A client of mine posted an ad for a CFO and received over 700 emailed resumes within 24 hours, many of which listed little if no CFO experience. Another client advertised for an outside sales person for a new territory and received several inquiries from entrepreneurs who were going out of business due to the economic downturn. (How long do you think an entrepreneur will last in a "job" after the economy turns around?)
One might think the abundance of talent out there is great for employers. Not really. Many job seekers are throwing resumes at jobs like spaghetti at a wall to see if they’ll stick. Great sales people are applying for everything from customer service to sales management roles. A great sales person does not a good customer service person or sales manager make. The composite of talent required for each job is unique.
A word of encouragement to job seekers: get really clear about your natural talent and go after the job that needs what you have to offer. What are your core strengths and skills? What passions motivate you? If you’ve excelled in sales in the past and love the challenge of selling, chances are you won’t be happy in a customer service role. Sales management probably isn’t your gig either. In the end you want that one job that you are the best match for.
A word of caution to employers: resist the urge to fill a position too quickly. Do you know the true cost of hiring the wrong person? Matching the right person to the job is not a function of the economy. It’s a function of the results you want the job to produce. Before you place your ad and interview candidates, interview the job. Identify the talent, experience and skills the ideal candidate will have to possess to perform the job at peak levels. Consider using talent assessments to identify your final candidate’s natural talent and determine if they match the job’s requirements.
In these uncertain times Clarity is the key. Job seekers: get clear about your talent. Employers: get clear about the talent you seek.