Career Pursuit Resolutions

With more experience in job search and occurrences associated with many of the positions held, reflective job seekers begin to have structured mindsets of what they will or will not do. Some are personal resolutions to aspects of interviews that they will not redo; types of employers that they will no longer pursue and perhaps types of recruiting processes that they will not undertake. Here are some of the typical resolutions.

Jane has been an Administrative Assistant in a number of companies. Her experience has been that of unprocedural dismissals, harassments, indiginifying encounters and unstructured supervision. She has since resolved not to pursue any opportunities in firms owned by persons from the common race that owned the companies.

Patrick is now a renowned Marketing Manager with a blue chip company. Just five years after he started working, a head hunter called him and made him an offer to place him in a more lucrative position in another company. He accepted – of course part of the first month salary became the head hunting fee. To his surprise, his job ended with the same head hunter hiring his replacement. This became the experience with another head hunter. He has since resolved not to be headhunted. He will only respond to normal structured recruitment processes.

Until 2006, John had not realized the unspoken policy of this then employer. He was employed at a very competitive marker salary. He had for sometime wondered why the predecessor left. Nothing unusual was spoken about her that could qualify her having to leave.  From the hearsays, her job was temporarily redesigned and consequently diluted. She was left without authority and she opted out. The annual salary increments had also been frozen. This is exactly what they had done to John in 2004 but he was not embarrassed enough to leave until the CEO called him to his office to make a resignation offer. It was there that the CEO explained that such demotivating job redesigns processes are ordinary in certain companies since each and five year they have to hire fresh brains for certain functions. John is still in search of a job. Most potential moderate employers see him as unaffordable and therefore unemployable. He has since resolved not to pursue high profiled, high paying employers; but seek moderate incomes that can create stability in his life for longer duration of time.

The three case scenarios are not scriptural. They are subject to personal emotional character, strength of career strategy or even circumstances, but they are real.

HOW REFLECTIVE ARE YOU ABOUT YOUR WORK LIFE/CAREER AND THE EXPERIENCES? DO YOU HAVE A CAREER STRATEGY?

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CAREERPITCH - RESULT FOCUSED RESUMES AND COVER LETTERS