As much as society tends to reject changing the way things are done, and considering that in the general population approximately 87% of people have a tendency to resist change, the rule of thumb in the marketplace says “the only thing that doesn’t change is that things keep changing.” FLI founder, Ed Turose, in his days in Fortune 500 business arenas, testifies that multiple times in any one year he had to change his marketing strategies in order to ensure that his business was successful.
Ashley Stahl in Forbes Workplace 2020 provides 4 reasons why job acquisition in the next decade will not follow the same processes as has been traditionally and historically taught and followed. See Examples
For example, Ms Stahl is telling us that “cover letters”, once the main communication vehicle accompanying our resumes´ sent to employers, are quickly becoming extinct. Don’t misunderstand; Cover letters are still acceptable but they are on the way out. She says that “in the next 10 years, the workforce will be comprised almost entirely of millennials, a generation that loves speedy communication, which means we can expect to see the cover letter disappear altogether.” Now, to those of older generations, this sounds like utter nonsense and not following these older protocols in job acquisition simply add to the labels of a generation permeated with laziness and unearned entitlements. But, to millennials and even Gen Y’s, cover letters are steps that just waste time—especially when it is understood that 90% of hiring managers admit to never even reading cover letters.
Here are the 4 reasons Ms Stahl sites for this phenomenon:
- “Cold Networking” – By this she means that the applicant builds a relationship with someone who will endorse them and refer them to employers with existing vacancies within their company. To the hiring manager, the referral of a trusted colleague or peer makes a better connection than a cover letter. I want to stress here the importance of building strong positive relationships in the process of career advancement and application opportunities.
- Social Media Personal Disclosure Information – If a hiring manager is interested, a quick search of Google, Facebook, LinkedIn etc. will give them more information faster than a cover letter could ever provide.
- Social Media Recruitment Speed – Ms Stahl approximates that 92% of employers use social media vehicles to do their recruiting because it is so much faster that hard copy process. Online interviews and networking meetings are easier, cheaper and faster than the traditional methods. By the time the candidate is approached the vetting necessary is already done.
- “The Rise of Freelancers” – The bottom line here is that companies are able to eliminate all the time and expense of “new-hires” by establishing a freelance relationship with someone who can provide the needed service and back it up with client portfolio’s, testimonials and results.
I guess what we are uncovering here is that as we move into the next decade you will be best served in your job searches by putting your emphasis into your social media presence and involve yourself in viable networking relationships. As in most things marketplace, relationships are key. Building and cementing a relationship anchors the ship of career advancement. Coupled with relationship comes learning how to focus one’s energies and skills that meet the demand of marketplace success. That’s why we at Focus Life Institute have developed courses in all of these areas so that you can have the best chance possible for success.
Remember: Your Focus Determines Your Future.