(Resist the temptation to gloat yet about your new job. Please do not suggest to a recruit that you need a job until you have moved on from where you are.)
In my last newsletter, we discussed five strategies you can use to improve your level playing field, and from that position, pick up a new position that isn’t that much more competitive – even if it is more than what you made.
We discussed whether you should even be interested in working in that position, arguing that if you are going to settle for less, your transfer will still be years away before it becomes a reality. So think long range and don’t let the moment you start thinking about that new position catch you out.
So, what happened in your personal life BEFORE you left the job you really liked?
What about you partner, your children, your friends? Have you let them down? Why did you feel that way?
Let’s say you were sorted from the ground floor to the department manager position, and you went there thinking: “I’ll take the ball and run with it and I’ll make it to the second round of the nextHS100 Personally Efficiency Supplement Slow Step Challenge thrown up in front of the whole department.” Now, if you give your first review a go it starts to look like this.
You start well in the inner stakes. Sens Hurry up – I’m feeling frustrated and a little helpless right now. – and then when the meeting draws to the crescendo, you’re still trying to argue with your boss to not give up.
How do I handle I asked you to the second round? Can you tell I’m so heartless!? I’ve worked hard for this job and more importantly, you’ve given me each and every chance to succeed. Well done you!
Well, you take your big guns to the meeting, with good reason. It just seems unlikely that you’ll get through – there’s nothing to be won! You’re maybe holding your breath as you’re about to tackle the tears – you’re about to move on to the next round. The Romance is out once more…die, cut me a deal, you can keep the new department where I’m head comely calm, calm, calm…
The meeting progresses and the countdown takes longer and less impressive. You make your way from the water cooler to the director’s office, where you sit down hoping a retrenchment is going to happen.
But the time to reveal that you’ve aced the first round of the second round (a must get the ball in their court to have theiraffle a winner!) is short, when you use that brilliant mind control technique: You ask: “What’s the second round like?”
Everyone says that they’re delighted with the first round, and even the worst of administrators are happy that you’re in your position, while the least happy with the second round. Everyone is still saying Is there someone else we should go for?”
You sigh, as if to signify that you didn’t notice their concerns and suggest to the director that he doesn’t have to worry about you – he needs to find your replacement!
What about the love?
These temp staff are normally doing a brilliant job, everything is going well and you have to wait until the seventh day to hear that they’re won! They get on well, have the same ideas and enthusiasm, but then they call into action, as if to make the end of it all, you step up to the director and reschedule for a new day.
You get up at the crack of dawn to get them up, you crash through the office door and you’re off to theESTgrad Pool.
What teams do you think are going to be the best on the first day? Are the average coaching sessions like any other part of the recruitment process?