If I’ve said it once I have said it a
gazillion a few times, if you’re intending to do things ‘by the book’, hunting down jobs its kinda tricky? It feels like you need every conceivable edge to make this work? But maybe we need what Carol Dweck refers to as a growth mindset. Or as Zig Ziglar used to say drop the stinkin’ thinkin’ -love it! What do you believe? Below are some ideas to help clear your thoughts and focus on beliefs that will get results:
1) Do you straight jacket yourself or those who you serve with limiting beliefs.
Ok, we’ve all heard the phrase – assumption is the mother of all problems but could it just possibly be that you are the problem. Yes you, albeit a well intentioned person your are holding back that person you care about. If serving these amazing young people has taught one thing – its this: don’t limit others with your (lack of) imagination or thinking. o much is possible many opportunities that we cant even conceive of are out there just waiting to be pounced upon.
2)There is no flexibility?
You may not see it, smell it, taste or believe it, but within any organisation institution or business there is the possibility for change. And with change my brave young warrior comes enlightenment er opportunity definitely opportunity much of this comes down to peoples understanding we have to believe we can help peoples attitudes to shift and see the huge potential resides in the young people we work with.
3) Believe that your clients work can be for the benefit of the employer ?
Ok you’re not an industry expert, you’ve potentially not got a huge amount of knowledge. Just remember you know the young person in question, and you know societies typical response is to underestimate them. It time to advocate, and I mean really advocate, because when you know you’re right and that change is not only possible but mutually beneficial then requesting that change becomes a must.
4)Success in any organisation only falls to whims of one person?
Nope, especially in larger organisation many individuals have capability to hire and even create opportunities. We have to remember that any organisation relies on recruiting staff for its success, without whom they are doomed to failure. Yes, we looking for recruiters with a degree of vision but that’s where you come in help others to understand the untapped potential.
5) Recruiters always know best?
So following on the above, sometimes employers ain’t perfect they’ll need some help during the recruiting process. It may well be a distraction from their core activities of catering, cleaning , IT etc often people wont have the needed HR training of skills to make well formed decisions. Take confidence , as your experience grows you can help them to make the right decision.
6) Traditional methods for job creation are best.
We only have to look at statistics to realise that this just is not true, many groups in society are under-represented including those with learning difficulties. Despite the fact we know that so much can be achieved
7) Candidates are eliminated because of the far reaching job specification and description.
No. when have you ever applied for a job fully confident you can perform every aspect to perfection, it just doesn’t happen. So why are we holding those we work with to this artificially high standard. It refreshing to cut through the reams of nonsense and just deal with what matters . Someone that can respond to the business’ needs
When we reduce this to its simplest components its a straight forward matter of discovering what the employer actually needs, then showcasing how those we work with, meet those needs. Traditional methods don’t work for our client base, but that doesn’t mean there are not a wealth of opportunities out there to capitalise on. Its time to be proactive go and uncover job options. Else we face the impossible errand of measuring the cost of lost opportunity.