3 minute read
HR - Career Strategies
HUMAN RESOURCES
Transition to Business
By Paul Falcone
Each new year brings new opportunity, and if you’re considering transitioning into the private sector, now would be a good time to gain an understanding of how career transition and career growth strategies work on the corporate side. Private sector recruiters and headhunters (contingency or retained search executives) tend to view candidates through a specific lens and evaluate both their history and potential using several criteria. Let’s take a behind-the-scenes look at what’s important to them and how you might want to focus your interviews and job search strategies in light of their playbook.
• Longevity
The first criterion that captures recruiters’ eyes is longevity. If you’re in the military, chances are you have at least two to four years of experience with the same “employer,” which is a great place to start. Looking forward, however, many recruiters know that recent transitions from the military to the private sector need to “kiss a few frogs before they find their prince,” meaning they’ll likely be concerned that you won’t last that long in a first or even second position in the private sector. Convince them otherwise by sharing your career values. State openly that you’re looking to make a two-to-three-year commitment to your first employer so that you can not only contribute to the organization but also establish longevity in your private sector career. Share what two or three criteria are most important to you now that you’re preparing for career transition, emphasizing that you pride yourself on longevity and stability. In other words, address their core concerns without their even having to ask: you’ll be well ahead of the game.
• Progression Through the Ranks
Hiring managers and recruiters often look for candidates that demonstrate a healthy sense of career progression. For example, in the human resources realm, career progression might look like this: HR coordinator > specialist > supervisor > manager > director > vice president.
• Longevity • Progression Through the Ranks • Technical Skills
Of course, it could take years to progress through your career to the vice-presidential level. The point is that while remaining in the same role your entire career has many merits as an “individual contributor,” it likewise helps to demonstrate career progression from job to job as you grow into your career.
If you’re applying for a “stretch” position (i.e., a higher title and promotion), be sure to articulate why you’re ready for that new level of responsibility and how your past experiences will qualify you for the heightened role.
• Technical Skills
Depending on the position you’re applying for and the field you’re in, professional licenses and certifications may be required to progress from one position to the next. Even when that’s not the case, look to expand your technical skills, whether in terms of software, leadership and professional development, or industry knowledge. Include any relevant classes you’ve taken on your resume and LinkedIn profile. (And yes—you’ll likely want to create a LinkedIn profile to establish an online presence and build your professional network.)
Better yet. . . LinkedIn Learning offers hundreds of online courses that address your professional development needs, and all completed courses and certificates can automatically be displayed on your LinkedIn profile. That’s especially helpful when you’re between positions so that you can demonstrate a healthy sense of career and professional ambition and dedication.
Building your resume and career strategies around longevity, progression, and technical skills is a great place to start when launching your private sector job search.
Hiring managers and recruiters will likely be impressed with your natural insights into their domain and neck of the woods.
You can connect with Paul on LinkedIn at
www.linkedin.com/in/paulfalcone1
Paul Falcone (www.PaulFalconeHR.com) is a human resources executive and bestselling author on hiring, performance management, and leadership development.
