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Understanding the Basic Truths of Employment & Career Management

The 10 Basic Truths about Employment, Employment Security & Advancement

    1. No 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 security!

    4. Employers have no incentive to protect or consider the interests of their employees when a change in business requires staff reductions!

    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 competition)

    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 Career Management

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 their employer.

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 personnel.

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 following:

  1. Gain a complete operational understanding of the his/her education, training, skill and work experience fits into the typical business organizational chart;

  2. 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;

  3. 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.

Career Problem Solving Services is not an employment agency, nor does it provide employment agency services.

Copyright 1999 E-BMC/Dr. John T. Whiting

All Rights Reserved.
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