How to look for a job if you had your own business. How to get a leadership position? Democratic leader should be

“If you work actively for 8 hours a day, you will be made a boss, and then you will start working already for 12 hours,” says office wisdom. However, many diligent employees have learned from their experience that even if they work from morning to night, promotion is not at all guaranteed. How do you become a leader? What qualities need to be demonstrated so that the management sees you not only as a responsible executor, but also as a promising manager?

Promoted or fired?
Hands-on tasks, deadlines, new projects, struggle for a client - during your work in the company you have gone through fire and water. However, the management does not seem to see that you have long been ripe for a more responsible position. What's the matter? There may be several possible reasons.

First, not all companies form their own talent pool. According to a survey by the Research Center of the portal site, almost a quarter of employers (24%) recruit managers in the open labor market, rather than "growing" them inside the company. Another 34% of companies prefer to select candidates whom they can invite, if the need arises. Fewer than half of employers (47%) are ready to “grow” management personnel on their own.

Given these statistics, take a closer look at your place of work. Do you know of examples of the career development of colleagues within the company? What position did your current leader take in the organization - did he become a boss as a result of several years of successful work, or did he take his chair immediately after the interview? The answers to these questions will help you define your own prospects in your home company.

The second possible reason for the lack of career growth of the responsible employee is the lack of growth in the organization itself. If the company is stable, all management positions are occupied, and there are no new areas of work, then you will have to wait for a promotion for a long time - at least until your current manager decides to quit. Whether it makes sense to work in a company with no growth opportunities is up to you.

It may also happen that an employee who is aimed at career growth, for some reason, does not correspond to the ideas of his management about an effective leader. For example, if all middle and senior managers in a company are over 45 years old, and you are 30, then most likely you will be considered insufficiently experienced. Or if the CEO is convinced that only a man can lead a team of 10 people, while you are a woman. In such cases, it will be difficult or even impossible to take a leadership position.

You can't do without self-promotion
Yet in many cases, companies are willing to consider internal candidates for leadership positions. How to enter the organization's personnel reserve? First of all, take care of the excellent performance of your direct duties. This is absolutely necessary, but not enough for career advancement. Demonstrate not only professionalism, but also organizational skills, ability to plan work and negotiate with people, strategic thinking. If situations in which these qualities can be shown do not arise in your daily work, take the initiative and make sure that there is a reason to show them.

Remember, the right image is extremely important for the person aspiring to become a leader. Try to make sure that as many colleagues, partners and clients as possible know about your successful work. Competent self-PR is not an easy science: it is important not to overdo it. So highlight your achievements in an extremely delicate and unobtrusive way.

An equally important component of the image is appearance. Hundreds of articles have been written about business dress code, but short skirts and ripped jeans are still common in many corporate offices. Experts advise: if you want to become a leader, dress as if you have already become one. Wear to the office what suits your business attire best.

In addition, take an interest in the content of your manager's work more often, help him if possible. A competent and forward-thinking boss is likely to encourage this interest and is likely to leave you in charge when going on vacation or a business trip. And this is already a serious step towards joining the company's personnel reserve.

Finally, you can speak frankly with your current leader. Choose an opportune moment and explain that you are overdue in your current position. At the same time, it is important that the boss understands that you are by no means aiming at his chair, but you want to gain experience in leadership work. It is quite possible that as a result of negotiations, the head will decide to separate a separate group within your department or department headed by you, and then you will be able to realize your ambitions.

In the labor market
But what if you realized that in your company the chances of becoming a leader are minimal? In this case, in order to achieve what you want, you will have to enter the open labor market. Getting a job as a manager with only experience as a performer is not an easy task, but it can be done.

First of all, write your resume so that it is clear: even though you were an ordinary employee according to the staffing table, you had to make responsible decisions, negotiate on behalf of the company, negotiate with other employees about the distribution of roles. You should not deceive recruiters and attribute to yourself the work that you did not do. Just think which of your responsibilities can play into your hands.

Due to the lack of experience in managerial work, you can hardly count on a high salary. Let your resume salary expectations be only slightly higher than your current income level. This will help recruiters understand that at this stage, career growth is more important for you than a high salary. When asked why you left your previous job, you should answer frankly: the company did not provide opportunities for growth, whereas you have long been ripe for a leadership position.

