Hi and welcome, this is Tina Persson from Passage2Pro in collaboration with Prosper. I’m excited today because I’m going to give a short preview of a new way of looking for a job, which is called how to headhunt your own job by using an agile method for searching for skills, instead for searching for job titles. So, hang on, I’m going to share the screen, and I’m going to start the presentation here. Just a second, and here we have it. Headhunt your job, or headhunt your own job, how to skill search for a job, an agile job hunt approach.
A little bit about me, and we can remove that, so here we go. The power of working out a strategy. The power relies on today that you have to create a self-awareness. You need to figure out at least the area or the job field you’d like to go to, instead of randomly sending out your resume and randomly applying for jobs, that’s not a successful career.
It’s super important to start to explore, investigate yourself, your drives, your motivation, what you like to do, your strength, your weakness, reflecting back, and I will go back to that a little bit more in the presentation the further they come here. I’d like for you here listening, instead for just starting to apply.
What you see on the picture here is that you go to the sun, as they call it. The sun, you get a vague feeling of what kind of people you like to surround you with, what you can see yourself doing on daily basis. How you apply problem solving, analysing. If you like to be a team player, if you like to work more enterprising or more practical. Have a job that is more creative or more administrative. These things you need to sort out before you start to apply. This is what I say, you start with self-awareness training.
Your next step, by reflecting back on your career and lifestyle, you will learn about how to identify your future career, your next step. It doesn’t have to be the next five years, it’s perfectly fine, but it is the next step, and then from there you reflect and you take the next step. By thinking too far ahead or too much into the future, don’t do that.
The labour market today is super agile, and it’s happened so much, not what’s happening here, Corona, pandemic, and now we have the war in Ukraine, you really don’t know where the job market and the labour market is going. But it will happen a lot, so take more steps, otherwise it’s easy to fall into the trap to feel anxious, and you shouldn’t do that.
That means you’re going to build resilience; we’re going to need the FIT management that I talk about in my book. FIT is staying focused, stay focused and be positive, incorporate exercise and meditation, and think gratitude, that’s a success story. That was the wrong slide. Now we go here. So we have what I say a new paradigm shift in the job searching strategy. That is the paradigm shift, is that we can’t any more just apply for job titles. I will come back to that, why it is like that.
You are overqualified, you don’t have the experience, or you are missing skills. Common things that we hear when we start to apply for jobs, but now remember, overqualified means that they’re not sure you’ll like the job or that you have the wrong expectations of the job or the salary. You don’t have experience, you are missing skills is an excuse that many hiring managers and recruiters are using because they can’t say something else, because they take the risk to be sued. So, they take the safe card and stay with, you’re missing skills or you lack experience.
Then you’re most likely, when you start to scroll the job boards, you most likely find that many jobs out there at the moment, extremely many jobs. if I check UK and particularly London, that they maybe don’t match the skills. They do, but you have to read the job ad in a different way.
So, with COVID-19, the labour market has changed dramatically, and the transformation has exploded during the coronavirus pandemic. Many of the jobs that are advertised today, they didn’t exist before corona. Jobs you’re going to have in the future, they don’t exist today. So how to keep track on them?
That requires the new job searching strategy. It’s a paradigm shift. So, before you start to apply, create a proper resume and don’t mess up your brand by just randomly sending out your resume to companies and organisations, because it’s not good for your brand. They realise that you really don’t know what you want.
Not only that, today we have to rely on artificial intelligence and algorithms. So, by just sending out your CV or your academic CV that is not tailored to the jobs, not even indicating what you’re looking for, the algorithms and the AI don’t know how to select you. So, you are ranked down. If you don’t have the job titles and the skills for your future job on your LinkedIn profile, LinkedIn will kick back the wrong job ads. So don’t screw up the ranking in the digital platforms.
Not only that, companies today, they communicate through the same sort of digital platforms. People know each other, the world has become smaller using digital platforms, so don’t start to test your resume, take a step back, do the exploration phase first, and then you write your resume, and then you start to apply.
You need also to adopt a more agile job searching process. You must identify a job field that you go into. Whether you work more with enterprising companies or organisation, whether you’re more supportive administrative, or if you’re creative administrative, or if you are creative enterprising, or you are very practical investigative. You need to sort that out so you get, let’s say a package of job titles that you typically would like to work with, so you can communicate that with recruiters and hiring managers.
Then number three here on the spot is that you can negotiate your job title. You apply for a job, you don’t fit all the competences, and that’s perfectly fine. If they invite you for an interview, you are not qualified, it could very well be that you can negotiate the job, so they change the job title, or they even change the description of the job. Always have that on your mind. Today there is such a huge lack of competences, so you can negotiate your job title. That is an ace for discovery and informational interviews.
If you’re not really sure, if you can do the job or not, take the risk and say yes, I can do it. Take a decision, yes, I can do it. Remember, you never fail, because the whole process in your career is a learning process, and the job journey is a long journey. Your first job beyond academia is just your first job beyond academia, and you’re not going to end there.
Just showing you the career coaching guide. What I talk about here today is that it’s important to start with your transferrable skills and how you apply them for your next employer. When I say how you apply them, it is translating your academic skillsets to a terminology that future employers will understand, so they can see the value you can offer them.
Then you need to learn much more about the labour market, so you know what companies are looking for, you know what kind of job titles exist at the moment. The rest what you see in this career coaching guide is tools, because in the centre is you. You always start to work with yourself, that’s super important.
