Market Me First - The Positive Career and Work Action Plan Market Yourself | Make Money | Be Happy

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Since 2005. Market yourself. Find better work. Make a name. Survive Layoffs. Be successful.


Marketing open positions and separating work from life

Seth Godin points out (from an older post) how to market open job positions with your company.

It's tough filling jobs with "good" people. We all want them, but how to go best about it?

One trend mentioned is the Internet based video for the job position. I checked Monster and Dice and did not see a "Video Resume" or "Video Job Opening" on either site. That does not mean such a feature is not buried somewhere on their site.

Seth suggests a video not about the job, but about the workplace. An interesting suggestion which would probably be useful in the hip, dot-com workplace (complete with game tables, dog beds, earth friendly coffee service and a huge poster of Obama for Pres), but not useful in most places I visit.

I see many successful companies with white walls, institutional furniture, temp receptionsists, and business park locations.

What makes these companies successful are highly targeted niches, enthusiastic, low maitenance employees, a clear business plan, financial stability and a defined separation between work and leisure.

These companies and their employees know work is work.

Google can build kitchens and dorms and hold hockey games, but most employees want to work and then leave. People need a clear deliniation between work and offtime.

Many companies don't think that line should exist and do everything to make work part of life. I see burn out as a real problem in this type of environment.

Hire great people who want to do great things and then leave them alone.


Mike said...

Some people work to live. Others live to work. If your work is fun is it still work? People don't leave bad jobs they leave bad management. Is "leaving them alone" a sign of good or bad management? How do you tell a ligger from real talent? An introvert from an extravert? How do you hire great people when the average person is, well, average?

Jack said...

Good people ask for all the details before they are hired; what is your insurance, how much is it, how does it work, time off, pay schedule, etc.
Good people ask during the interview in as many words - "What do I need to do to be successful here?"

Bad hires just want a job and a salary.
Bad hires will spend their work hours asking the questions; how does the insurance work, where do I park? etc.
Bad hires never ask about success - they merely want a place to sit and age - like a banana.
Thanks for your comment!

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