If you can't get a managerial job right away, it makes sense to consider the work of an executor in those companies where they practice "growing" their own managerial personnel. You can ask a recruiter at an interview about growth prospects - such a question will not only demonstrate your ambitions, but also give you the opportunity to receive valuable information for making a decision.

Learning to manage people is not an easy task. Working as the head of even a small department, you will have to comprehend many sciences in practice - psychology, human resource management, etc. However, if successful, your efforts will not be wasted: in the modern labor market, a good manager is an expensive and rare commodity.

Good luck in conquering new career heights!

Moving up the career ladder can be very difficult. It is especially difficult business women: society has already come to terms with the fact that a woman works on an equal footing with a man, but a woman-boss - this still does not fit into the heads of some. Do you love your job, but feel that you feel cramped within its framework? If you really want a promotion and are ready to accept the responsibility that comes with being a leader, then there are just a few steps to take ...

I will go to the chiefs, let them teach me

How to get a promotion at work and move from an ordinary position to a managerial one?

Many specialists think about a promotion one day. Only some of them lose this intention quickly, while others are sure that they have the necessary experience, skills and passionately desire to join the ranks of the bosses. But what if the employee is not familiar with the management functionality and has always performed the duties of an executor? Labor market experts told how to change a line position to a managerial one.

There are two main scenarios for such a transition: a promotion within one's own company or a transition to a managerial position in another. What problems might future tops have? And how to realize the desire to become a leader?

an old friend is better than two new ones

According to Maria Silina, Account Manager at Agency Contact, growth within one company is considered a classic career development option and has a number of advantages: “First, a potential manager has the opportunity and time to prove himself from a professional point of view view, while still in an ordinary position. Secondly, during this period, he can establish connections with employees of the company, which can affect his position. "

Indeed, convincingly demonstrating your leadership qualities to the bosses with whom you have been working for several years is easier than reassuring the representatives of the new company in the same way. But how exactly do you grow in your own organization?

“To get promoted at work, it is necessary to demonstrate good results in work, to fulfill their duties efficiently and on time. It must be remembered that strategic thinking is inherent in leaders. Such people know how to anticipate changes in the industry in which they work, prioritize their work and the work of the team, focus on the main goals, bring creative ideas, make the right and timely decisions. This is not the whole set of qualities that are necessary for people who want to take a leadership position. Working in a team, it is also important to be able to see the situation through the eyes of your boss and to abstract from the situational perception of the problem. The manager and colleagues should be aware of your professional and career preferences, ”says Aleksey Iodko, Head of Human Resources at Raiffeisenbank.

“First of all, you need to be an active and proactive employee who does not avoid additional workload and participation in the life of the team, be it teamwork or brainstorming on how to improve the work of the department. With the conviction “this is not my job responsibility”, it is difficult to grow professionally in the company and get a large area of ​​responsibility. If you are proactive, active, ready to take responsibility and support ideas and suggestions with results, your chances of career growth increase significantly, ”adds Nadezhda Smirnova, leading specialist of the Penny Lane Personnel recruiting agency.

What should you be afraid of?

Imagine that the long-awaited promotion has taken place, yesterday's performer becomes the leader. There are no problems with the fulfillment of duties, everything is working out, the prospects are pleasing. However, there is one "but" - the team. Labor market experts say relationships with former coworkers (current employees) can tangibly poison the joy of promotion.

“The main stumbling block is building relationships with former colleagues. If the new leader has already proven himself in professional competencies and personal qualities, then he will need to demonstrate his managerial talent to his colleagues more than once. And only after that he can establish himself as a leader in his usual team, ”comments Nadezhda Smirnova.

“Many young leaders who grew up within their own company, at the stage of forming their managerial experience, have to deal with a natural paradox: on the one hand, with a formal change in their own role, and on the other, with the perception of it by the team in a new status. However, this situation can be easily avoided if, firstly, the appointed employee achieved the transition to a new position solely by his own work, and secondly, if he has a certain authority and weight in the team, not just as a “great friend”, but as a professional in his field, "says Boris Anikeev, head of the recruiting department of Svyaznoy Group of Companies.

Change of places

The process of moving from a line position to a managerial position in a new company is certainly more difficult than promotion within the framework of your own. The reasons for leaving the old place may be different.

