To say it\u2019s a difficult time in the world is an understatement.<\/p>\n
Alison Lange Engel, Venture Partner at Greycroft and former Chief Marketing Officer at Stripe, said challenges are endemic across industries but they look different depending on the segment. \u201cIn most sectors, demand is just so unpredictable, and in some areas, demand is not coming back right away after the sheltering restrictions are lifted,\u201d she noted. \u201cBut specific segments like retail, travel, restaurants, and hospitality certainly have it worse. COVID-19 has been crushing to these industries.\u201d<\/p>\n
Conversely, some sectors are experiencing an enviable problem: staffing up to meet demand. \u201cIf you\u2019re in online groceries, streaming media, or consumer health and wellness, you\u2019re struggling to keep up with demand and fill new roles,\u201d she said. But more broadly, despite a volatile time, people are settling into a new way of working, hiring, training, and onboarding remotely because they can\u2019t afford to sit still or stagnate, Lange Engel noted.<\/p>\n
Lange Engel outlined what it will take to get hired right now in this week\u2019s Good Perspective. Spoiler alert: it\u2019s partly a willingness to get hands on.<\/p>\n
It\u2019s good to have a general sense of how companies are adjusting. Otherwise, how will you know how to evaluate a potential employer\u2019s outlook, prospects and positioning?<\/p>\n
\u201cFor enterprise and B2B, we\u2019re seeing slower deal cycles and more deliberate thought before action,\u201d said Lange Engel, \u201cExpect to see the deal process now involve the CFO for approval, which really lengthens the sales process.\u201d<\/p>\n
The companies that come out of this with a more positive trajectory, she predicted, are those that are primarily online and depend less on in-person interactions. The other survivors will be those that can demonstrate grit and agility. \u201cNow it becomes about companies with the DNA for collaboration,\u201d said Lange Engel. \u201cIf you were good at that before the pandemic, and you have teams that are also resourceful and resilient, that can adapt and be productive in a crisis, you have a much better shot at coming out on top.\u201d<\/p>\n
Leaders are aware that after years of a very tight labor market, some incredible talent is now out on the market. It\u2019s their opportunity to go beyond core skills and really hone in on the intangibles.<\/p>\n
\u201cSmart leaders are looking for employees who are capable but are also agile, low ego, collaborative and genuinely passionate about what the company does,\u201d Lange Engel observed. \u201cThis is a tumultuous time and it\u2019s all hands on deck. Devs who really loved working on one specific part of the stack will have to show they can flex and do more because the work frankly just needs to get done.\u201d<\/p>\n
Hiring managers will be listening more closely to see if a candidate is willing to rise to such a substantial challenge. Are they able to bring best practices that are applicable to the situation right now? Will they cheerfully pitch in to deliver for customers – even if it\u2019s not quite what they\u2019re used to or signed up for? Candidates should expect more questions designed to figure out what environments they thrive in and how they can solve hard problems. And new ways of interviewing are rapidly becoming increasingly popular.<\/p>\n
\u201cWe\u2019ve had companies ask for more written materials and case projects as part of the remote interview process,\u201d said Lange Engel. \u201cThey\u2019re having applicants articulate what\u2019s important to them culture-wise, the norms and work setups they enjoy the most, etc., in a short essay-like format followed by presenting their ideas in a group discussion. It\u2019s another way to see a person\u2019s depth of thinking.\u201d<\/p>\n
As 2020 progresses, she predicts that more companies will lean toward candidates who come from other companies with similar cultures. \u201cThere\u2019s just a higher potential of transferring well,\u201d observed Lange Engel. \u201cThey\u2019ll land in an organization and the water will be familiar to them. It means they\u2019ll hit the ground running faster and add value sooner.\u201d<\/p>\n
Yes, the job market is going to be increasingly competitive this year. But that\u2019s not the only reason job seekers should explore industries outside their experience. A combination of genuine interest, transferable skills, and intangible qualities like creativity can be very compelling for hiring managers. In other words, don\u2019t assume crossing over to a new industry is off the table.<\/p>\n
\u201cIt\u2019s true that if you\u2019re pursuing a go to market or business development role, it\u2019s critical you understand the market segment,\u201d said Lange Engel. \u201cBut that\u2019s also something you can learn. More broadly, companies are recognizing that always choosing \u2018safe\u2019 people with the same experiences and personality types isn\u2019t a win for them. I\u2019m always really open minded to people who want to move sectors and who can demonstrate what they\u2019ve learned from prior experiences that they can bring to a new situation.\u201d<\/p>\n
She likened a candidate\u2019s career to a patchwork quilt. \u201cThose squares of amazing career experiences stay with you,\u201d she commented. \u201cAnd they can be really interesting to companies, especially when they signal an ability to solve tough problems and work with a diverse group of people.\u201d<\/p>\n
Even in a difficult economy, companies should still prioritize investment in tools that support talent, said Lange Engel. \u201cYou still need QA and other dev tools to ship a better product,\u201d she warned. \u201cYes, take a hard look at cost centers in the business – but if they help people be more agile, productive, and collaborative, they\u2019re worth it.\u201d<\/p>\n
It\u2019s fair for candidates to dig into that during the interview process as well.<\/p>\n
\u201cIt\u2019s important to know what\u2019s available internally that helps you do your job well – and how open the company is to providing tools you might need,\u201d said Lange Engel. \u201cIt\u2019s okay to ask, \u2018How will I be supported?\u2019 in the interview.\u201d<\/p>\n
Overall, Lange Engel felt a sense of optimism. \u201cThere is always a flood of incredible ideas that come out of crisis,\u201d she noted. \u201cSlack, Square, and Uber were founded in 2009 on the heels of the 2008 financial crisis. There are big opportunities for innovation, always.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"
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