Personal Marketing Strategy Program for Transition Candidates©
"get that NEXT job!" ©Series

"Tasks are normally dismissed, measurable accomplishments are always recognized."

Results, not just another transition concern!

Value vs Risk

V=N+A-C/r©

Value=Needs+Application-Cost/Risk
(In our mnemonic, V= value, Needs= Perceived or Real, A= Application or Use and Cost=Emotional or Fiscal. In this sales situation, Perceived and Emotional are most important.)

The PMSP© "get that NEXT job!" Series, DCG website, print products and seminars are based on five primary driving principles:

A. To transit THE candidate from a paper candidate to a PERSON, ie: people notice, interview and hire people, not paper.

B. To reduce the RISK OF HIRE and INCREASE the REWARD OF HIRE for the HA.

C. To provide a STEP BY STEP marketing program to PREPARE and PRESENT the candidate's credentials.

D. The concept that "Tasks are normally dismissed, measurable accomplishments are always recognized" is paramount to hire.

E. All candidates in Transition are engaged in a SALES Process.

In addition, there are five "currencies" found within our PMSP© book, Seminars and this website that are in jeopardy for all HR members and the HA, Hiring Manager. These currencies are standard for all sales. The hiring process is a similar sale.

We will offer three currencies operating in any sales environment here, the remaining are in our book. (money, time, power/status/position) The value proposition that your Candidate Information Packet and Presentation (PMSP©) must address are these currencies, either in direct dialogue or indirectly. Each time a hiring manager is engaged in the hiring process this V=N+A-C© riskometer formula or one like it is cycling through their thoughts. And although your "potential new job" is very important to you, "their current job" is even more important to them.

Your candidacy must add up to a positive equation, you must be an opportunity to them. If you insure the following three potentials for the HA, an offer is pending.

1. reduce stress on manager
2. allow them to make more money
3. allow them to shine by your success, and gain advancement.

If your ACP using the CIP does not prove to reduce their risk, knowing that his/her position, income, and or emotional/physical well being are on the line; i.e.: inertia will prompt a negative decision.

Please check out our book's interviewing information. Be ready to chronicle the interview as soon as it is over. Make sure you note the last two minutes. Handshake, eye contact, body language, being walked to the door, last words. Be sure to close, ask for the job as you shake hands.

Your ability to close, is just as important as your ability to present, interview, or tell your story. Be careful to stay positive.

More opportunities are lost at this crucial stage because we feel awkward. Somehow we get the idea this interview has been just a conversation. It has not! You are being evaluated constantly.

I have had candidates lose an opportunity, simply by not sending an email thank you note. Even after they had been told to. I have had others lose out, because the failed to ask for a business card, or ASK FOR THE ORDER.

This is not a game. It is not casual. It is a serious process. You are on trial.

Be prepared. Spend the time. Reduce the risk for failure for both of you, the candidate and the client, indeed for me.

It is increasingly more difficult for me to secure searches and interviews. They are precious. Handle them as professionally as if they were a $1,000,000,000 sale. It is. The cycle is just very short.

Talk to your recruiter before the interview and “just” after. Call from the parking lot, if necessary. Write down your thoughts. Do not forget the issues. They are your connection to an offer.

Keep in mind at all times!

RSKH>RWDH

Risk of Hire in today's market far outweighs Reward of Hire. As a candidate, you must help to reduce, deminish or eliminate the risk. Know who you are, what are your accomlishments, your competencies, and your potentials.

Like in any "sale" there always three issues price, product & risk, in the final analysis there is only risk. Mitigate, mitigate, mitigate.

For more an extended discussion of RISK/REWARD of HIRE use this link for the Personal Marketing Strategy Program for Transition Candidates© "get that NEXT job!" BOOK

Check out The Executive's CISA©

Copyright Notice:

All materials herein are under copyright protection and may not be duplicated except for personal use. Any other use; is expressly prohibited by law without the express written consent of the author. Address all inquiries for exceptions to: The Transition Compass 782 Bayliss Suite C Marietta, GA 30068 770-579-6050

Conditions of Use

ALL RIGHTS RESERVED

"Tasks are normally dismissed, measurable accomplishments are always recognized."

Value vs Risk

Value=Needs+Application-Cost/Risk (In our mnemonic, V= value, Needs= Perceived or Real, A= Application or Use and Cost=Emotional or Fiscal. In this sales situation, Perceived and Emotional are most important.)

For more an extended discussion of RISK/REWARD of HIRE use this link for the Personal Marketing Strategy Program for Transition Candidates© "get that NEXT job!" BOOK

Check out The Executive's CISA©

Value=Needs+Application-Cost/Risk
(In our mnemonic, V= value, Needs= Perceived or Real, A= Application or Use and Cost=Emotional or Fiscal. In this sales situation, Perceived and Emotional are most important.)