“Firstly, the company may not have a vacant leadership position, and secondly, other, more suitable candidates may apply for this position,” says Maria Silina.

It is possible that the highest echelon of the company does not trite believe in the leadership abilities of an ambitious employee. In any case, even if a specialist leaves an ordinary position of a large organization, it is unlikely that he will be able to get a job as a chief in a company of the same scale. It would be wiser to choose a smaller institution.

Nadezhda Smirnova confirms that such a transition is possible from a "leading" position in a large company to a managerial position in a relatively small firm.
“But 'downsizing' the size of a company still cannot guarantee a promotion at work. It is important that the new / potential employer sees and believes that you are not only a good specialist, but also successfully cope with the leadership of people. Therefore, during the interview, remember and name several situations where you demonstrated leadership and organizational qualities, ”the expert recommends.

“If a candidate does not have managerial experience, it would be wise if he does not immediately apply for a very high salary and broad managerial functionality. As a rule, such applicants are offered to work at minimum conditions during the probationary period and, if the results are satisfactory for both parties, to renegotiate the conditions. Another important point: in the new resume, it is important for the applicant to indicate all cases when he had to perform managerial functions or managed to show leadership potential (making decisions on the current project, organizing the work process, building teamwork, etc.), "adds Boris Anikeev.

What should you be afraid of?

Oddly enough, you shouldn't worry about relationships with new subordinates. Because they already perceive the incoming leader as a boss, and not as a former colleague.

“Sometimes the team is more useful with a fresh look from the new leader“ from the outside ”. This will make it possible to take a more daring step and make fundamentally new decisions on this or that issue, ”says Aleksey Iodko.

It is worth fearing an unfamiliar environment in principle - the process of adaptation in a new company always requires the expenditure of strength and energy. In addition, you will have to rely only on your own strength (if in the old company there was an opportunity to turn to the former management for help or advice, then in the new one, most likely, there will be no one to rely on).

Boris Anikeev also sees the difficulty in the lack of experience in managing people: "It can be partially compensated for by business acumen, readiness for irregular schedules and constant improvement."

Labor market experts shared tips on what to remember for a person who has never been in charge, but is determined to take the manager's chair.

“It is extremely important to tell employees about the strategic plans: everyone must understand and share the common goals and objectives of the team. Try to find a mentor and enlist his support, go through additional training. For example, trainings on the development of managerial skills will make it possible to make a more confident start, ”the expert adds.

“Be confident in your actions! Any doubts will instantly be passed on to the team and undermine your reputation. And do not be afraid to rely on your assistants, having previously understood who you really can / should rely on. Delegation of authority is the key to the success of any leader. But absolutely sure, regardless of whether you are planning a career within the company or when moving to others, you must definitely know the main functions, tasks of the head, think systematically, be consistent, be active, proactive in order to prove yourself, to prove yourself ", - Nadezhda Smirnova advises.

But the most important thing, according to Alexei Iodko, is to make sure that the desire to become a leader is genuine. To manage because it is "fashionable" or "all my friends have become managers for a long time, so I must go" are not the best arguments for achieving success. Remember - a person does best what he loves and what he really has a soul for!

So, you have been working in the company for far from the first year, you know the whole inner workings and even more: you have been in the labor trenches of production, you were engaged in marketing, you are only familiar with the features of the product firsthand ... What are your chances to occupy a top position in the organization in the case of an opportunity? Real cases shared by users Executive.ru, confirm that in this category of vacancies, HR pays close attention primarily to candidate experience... But how do you get the coveted chance to show your managerial skills if you are already expected to be given such a chance? the site has collected expert advice, add in the comments!

What requirements should be considered

A director is not only a bigger salary, a comfortable chair and several managers subordinate to him. This is a different level of responsibility, the ability and desire to make decisions, more complex tasks and a willingness to go beyond the usual framework. Many experts pay attention to the special character traits characteristic of professionals in this position. It cannot be said that there is a certain "genotype", a model of the behavior of a top manager, but there are certain requirements for a candidate who feels a willingness to become a manager. This is the ability to find a common language with the staff, listen and hear people, manage your time, resolve difficult non-standard situations, be personally involved in all organizational processes, interested, strive for self-development. It is important to have an impeccable reputation, since the director is actually the first person of the company.

