Understanding the Basic Truths of Employment & Career
The 10 Basic Truths about Employment, Employment Security &
one becomes employed because they need a job or are unemployed!
2. The unemployed are prejudged
as less qualified employment candidates than those who are employed!
3. There is no such thing as employment
4. Employers have no incentive to protect or consider
the interests of their employees when a change in business requires
5. Separation/termination from employment does serious
damage to an employee's employment credibility and significantly
increases the difficulty of obtaining a new employment relationship!
6. Companies rarely hire the unemployed into key
positions (they use "Headhunters" to steal talented employees from their
7. When a company hires a candidate that is unemployed
it is often at a lesser level of compensation than might have been
achieved had the candidate been employed!
8. If the employee does not take steps to protect and
advance his/her career it is likely that employee will face career
problems and miss out on opportunities.
9. To protect against unemployment and to ensure
career advancement the employee needs to take affirmative steps to
avoid unemployment and to be positioned to take advantage of advancement opportunities!
10. All employees must take responsibility for
their own employment, security and advancement or face the risk of
being personally and financially damaged by the changes in business
that cause companies to make changes in employment relationships!
What can be done to avoid employment
and career related problems? Understand the truth about
employment and take the actions required to protect against problems
and capitalize on opportunities.
A Traditional Perspective of Employment and
Employment, career management
and career problem solving is misunderstood by most people. Only
a small portion of the working population engages in affirmative
employment and career management. The typical worker's life is dependent upon
finding a company that has an employment opening and then joining that
company to have their career controlled by the advancement policies
and discretion of
Most worker's lives are
controlled by Human Resource Managers who administer the recruitment,
screening, interviewing and hiring policy of the company, based on
pre-defined job descriptions of the jobs that made up the Company's
organization chart. The candidate whose education, training,
skills and work experience profile best matched the pre-defined job
description generally is hired. Those candidates whose
education, training, and work experience profiles do not match the
pre-defined job description are generally disqualified.
The reality of employment and
career advancement is:
"Employment and career
advancement has nothing to do with a candidate's need for a
job. Employment and career advancement comes as a result of an
employer recognizing business value in the education, training,
skills and work experience of the candidate as measured against the
Company's organization chart and job descriptions, and the benefit
the Company can derive in terms of increased performance, cost
savings, increased revenues and profits."
As a result, candidates need
to realize that the traditional employment process followed by
today's businesses and companies is designed to disqualify
all but the candidate whose profile best matches the pre-defined job
description. All of the tools used by the Human Resource
mangers who are responsible for the employment of candidates are
designed to discriminate between the "ideal" candidate whose profile
is a match for the job description and all other candidates.
These tools work against all but the ideally qualified candidate
causing most applicants to be eliminated from consideration for a
job they could perform well because of information the
candidate has provided to the Company and the Human Resource
An Alternative Employment, Career
Management and Career Problem Solving Approach
If employment and career
advancement occur as a result of employers recognizing the value a
Company can derive from the candidate's education, skills, training
and work experience, the candidate must take steps to understand the
Gain a complete operational
understanding of the his/her education, training, skill and work
experience fits into the typical business organizational chart;
Gain an operational
understanding of the value of his/her education, training, skill and
work experience will add in the way of business value to a company's
performance, ability to achieve cost savings, ability to increase
revenues and ability to add to profitability of a company;
Gain a clear understanding of
the industries, work environments and companies where their talents,
skills and experience can generate performance improvements, cost
savings, new revenues and new profits.
Based on this information, the
candidate wishing to take control of his/her employment and career
advancement must design a scientifically based employment and career management
strategy based on the realities of how employment and career
advancement actually occurs, and how to make Company decision
makers aware of the value they can derive from having access to the
candidate's education, training, skill, and work experience.
Career Problem Solving
Services are provided to clients who have the education, training,
skills and work experience that can produce real business value to prospective Companies and
employers based on the scientifically based alternative employment and career management
steps noted above.