Saturday, October 24, 2009

Job-Hunting plus some basic Org.Dev. structures

There are various major industries, e.g., Financial Services, Automobile, Food, Fashion, etc. and each major industry has several sub-sectors. Like, for example, in Automobiles - automobile manufacturing, tires, accessories, after-market, etc. In Food - manufacturing or processing, sauces, purees; Fast-Foods, Fine Dining, Restaurant design, etc.

Each industry or sub-sector will have different ways of doing business, mission/vision, philosophy, core values, KRA's (Key Result Areas), and therefore different organizational and functional set ups, meaning, the departments or divisions needed to run and manage the business properly. Some common departments: Accounting, Sales, Marketing, Human Resources Management or Development. Most businesses would also have Research, Logistics (for bigger companies), or separate Warehousing and Distribution, I.T. (Information Technology or Computers.

Just looking at this very brief background, you can see that the new employee or new recruit must have a certain set of qualifications and competencies needed to be able to perform well in a given job/position. (More on the differences between "qualifications" and "competencies" in subsequent posts.)The manager of the department must know and have on hand a list of competencies needed (maximum of 6) and how they are ranked according to what is most valuable to his department. A short definition of "competencies" = skills, aptitudes, attitudes such as optimism or open-mindedness, beliefs, values, principles, good work habits such as patience or perseverance or care for details, etc. Obviously there would be no single person who would have all competencies needed to handle a specific job.

For example, in hiring a salesman, the company would stress on communication skills, outgoing attitude, friendliness and cheerfulness aside from other relevant competencies. But, in looking for an accountant, the company would be looking for prudence, cautiousness, accuracy, tight-lipped or knows how to handle confidential information.

Some quick tips for the job-hunter:

1. Know yourself, your strengths/competencies
2. Research on what type of industry matches your "most recent relevant experience" and what interests you.
3. Rank your competencies, and then look at what job is right for you - is it in Accounting, Engineering, or Sales. Remember different departments need different competencies.
4. Don't try to fake it - if you don't have it, or if you do have it, it will be uncovered in the tests you have to take and the interviews you have to go through
5. Prepare for the interview - most hiring officers or interviewers would be using some form of "S.T.A.R." system of interviewing, which is basically behavior-based, meaning, you tell them your actual experience in response to their specific question, and you follow this sequence:
S - State the SITUATION (or problem, or event)
T - Tell them the TASK (or procedures) you performed
A - ACHIEVED (what the procedure achieved or specifically solved)
R - RESULT (what was the over-all result, or how did it affect the bottom-line, did it result to cost savings? or increased sales? or more efficiency?)
6. Prepare for a drop-dead resume' - my experience tells me a 2-pager is the most effective, unless you really have 10 or more years' experience in so many different industries, and if this is the case, then try to limit it to 3 pages. Focus on your achievements and not on what process you used and who you talked to, etc.. All of these are useless details! Make it short with clear/concise descriptions, bullet points, key words only. Remember, interviewers and managers are very busy people!

Perked you up! Did I?!

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