Apprehension – Is Holding the Economy Hostage

I said it. Apprehension is holding the economy hostage and I will explain my reasoning.

No one wants to be known as the person who hired the wrong talent. Not in this climate. People are very apprehensive to bring on new hires – even if the delay in hiring is costing their company money in lost business opportunities.

Apprehension about candidates is high because far too many allow their desperation to cloud their behavior.

Candidates sabotage their offer with something as simple as off-handed comment about aspirations for work in another industry, preferences for full-time instead of contract, or even a sarcastic remark about the drive time back and forth will worry a hiring manager. That worry gets candidates flagged for bad reasons and they wonder why they did not get the call back. Stupid candidates. Scared hiring managers. Poof – deal dead.

The countermeasure to apprehension about a candidate’s abilities and fitness for duty is leveraging and controlling their digital brand, Rex Saoit calls it the digital footprint.

In establishing a digital footprint candidates can nullify apprehension. Their brand becomes “the known” factor about the them.

The hiring manager perceives, rightly or wrongly, a level of connection or familiarity with the candidate that is not real - but shifts their thinking away from apprehension to belief that this candidate will succeed in “my house.”

We all do this - once we know someone (or think we do) we let the odd comment or quirky mannerism slide. Our defenses are down and we were relaxed and confident because we believe we know the person and our expectation is set that they will or would deliver when the time requires it. Some call this faith.

Whatever you call it - when it comes to digital branding candidates must decide if they are technicians, tacticians, or masters of their trade craft and present themselves accordingly on-line.

Whether is it one web site or a combination of member sites, blogs, communities we are no longer all “sales people.” We are now all “marketing people.”

Think about it this way. At one time tenure with a company was perceived as “proof” of skills and commitment to the company and perhaps career acumen. But that is gone. Longevity is now seen as a lack of drive or ingenuity (rightly or wrongly).

At one time a college degree was “proof” of commitment and tenacity. Now with online offering and Internet in every home it only proves your ability to play the game and get funding.

At one time an advanced degree was “proof” of advanced skills and abilities in the workplace. Now - it can be a career anchor and not the good kind...

At one time being published, an inventor, a patent holder, or speaking on your industry was “proof” of work commitment and excellence.

Today because of the apprehension factor candidates must consistently deliver on their digital brand.

The digital brand is the new proof of professional commitment. Why? Because doing so is the only outward measure that is based in real-time, readily checked and cross-referenced for free.

How well and how consistent candidates present their digital brand is the new proof of their commitment and their best shot at removing apprehension before they are ever called, let alone interviewed.

All part of getting the offer instead of the interview!