behavior, and even the communication style.
The last thing you want to do is be stuck in a job that is going no where because the company has no vision, or there is no unity among the different departments. When managers are trapped in this situation they cannot just leave without risking damage to their resume, and being labled as a job hopper.
The recruiter can help you prevent these situations. They do not work of a job description. They have a working relationship with the company. They have put many managers, successful and unsuccessful, into that restaurant or hotel. They know what they want, and they will know very quickly whether you can hold that position.
Who is Your Recruiter?
If you want a six figure job then build a six figure team. In the hospitality industry where I work there are some big names, Gecko Hospitality from the USA and Canada, is in the top five. They will work with you to help build your career, but they will not do the work for you.
When choosing a recruiter you want to first research the recruitment world in your industry. Do not look for a recruitment firm that deals with everyone. Do not work with a firm that doesn’t have clients. And do not sign up with every recruiter you find on a google search.
Not all recruiters are offered first shot at prime jobs in your industry. Not all recruiters can offer real advice on how to shape your resume.
