Someone once said, “If you always do what you’ve always done, you’ll always get what you’ve always gotten!” (Mark Twain) In actuality, the truth is worse than this…

If you always do what you have always done, you remain stationary as things change around you resulting in your strategies becoming even more antiquated and your activities less relevant. Achieving a different result requires changing your tactics!

Changing tactics comes out of identifying a lack of success which brings the realization that past results are unsatisfactory and have not met expectations or what is necessary. Then we are forced into a state where…, “Necessity is the mother of invention.” (Plato), or just simply getting some good advice.

So…when you are not reaching your career goals, it is likely time to do something different than what you have been doing. Whether we are forced to change out of frustration or are motivated to change by your passion to succeed we often need something to get us moving forward. Just know that whatever your reasons, or whatever your lack of success, your career is only a few new strategies away from new success.

Here are a few areas you should consider when considering changing your tactics:

1. Are your applications NOT generating invitations to interview?Aside from the fact that there are only so many positions available and often more candidates pursuing them, you can increase your chances by being more specific in your cover letters surrounding your passion for and connection to the company. This is often overlooked or avoided by applicants. Employers are looking for people that truly want to work for “them.” Everyone wants a job, a paycheque and experience in the field. The employers are more interested in whether you are part of the smaller ratio of applicants that truly have a passion to be part of their company. Referencing your knowledge about their business, staff, community involvement, clients, values and culture are all ways to ensure your application is specific and stands out. This takes work and most applicants do not make the efforts for this kind of preparation. However, the jury has already come back with a verdict on this…specific letters result in higher interview invitations.As well, the resume needs to be more “accomplishment-based” to market you effectively. Past performance = future behaviour! If you are only stating your duties rather than the skills you used and what they accomplished, you are missing an opportunity to stand out and impact the person evaluating you. Results are compelling, plain and simple. It takes work to create these kinds of bullets, but the pay-off is greater. Self-marketing is the greatest weakness among candidates. To self-market well, you have to be intentional and expressive. No one else is going to tell them about you, your skills and your success – the onus is on you!
2. Are your networking relationships NOT producing any meaningful job leads?Of course, if your network is limited, this is your first goal! You should try to connect with more than one person from any company you would like to target for employment. And, these people should include non-HR staff that manage the teams you will end up joining or the team members themselves. These connections can influence decisions made by HR and are often involved in the selection of shortlisted candidates and new hires, or simply create an opportunity for staff to offer you as a referral. Sending in an application to a posting without connecting with people is a tactic that produces the lowest return on applications and certainly should inspire a change in tactics around connecting with people. Networking well in advance is the best way to create, build and maintain a network before your application arrives in their inbox, or before you attend an employment interview.
3. Are your interviews NOT producing second interviews?If you are getting to first round interviews but are not getting invited back for the more intimate interview, it proves that your application approach is producing some results but the interview itself is lacking impact. Often the quality, relevance and results of the skills and accomplishments are why they invite candidates to the next interview round, or not. When they leave the first interview with you they should unequivocally know that you can do this job, want the company/role and are a fit for their business culture and the clients they serve. If your questions do not give them content around these ideas and the results you have produced along the way, you may leave them without enough information to move you to the next phase. You have to create an attraction by how you answer. The new suit is not enough. 🙂
4. Are your final interviews NOT producing job offers?If you are tired of getting through multiple interviews with a company only to see your competitors landing the positions before you do, there are reasons to suspect new strategies are needed to compel future companies to make the offer to YOU. If you made it past the phases of application review, the screening interview and were invited into the final stages of their selection process, there are a few reasons that are probable. If they do not know you very well, have determined you do not know much about them or have a passion to be part of the company, the previous points will help you overcome those weaknesses. But if those areas are in tact and you still did not receive the offer on multiple occasions then it will likely be the interview experience itself that is lacking. At this point, they are looking for indications to select you or someone else. Decisions are made here by the best fit with the business culture, the ability to do the job or the passion for the position and company.

Although there are many options of strategies to change, these are the ones that are typically the main culprits responsible for a lack of further engagement and job offers.

I realize changing your tactics can mean getting out of your comfort zone, taking further time to research, contacting people proactively, getting out of the house to meet people and preparing more specific applications…but the success is waiting…if you are willing.

Good Luck,

Russell

Russell Garrett is the Owner of Protocol Business Solutions, a Certified Career Consultant and the DAP Career Coach. Russell will be delivering the “Getting Your Accounting Career On Track” Workshop for DAP students November 15 from 4:15-6:15 pm at HA435 (be sure to register through COOL). For in-person appointments when available book a spot through COOL and for online appointments contact Russell at dapcareersupport@sauder.ubc.ca.