This is just a slide where we briefly show everything that you gained and learned in academia. You had communication skills, management skills, problem solving skills, fundraising, self-motivation, multitasking, and networking. All of that you can do. The question in the future is more directed to what you would love to do in the future. So, you most likely will have to start to select, so to speak, be select. It’s not about you can do everything; it is really to select what you would love to do on an eight hours’ basis in your future job.
Having a look on this job ad here, I have coloured them in green, yellow and blue, and this is something I highly recommend that you do. This gives you a much clearer picture of what’s really relevant in the job title. Everything that’s green here is something that you most likely have. The blue part is transferrable and soft skills, and the yellow is pure let’s say technical, transferrable skills.
If I as a head-hunter and recruiter would start to select you, number one would of course be if I find a person that has been working as a medical writer previously. However, I know that it’s such a huge lack of competences, so it’s most likely I don’t have a person applying with that background. So, I need to take a step and look on people that might be interested in writing.
Now you have the $10 million tip I give you. I would absolutely choose candidate to interview if the candidate can answer the following questions. “Do you like to write, and how do you know you like to write? Can you give an example of when you are writing, and what value would you bring to the company?” In this job you must like to write. Then I would like to figure out with you whether you really understand what a medical writer are doing on daily basis.
My other question would be, “could you describe for me what a medical writer are doing on daily basis?” This indicates that if you as a postdoc or PhD or academically trained person have talked with people being medical writers, you most likely could figure that out. It’s very well fine to say, do you know what, I haven’t worked as a medical writer, but I have talked with medical writers, and they describe the job as following. That would convince me as a recruiter that you actually know a little bit, and that you yourself can evaluate whether you would like that job or not. That strengthens my belief that you might be a top candidate for me.
Trick one, figure out what the daily day work like so you understand what the people are doing if they work as a medical writer in a company. Then convince me that writing is something that absolutely you can see yourself doing on eight hours a day. That’s my tip to go through to the second step on an interview.
Time to check on the agile job searching technique. Ten years ago, commonly you looked for job titles on the internet. That was not so many job titles around, so it was possible. Today that too many job titles, and the job titles they come and go. So, it’s very hard to keep track on them. There are two ways of using skills search instead. That is either you use very technical, and this is a common mistake for people in STEM in particular, they only search for hard skills. Python, life science, artificial intelligence, AI, molecule biology, cell, etc. It could be very clever to use transferrable skills instead and say problem solving, writing, manager, supporting, so you put in problem solving, management, and then check what sort of job comes up.
This is a completely new way for many to look for jobs, but it gives you a much better idea of what new job title comes up. But now before you start doing this, it’s important that you write in transferrable skills that are commonly used in the job field that you would like to go. That’s why it’s so crucial that you use your exploration phase in the beginning.
This is a slide, on transferrable skills and why to use them. Transferrable skills are particular skillsets that doesn’t belong to any particular niche or job or industry. That’s why they are so important. They are general skills that you can use and apply, and they can be transferred between job departments and even industries. It is for this reason they are known as transferrable skills. This is exciting. That’s why they are so important in any transition in industry, or from academia to industry or within any organisation whether you work in an NGO, small-medium enterprise, or in a governmental position.
Going back, how to start to reflect over what you like and what you don’t like. I think doing an academic career it’s always that you start with a project, and you end up with writing an article, and that is a process itself. You start by reviewing articles, you do experiments, you learn about your research, and then teaching, collaborating, thinking, conferencing, setting up projects, and then editing manuscripts, and then you publish. In all that process, that can be up to a year or maybe even two years, you do a lot of stuff.
Now it’s time to really nail down on paper what you love to do, what is sort of interesting, and what you can skip. So, you clarify for yourself much more what you would love to do in the future. This is a way not only for yourself but it’s also so you can express for other people so they can help you. So, you can tell me loud and clear that for me it’s important to have a job, where I can collaborate, where I can create many new ideas, I have a supportive team around me, and I would love to travel. It just gives me an idea.
Not the exact job title, but you help me to understand what you like. This is the key, when it comes to both networking, creating your elevator pitch, or for informational interviews. Transferable skills indicating your drives and motivation, what you can start doing is to write your own priority list, what always is on the top and what you tend to procrastinate. Because things that we don’t like to do, we tend to procrastinate.
Here you have an assessment that I use that helps you to find whether you’re practical, investigative, enterprising, supportive, creative, or administrative. You can also think like the following. Experiment failed, but I analyse the data and try it again, and that shows that you have a problem-solving attitude and you’re good in analysing.
It could also be that you write, participated in public conferences, including speaking engagements. That’s ability to communicate to a diverse audience. That’s another way of expressing it. Coming to the step-by-step guide, and this is the end of the presentation.
In the next video I’m going to show how I use the step-by-step guide in reality by doing a search live and record it here. In video two you can see how I work myself through by using Indeed and LinkedIn. But I use what I call transferrable skills, I select the skills, and then I go to the platform and use more of the transferable skills. If I put it that way, start to search to find the jobs.
Then eventually I go to LinkedIn, and I can Google, and I start to track down and read the job ads coming up to identify even more skills that could give me new key skills and new job titles that could be of interest to me. With that said, I say thank you very much, and see you in video number two. Okay, take care, bye.
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