Sorry for my time away. Between my father-in-law's 100th birthday party and him seeing his great grandson, and namesake, from 2000 miles away for the first time, emotions ran high and I've been distracted from the "day-to-day". A distraction I hope you can all experience!
I recently answered a question from someone looking to leave software and IT and move into Human Resources. He wanted to know if a PGMP would be helpful in re-careering. What follows was my (long-winded) answer.
Think about this: You go and get more education and additional credentials and you still will likely be in line with 100's if not 1000's of potential job candidates, many of which also have similar education and experience but may too have the direct-related transferable experience that you are lacking – all of you in line for the same jobs. If one person has just one more direct-related transferable experience than you, they are hence ahead of you in line. PLUS... since only ONE person can get the job, what is the likelihood of that being you in such a case? Sounds awful, huh. Hopeless, right? Well it isn't; NOT AT ALL! I should say here that I am a BIG BELIEVER in education, new learning and continuous self-improvement, but (it) may not be what helps you to stand out in today's job market. I'll explain.
We are not living in average times and companies today therefore are not looking for average people, nor are companies just filling slots these days; you know, the "round-peg, round-hole lateral-move game"? No ... Instead they are looking for STANDOUTS; and those few candidates who DO “standout” are more likely to be invited into an opportunity than those who blend in. So, your question should be, Do I need a PGMP to be a "standout" in this job market? Short answer: Not necessarily. Can it help at all? Sure. Nonetheless, I would put my efforts towards intentional (directed) networking to find a potential opportunity BEFORE the crowd, get in, and sell my unique set of skills and talent, my “branding”, before I would get another credential. Make sense?
In some industries, you cannot get around the credentialing, but depending on the role you may be seeking in HR, you probably can. But not if you get caught up in lines. Get ahead of the job-hiring curve. That alone makes you a "standout" doesn't it? ... You show up as the hiring pattern is only starting to unfold, BEFORE any announcements or postings, make the case that you represent a solution to a challenge, whatever that may be, and that in and of itself (you being there in the first place) would make you standout among your potential competition, wouldn't you think? By the way, that "Challenge"? ... That challenge was your CLUE that led you to the particular target company in the first place; and it was the research and subsequent action you took with the “clue” that got you there ahead of the crowd. Hey, wouldn't the recognition alone that you receive for being ahead of the crowd and the hiring curve help you standout? Then you are in a position to sell your "Branding" - your value-proposition.
Although hiring decision-makers may be interested in where you have been and what you have done and learned (your past), including education, how that will translate (your future together) into you being a personal solution to the challenge(s) they face (problem, need, threat, opportunity..) is more than likely what will clinch it for you. Oh, then you can go for the PGMP and have them pay for it.
Hpe this helps!
“Sorry for such a long answer; I didn’t have time to write a short one” --anonymous
No comments:
Post a Comment