As you no doubt already know, the society we live in is not uniform. The things we consume, listen to, drive, and wear must all conform to our tastes. Since we’re all unique, we’d like the option to tweak the settings to our liking. Similarly, a “one size fits all” approach to employment is no longer viable in today’s knowledge-based economy. (manufacturing moved offshore and left us with a service or thinking workplace).
Furthermore, not everyone is suited to every job due to their unique thinking style (how they were biologically wired). Alternatively stated: we need to align our thinking with the thinking required by the position. Our talents and abilities are the products of our natural way of reasoning.
To stick out and increase your chances of getting hired, you should be well-versed in your skills and those required for the position. Knowing both will help you and the business you’re applying to determine if you’re a good fit for the job. To excel in today’s workforce, you need to be a strong fit, where “fit” indicates how well your thinking corresponds to the practice of thinking required for the position.
Keep this in mind. Research indicates that we make roughly 20,000 snap judgments daily, an act dubbed “top-of-mind thinking” by its proponents. If our (cognitive) jobs are a good fit for us, we make sound choices most of the time, giving us a sense of competence and self-assurance. However, if our jobs do not align with how we perceive them, we will likely make poor choices. Because of this, we feel helpless, disheartened, and disengaged from work. Even our superiors don’t think much of us and frequently demote or dismiss us because of it. And that’s because our natural talents and abilities weren’t fully utilized when cast in the wrong character.
Recognizing your strengths is the first stage in finding employment that best suits them. The following are indicators of talent:
Your initial, automatic responses (your 20,000 3-second decisions).
They are the things in life about which you experience the most contentment.
You have a severe passion for these topics.
You can pick up knowledge fast in these fields.
A talent assessment is the first stage in taking advantage of the available tools for talent identification. With a talent assessment, you can learn the language of talents and define the skills required in each position or role, which helps you articulate your abilities. Once you clearly understand what is expected of you in each class, you can evaluate whether or not you possess the requisite skills. This is the most important factor when weighing potential employment options in today’s knowledge-based economy. Matching your skills with those required for the position is crucial to your performance. If you want to study the language of talents, I’ve included a link to a free online resource in my bio. The higher your chance of success in a new position is, the more closely your skills align with those listed as essential. Take advantage of this to narrow down your employment search.
Once you know what you’re good at and find a position that calls for it, you must create a resume highlighting your unique set of skills. By showing the prospective employer how your skills align with the skills required for the position or job, you stand out from the competition and provide the information they need to make a hiring decision.
One type of résumé, “talent-based,” emphasizes the applicant’s inborn abilities and how those abilities have been used in previous jobs. Employers today care less about what you’ve done in the past (even if you were excellent at it or enjoyed it) and more about whether you have the thinking that will enable you to successfully handle the various challenges you’ll face on the job. No boss can predict every circumstance an employee will face in today’s dynamic workplace. That’s why it’s become increasingly crucial for hiring managers to assess candidates’ analytical and logical reasoning skills.
An effective talent-based resume can be made by following the steps outlined below; a link to a sample resume highlighting relevant skills will be provided in the “bio” part. The following should make up your talent-based resume:
First, identify your ideal working conditions or career goal. Here you can specify the kinds of work that best utilize your skills.
Tell us about the four skills you use most on stage. Determine your top four talents and the related actions by taking an assessment (like the one recommended in the “About Me” section below).
Third, describe your skillset. This declaration aims to explain how your abilities direct and impact your work. Reviewers of resumes appreciate it when applicants provide specific examples of their work methods and results. Remember that a potential employer is reviewing your resume to determine if you would be a good fit for the job and the business. After reading your talent statement, the reviewer of your resume will be able to make a more explicit link between you and the position. The interviewer will look for evidence that you possess the skills you listed on your resume, but you can set yourself apart by clarifying your relevance to the position.
4 – Profound practical knowledge. Briefly discuss how your previous work exemplifies and bolsters your abilities. The person reviewing your resume will benefit significantly from seeing examples of your skills in motion. Remember that the evaluator evaluates how well you would do in the position. The reviewer will better understand your talent demonstration skills if you provide examples from your job history. Avoid listing every job you’ve ever had and focus on highlighting the ones where your skills shone.
5. Crucial abilities. Here is where you can highlight your experience and knowledge gained from prior positions. Keep in mind that the purpose of this section is not to detail all of your abilities exhaustively but rather to highlight those that are directly applicable to the position you seek.
Sixth, teaching. Please give a detailed account of your academic and professional background. This demonstrates your academic credentials and dedication and gives the recruiter insight into your character. Emphasize any formal training that will be useful in the position. Make the connection between your education and your success for your potential employer.
7 Other relevant details, such as medals, accomplishments, or recognitions. Once again, these provide further insight into your unique interests and beliefs. When evaluating a prospect, keep all of this in mind.
Workplaces have evolved from the factory-based workplaces of the industrial era to the knowledge-based workplaces of the modern day. Therefore, we must modify our approach to finding employment and the types of positions for which we look. Discover your strengths, evaluate them against the requirements of open positions, and then submit only to those positions for which you are a good fit. And when you’re ready to apply, whip out your impressive new talent-based CV. Putting more emphasis on what you do well sets you apart from the competition. This is how to get your foot in the door at the right company.
Jay Forte is the President of Humanetrics and a nationally recognized Thought Leader in performance consulting, public speaking, and writing. Through his innovative management technique, the Fire Up! Jay shows businesses how to motivate their staff, build client loyalty, and increase their bottom line. On his website, http://www.FireUpYourEmployees.com, he lays out a new and powerful talent-based strategy for hiring and job seeking, complete with a unique talent analysis and talent-based resume format. The Talent and Thinking Style Assessment and an example resume highlighting relevant skills are under the “Job Seekers” tab on the site.
He is frequently sought out as an interviewee and guest on national publications and business talk show due to his expertise in igniting employee performance. His work has been featured in newspapers and magazines all over the world. He has written a new book called “Fire Up Your Employees and Smoke Your Competition; How to Invite, Incite, and Ignite Employee Performance,” a cutting-edge, hands-on manager’s guide to igniting extraordinary performance in their staff. You can reach Jay at (401) 338-3500 or [email protected].
Read also: Just What Job Is Right For You?
