Are you fit for purpose?
Surveyors are good project managers so why don’t they project manage their job searches? Career coach Keith Harris explains how
As an employment specialist, both coaching and managing my clients into their next job position, it never ceases to amaze me how property professionals do not always use the skills they use in everyday business situations in their career search.
At present, most of us are experiencing one of the most challenging business environments of our entire careers. We’ve all read the news headlines and seen the statistics, which put property and construction professionals at top of the list of those joining the dole queue. There’s never been a better or more necessary time to overhaul your CV.
Let’s break down the career search activity into its constituent parts and apply sound business logic to the process.
The CV – the base specification demonstrating the credibility of the individual
The CV should not be regarded as a single unalterable document which fits all occasions. Think of it as a document of relevant facts to encourage the employer to interview you as the first step. The first objective is to get that interview against the competition. In a very competitive and limited market your marketing document – that is what a CV is – should stand out from the crowd.
It must combine the factual evidence of competence to fulfil the advertised role, together with information of successes relevant to the job and the experience of the sector. Then, it should mention sufficient achievements which mark you out. In a buoyant market where there are plenty of roles available, to secure an interview you would have needed a 70 -85% fit, but with the greater choice of CVs now available to the employer, an 85% fit should be seen as the minimum.
This fit is in terms of the actual content of the job; it is possible to cross reference areas of similar activity and experience in previous organisations and clients to extend your credibility and employability.
This is no different to submitting a proposal to a prospective client, is it? I’m sure you can see the similarities to those tender specifications you have regularly prepared throughout your whole career!
As with any submission, have the base document – the CV – prepared in a readable format, ready to be tweaked for the actual application. I shall not go into the techniques of CV writing here; suffice to say it should be no longer than two pages, with the most important parts jumping out at the reader. You may have spend hours crafting it but remember most are scanned in 10 to 15 seconds.
The advert and application
Quality rather than quantity really does count in the current market. Consider your tender application to conduct some work for a potential client. Think of the hours spent analysing the specification, the work content and the ability of the practice to deliver. Think of the time spent investigating websites for company information and sector trends.
There was an extreme case of a very well qualified overseas graduate who applied for more than 5,000 jobs in six months without any success and only a handful of interviews. Once his rather haphazard marketing document (the CV) was redesigned and his applications targeted, he secured a worthwhile job very quickly.
Do read the advert and construct an accompanying letter to sell your attributes as they fit the job specification. I have had many clients who have secured that interview based on the covering letter rather than any of the imperfections still evident in the attached CV. It also shows your attention to detail and a real enthusiasm for the advertised role.
If the job application is by email, include the letter in the same file as the CV so it cannot be separated. If an application is made by a standard application form – as is the case in the majority of public appointments – it will require considerable time to complete it effectively.
Look at the organisation’s website and other published information. Treat this as if it were an application to tender or quote and make sure you tick all the boxes, showing that you understand the post. Also, write in the language of the organisation or body to prove you can be part of its culture.
When to submit the application?
You would submit a tender at the latest date and this approach can often be adopted with an application. Consider the normal distribution curve, low at both ends and thicker in the middle (when the bulk of applications will be received); either submit at the beginning or at the end of the application period so you are sorted alongside fewer competing applications.
As with a tender, phone up before the closing date and check your application has been received and try to get the name of an individual to speak to. Ask if they require any additional information – this helps to get the organisation aware of you and familiar with your name and enthusiasm for the role.
Feedback on rejection
Asking for feedback on rejection has normally helped clients get re-assessed and then interviewed. The sort process is far from perfect and if you really believe that you have a strong fit for a role, then don’t give up, challenge the decision – what have you got to lose?
Also, there are many cases where the applicant is not a perfect fit for the advertised role but may fit another in the same organisation. I have not covered all the points but I have set out some key pointers. And, how do I know they work? I regularly test myself in the market and at 60 in the current recession I can still make the interviews.
Remember, before you apply…
• Take as much care as you would for a tender for work
• Put yourself in the shoes of the organisation, think about what they are looking for
• Be highly critical of your CV and application – would it pass the sort test?
• Quality not quantity counts
• Read the support material – do you have a high degree of fit?
• In this market can you offer something extra to the role?
• Culturally do you have a good fit?
• Do not worry about rejection, go forward to the next application and, if possible, learn to improve from the feedback given.
Further information
Keith Harris FRICS is the principal of Downsfield Consultancy. Visit: www.downsfield.co.uk
RICS Recruit provides candidates with a range of career advice, visit: www.ricsrecruit.com/careertools
