USEDTOBE’s and WILLDO’S

This is not an expose on the African savannah.

 

Hiring Manager’s Personal Risk Mitigation

 

The 2007 hiring mode. Most hiring managers (HA’s) are percolating about 5 additional basic questions & concepts that can help to ameliorate their personal risk of hiring an unknown quantity. YOU! That risk mitigation permeates the entire interview cycle.

 

Of all the concepts below that are in the Hiring Manager’s PRMP (Personal Risk Mitigation Process) the first one below is most often never mentioned and more often than not never discussed or alluded to in the hiring process. It, however, is or can be the the real predictor of success.  It is always foremost in HA’s mind while reading your "paper", deciding to interview you, continuing the interview process, and choosing to OFFER you a position.  It is also both the easiest and the hardest to prove. Is there still “life” in you after either your transition period, or your last “position?”

 

HR or an HA is always thinking:

 

     Do you still have the drive and desire to do the job? They know you have done it in the past, are you still CAPABLE of doing "it" again?    (Usually silent)

            The Used to Be’s or Has done’s:  Track record

            The Can do: Skill Set

            The Will do: Tommorow’s performance

 

 

It is imperative that as a candidate, you remember the above Hiring Manager’s SILENT Questions, also remember the impact of drive/desire and the need to convey a PMA. (See Audition)  All too often today, people are suffering from battle fatigue, be it from working in a non-productive environment or from transition shock and fatigue.

 

The hiring manager is attempting to seek the candidate with his/her desire intact and a Will do attitude.

 

Only the will do’s really count, all the others are a risk no HA will take.  It is your job as a candidate to marry the PMA and "WILL DO;" to get that first and second interview, and THE offer!

 

Good preparation….good selling. 

 

 

Get your story down to fit the will do’s criteria.  Risk mitigation in today’s market is paramount.

---

For more an extended discussion of RISK/REWARD of HIRE use this link for the Personal Marketing Strategy Program for Transition Candidates©

---

---

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

---