Life @ Transition

Here we share a discussion from CiteHR introspecting for the reasons why a talent is hired. This discussion shares the situations faced by a job seeker. During transition, the experience gained from attending job interview is priceless. It pushes every professional to introspect values which might have not been pondered upon. Here’s a link to the discussion for the benefit of those who are yet to participate in it.

Transitions are essential for evolution. The job changes can ensure greater learning when these transitions are managed. Sudden loss of employment strain confidence and robs identity. The stigma of unemployment weighs more with every rejection. It may have several reasons ranging from being a misfit, answering the questions with low knowledge, over-qualified, over-experienced and etc. The decision to hire is made on the basis of future promises from the talent, realised during the interview process. Here are few ways to manage transition and become the ‘Irresistible hire’ to the future employer:

Focus on skills and service offerings: The employer will hire the candidate with the fittest offering compared to the other applicants. The talent requires making the best offer, assuring revenue for the business. Prune the offerings relevant to the job. Focus completely on the requirement, incase there are more skills to be offered, mention them judiciously. Let the focus remain on the requirement. During the first few screening rounds ask as many questions as possible. It should cover macro and micro levels of the job. Such as, what would be the daily routine in the job and how much value would one get to create, what would be the parameters for measuring performance etc. Similarly, paraphrase the discussion with the recruiter. It reaffirms listening skills and understanding what the recruiters have explained. In case they don’t share about the job, make suggestion on how the daily routine can be, what kind of escalations would be required to handle. Use this knowledge to form your responses towards the final level. Build your replies on the answers received from the recruiters.

Focus on the pay: The employer devaluates a talent who have been jobless for long. Herewith, if the talent keeps a clearer expectation of what the salary and the role would be, it would help the process. Often quoting the least salary amongst the other applicants ensures the closure. The best approach is to research the current pay for the role and keep a humble to modest expectation depending on the offering. ‘Greater value for lower price ‘works magically with the employer.

Focus on continuity: Make best use of the gap and turn it to your gold mine. Research and volunteer service are two areas, which offer continuity to the talent. The fact that the talent did not become redundant while looking for a job makes them easy to be hired. Similarly, if the talent engages to train others on the skills learnt so far, it strengthens the decision making. Additionally, it helps the talent in learning through gaining further expertise in the field. Moderated participation in the online and offline forums helps in staying in vogue. Furthermore, volunteering for the mentoring program often helps to remain in sync.

Focus on re-skilling: Training programs including higher level learning is the best activity to plan out during the transition. It opens new opportunity and allows the talent to move into higher roles. The re-skilling can be both vertical and horizontal. Certain jobs become redundant, nevertheless the demand for other jobs last longer. Hence training in the vertical with more jobs would result in longer employment

Focus on the daily routine: The routine which we follow during our employment creates a behavioural impact. Therefore, it requires similar effort to build an equally engaging routine which will ensure the same level of involvement. Job hunting exonerates energy, which is why equal amount of emotionally stimulating activities are required to keep the talent happy.

Focus on relevant results: Often long-waiting duration between the interview and results make a talent irritable. It’s an exhaustive process. This gets aggravated with a rejection and a negative feedback. The key to such situation is to remain objective. Understand and implement, nevertheless guard against being hurt. Avoid generalisations and the tendency to use the rejection to identify oneself. Every feedback includes an opportunity area. The coping skill at this juncture comes handy. Effort needs to be made in order to detangle the worries including the finance and other responsibilities. An old wisdom, “Spend and earn enough so that you can pay for yourself, when no one is paying you”!

The value one generates remains the sole reason for staying employable. Right-fit is an objective idea. Transition help us refine our offering to the right-fit, As in the words of Martha Beck,” Any transition serious enough to alter your definition of self will require not just small adjustments in your way of living and thinking but a full-on metamorphosis.”


  • Dr. Trinath Dash

    A nice piece on Transition Management. It deals with certain practical aspects while keeping in mind the trauma of job loss.
    Today job hopping is a phenominon which is contrary to the notion of yester years. In the situation the article is quite trite. Let more such articles be placed. Thanks.

  • Thankyou Dr. Dash. Your words and your insights made my day !

  • Data entry india

    great post.