Of course, HR will look for confirmation of experience in a resume or in a face-to-face conversation. Not necessarily at a position of the same level. Your readiness and ability to manage can be confirmed by achievements in previous jobs, academic certificates and diplomas (MBA, CFA, RICS and others). This is actually an indulgence for the leader at the initial stage, when he is just entering the path of the top. A brilliant basic education, a confirmed desire to develop and constantly acquire new knowledge will add points in your favor. The advantage can also be the leading position in the market of the companies in which you worked. This experience is valuable, especially if you are not changing your industry but want to move to another organization.

Is there a typical way for a top manager?

According to experts, the top does not have a specific “route sheet”. It is clear that those specialists who have really tried themselves in several areas, have more chances to participate in the main business processes of the company. It is necessary to know well the product of the organization, customers and potential audience, to see the ways of the enterprise development. It doesn't matter which department you move to. The main thing is to show great perseverance and dedication in achieving the set goals.

Topic comments Felix Kugel, Vice President and Managing Director for Russia and the CIS ManpowerGroup: “On average, the path from an ordinary specialist to a top manager is six to nine years. Time directly depends on the number of steps (positions) that a specialist needs to go through. For example, in a startup, a career can be made faster than in a large company, but the level of a top manager will also differ. In addition, in young companies there is no guarantee that the specialist will be noticed and help to move up the career ladder. In large organizations, there is a clear system of personnel development, and if an ordinary specialist shows appropriate results, he is given project work, where there is an opportunity to acquire managerial skills, which means that he has every chance to grow to a top manager. "

He talks about how a manager's career can develop. Sergey Chemerikin MRICS, director of the company valuation department Cushman & wakefield: “Some become top managers with the“ necessary ”connections. Recall, for example, the times of the USSR, when someone held a high managerial position and appointed relatives and / or friends to positions a little lower. That is, those who could be trusted. And it was not so important whether he understood what he was managing or not. The main thing is that he belongs to the caste of "friends". And this approach is still observed in some organizations. Others became top managers solely because of fortunate circumstances, being in the right place at the right time. Still others are due to their abilities and experience. For example, a person worked in a middle managerial position in a large company, he is gladly hired to a higher one in a smaller company. It is assumed that such a candidate has gained good managerial experience, since the organization is large, and these skills will help him in a new place of work. The fourth showed their abilities to a superior leader. He is very comfortable working with such an employee. He begins to grow and takes his subordinate "in tow". One grows up the career ladder, and the second keeps pace. Fifths become top managers because they know how to perfectly present themselves and charm HR and executives. They say about such people - "without oil, they will crawl through any crack." This can be continued indefinitely. The phrase fits here: how many people, so many opportunities to become a top manager. "

Grow a top in the same company or leave?

It's no secret that when filling vacancies of any level, HR first of all looks at the team. Employees are familiar with the organization from the inside, moreover, their personal qualities are known not in words, but in deeds. Therefore, of course, you can wait for a top-level managerial position to be vacated in the company. There is only one problem in this case - sometimes you have to endure too long until the moment when the circumstances develop in the right way. The candidate is more likely to find the desired position with another employer. Features of the search for a top manager comments Elena Smirnova, managing partner of a research company Profi Online Research:

“Closing a top job is like looking for a needle in a haystack. The experience of someone from another company cannot be 100% identical to the experience you are looking for. Therefore, you need to be sure that the candidate will be able to quickly and successfully adapt their skills to the specifics of your company, its production processes and current needs. Finding the right person within the company can be ideal for an employer. However, the internal search for employees for the top position has its drawbacks:

• Difficulties in building "new" working relationships with the observance of subordination. For example, yesterday colleagues watched a football match together, and today one of them has already become a subordinate of the other. This problem can be solved, for example, by surrounding the top manager with deputies hired from outside - by creating a layer that will avoid awkward situations of boss-subordinate interaction in the presence of informal connections.
• If a person works in a company immediately from the moment he graduated from the institute, it is unlikely that he has behavioral patterns that differ from those that he is faced with now. Lack of varied and diverse experience can become an obstacle in solving the assigned tasks in an optimal way. Such a specialist can be sent for an internship to your office located in another country, to a friendly company, to trainings. Everything must be done to show him as many different possible situations and corresponding patterns of behavior as possible.

