Flexibility as a Key Hiring Strategy
By Frazer Donaldson
After many interviews with mid and senior-level IT professionals who have been unemployed for more than a few months, it is clear that many are finding it difficult to re-position themselves in this new economy. In other words, to reconsider and seriously embrace where they may fit into a new organization chart in salary and responsibilities, etc.
For those IT professionals in the Chicagoland area who are still seeking permanent employment in this economy, here are some thoughts to consider in determining how "flexible" you really are.
Salary: Of course you are flexible to a lower salary and total compensation level in this economy, but how flexible? And although you say you are flexible, do you really mean it? Would you accept an offer that's twenty percent less than your previous base salary? Thirty percent?
With a glut of talented candidates available for each open position, unfortunately how serious you are about your salary requirements can knock you in or out of consideration. Make sure it is crystal clear to the recruiter or hiring manager that you have "run the numbers" and are perfectly comfortable accepting a base salary of X% below your previous level.
Title: If you were a VP of IT reporting directly to the CIO at a $2B company, would you consider a Manager of IT title at a similar-sized company? Related to this, if you managed 20 people at your last job would you consider a role managing 5 people?
When asked these questions in an introductory interview, recognize the fact that you are being "weeded out" based on your flexibility, and whether or not the interviewer actually believes you! It's not the title you should be concerned about, but the opportunity, compensation, and overall potential of the firm.
Responsibilities: In your previous role you had a huge impact on how the IT budget was spent and how IT drove certain areas of your firm, but what if your next opportunity has zero budgetary responsibilities? What if there are more management levels to go through in the next opportunity? Are you truly prepared to handle this?
Have a specific level of responsibility that you are open to, and include headcount, budget, and impact on the firm. Make sure you embrace this "new" and potentially lower level of responsibility, before you enter an interview.
How flexible you really are in these areas, coupled with a positive attitude, and a willingness to work your way back up the ladder again, can make a tremendous difference in securing your next offer of employment.
Hopefully you can receive an offer greater than or even equal to your previous compensation, but these points are important to consider, especially the longer you remain unemployed.
After many interviews with mid and senior-level IT professionals who have been unemployed for more than a few months, it is clear that many are finding it difficult to re-position themselves in this new economy. In other words, to reconsider and seriously embrace where they may fit into a new organization chart in salary and responsibilities, etc.
For those IT professionals in the Chicagoland area who are still seeking permanent employment in this economy, here are some thoughts to consider in determining how "flexible" you really are.
Salary: Of course you are flexible to a lower salary and total compensation level in this economy, but how flexible? And although you say you are flexible, do you really mean it? Would you accept an offer that's twenty percent less than your previous base salary? Thirty percent?
With a glut of talented candidates available for each open position, unfortunately how serious you are about your salary requirements can knock you in or out of consideration. Make sure it is crystal clear to the recruiter or hiring manager that you have "run the numbers" and are perfectly comfortable accepting a base salary of X% below your previous level.
Title: If you were a VP of IT reporting directly to the CIO at a $2B company, would you consider a Manager of IT title at a similar-sized company? Related to this, if you managed 20 people at your last job would you consider a role managing 5 people?
When asked these questions in an introductory interview, recognize the fact that you are being "weeded out" based on your flexibility, and whether or not the interviewer actually believes you! It's not the title you should be concerned about, but the opportunity, compensation, and overall potential of the firm.
Responsibilities: In your previous role you had a huge impact on how the IT budget was spent and how IT drove certain areas of your firm, but what if your next opportunity has zero budgetary responsibilities? What if there are more management levels to go through in the next opportunity? Are you truly prepared to handle this?
Have a specific level of responsibility that you are open to, and include headcount, budget, and impact on the firm. Make sure you embrace this "new" and potentially lower level of responsibility, before you enter an interview.
How flexible you really are in these areas, coupled with a positive attitude, and a willingness to work your way back up the ladder again, can make a tremendous difference in securing your next offer of employment.
Hopefully you can receive an offer greater than or even equal to your previous compensation, but these points are important to consider, especially the longer you remain unemployed.
posted by LionSearch at
10:16 AM
