The Long Haul
Each month in the United States, on the first Friday of each month, a jobs report is released by the Bureau of Labor Statistics. The report, which is compiled more for financial investors than for those in job search, is meant to give a snap shot of how the employment picture in the United States is looking. Often an unemployment percentage is provided. A figure on number of jobs either created or lost in the previous month is provided. However, if you are one who is in job search, my guidance and philosophy to you is not to get focused on the report and what it says.
Many years ago, a fellow coach in my network, who in his first career was a Chief Financial Officer, said it best in the job search group he facilitated. For just about all people their personal employment percentage is either 100% or 0%. (Occasionally, individuals will fall somewhere in between, where perhaps they have work on a part-time basis or on a cashflow basis, as they continue to pursue the full-time role that they seek). My fellow colleague is right. As I have been busily working with clients over the last several months, I am finding even the most diligent searching clients with whom I work, are finding that their searches are averaging about 4 to 6 months, and sometimes longer. I look to be very realistic with them when they may ask me early on how long may the search for a new job role take. I try to make them understand to plan for the job search process to be “a long haul”.
What are the factors that lead to a job search transition being a “long time endeavor”? In no definitive order, here are some of the reasons that I see.
One factor is the “indecisiveness” of companies themselves. Many have been attempting to determine just what the economy will bear in terms of selling their products and services. As such, companies are not sure just how many people they need to hire. Additionally, they look to get the talent they need as inexpensively as possible, without necessarily being sure just what talent may be available and just how skilled that talent will be. Companies additionally look to weigh how they may build or provide their talents and services and how that compares with their competitors. Perhaps an organization expects to go down one path, and anticipates needing a certain number of resources, then pulls back on those numbers when they find the market is not responding the way they thought.
Another factor is on the other end of the spectrum, is the number of individuals and round of interviews an individual will have with a particular company. While in the past a person might just interview with a hiring manager, and perhaps an initial human resources screener and maybe the hiring manager’s boss, conversations with peers in multiple departments, personality, and behavioral tests and perhaps conversations with several different executives (especially for higher level positions), are all part of the process. Such multiple rounds of interviews, can often take weeks to complete.
Other hidden factors such as the “age” of a job search candidate, the fact that a client has the skills but has not exhibited them exactly in the industry of the hiring company, and an “image” that the hiring company has of what the professional to fill the position should look like and offer, as opposed to what a candidate offers, are also items which extend the process. In recent years, coming to agreement on how one chooses to work, versus the company preference, (in-person as opposed to virtually from home, how many days in the office the job searcher is expected to be in the office), all play into the process. The list of factors goes on and on.
You may say to me, but what happens if a person needs a job now! The individual could choose to accept a role on a short-term basis but continue to keep their search going even after starting in a role. Perhaps they can look to accept work on a contract or part-time basis, while still pursuing their long-term goal. And, most of all, usually when someone is in job search, (especially if it is the first time in a while, or certainly during the last 10 years or less), they begin to realize that the continual development of their career, and being open to what the market is seeking and ensuring one is in a position to make a move if necessary or they so choose, is now a major part of the process.
Will one land a job quickly when they find themselves out of work and begin a job search? Perhaps they may. However, I would contend a few things. They may be fortunate and match with the right company and opening quickly. More likely, they have been preparing for an eventual move by keeping their career documents and understanding of what they offer up to date. For most individuals in search, finding that next job role should be seen as a longer-term process, and one which will involve, strategy, patience, and perseverance on their part.