External search also has disadvantages:

• Lack of knowledge of the "internal kitchen" of the company. You can acquaint a person with it by sending him for an internship in various departments of your organization.
• Potential collective rejection. It is important that the management of the company supports his decision and shows their trust in him.
• There is not always confidence in his loyalty. It depends on the person himself, it is quite difficult to influence his thoughts and values. Therefore, it is important to pay attention to this even at the stage of search. "

What to do first?

In building a career at any level, it is important to clearly understand what you are striving for. Specify your goal - why the leader, which specialization suits you best, would you like to stay in the same company, or you have already outgrown it. Based on the clarified plans, you need to act. If you believe that your current place of work is suitable for realizing your managerial ambitions, you need to show and prove to higher management that you are ready, you can handle it. At the same time, in terms of “I will help the company” (with what exactly, in what business process), “my current skills will be useful” (where, to what extent). The same thoughts will need to be conveyed to a potential employer if you decide that it is more interesting for you to develop in another organization. The main message is the desire to expand the circle of responsibility, gain new experience, and cope with tasks of a different, more global level. Perhaps you need to develop managerial skills at a theoretical level - to complete specialized courses, to confirm your desire with an appropriate diploma.

Recommendations Mikhail Rozin, HR Director GC "Ronova": “It is necessary to draw up a plan for personal growth, in which to register basic knowledge, skills, abilities, lack of experience that require development in a specific period of time, for example, during the year. It is useful to discuss the plan with the higher management, ask them to critically analyze each of its elements, ask them to transfer an independent project to management as a test, followed by an analysis of the implementation results. In parallel, a specialist needs to constantly improve, study best practices, act as an initiator and assistant to his manager, learn to manage his time not only at work, but also in everyday life. "

Thus, the most important advice comes down to the usual pattern: I see the goal, I go to the goal. The main thing is not to sit still, but to act.

Photo:freeimages. com

Have you finally gotten a promotion? Congratulations! You have already proven your professionalism, now is the time to demonstrate your managerial and organizational skills. Because a new position means not only new responsibilities, but also a new role in the team. Are you ready for this?

I decided to collect recommendations for novice heads of departments, divisions, companies. After all, moving up the career ladder of one person can become a problem for the rest of the team and even negatively affect the working atmosphere.

Which leadership style should you choose? How to motivate employees? What is psychoclimate and how to understand that it is negative? With these questions, I turned to Antonina Ulyanskaya, a consultant psychologist at the Wezom agency. According to her, 80% of novice managers do not know or even think about the psychological aspects of team management. And there is something to think about if you do not want to see a decrease in productivity in a month or two and a packet of letters of resignation from disgruntled subordinates.

What to do for a novice leader

1. Choose a democratic management style

Of the three styles - authoritarian (decisions are made solely by the leader), democratic (decisions are made collectively, the boss controls execution) and liberal (the team makes decisions on their own, the role of the leader is minimal) - it is the democratic one that can provide a comfortable working atmosphere and maximum efficiency. Because the boss is a Democrat:

• does not give tough orders, as in the army, he works in a team;
• grants subordinates the authority to solve problems within their competence independently;
• involves employees in solving organizational issues;
• encourages creative ideas, initiatives;
• builds trusting relationships with colleagues: informs about the current state of affairs in the company and about development plans;
• sees and helps to unleash the potential of the employee.

Democratic style makes subordinates feel more like partners than just performers. For a novice leader, this style will be the key to the success of the team, of which he has become a leader.

Nuance. If the manager came from outside (not from among the employees of the department or the company), we recommend:

• ask what the predecessor was in this position, what management style he used;
• get to know the team and organizational processes;
• determine the priority goals of the work, discuss them with the higher management, and then with the subordinates.

Do not forget to listen to the suggestions of the department entrusted to you.

2. Motivate not with orders, but with the help of involvement in solving problems

This method will help increase self-discipline in the team. After all, the responsibility for the decisions made is transferred to the employees. This also implies a democratic management style. Make your employees feel important. The feeling of a simple screw in a huge mechanism is unlikely to generate enthusiasm. And when subordinates become important participants in the overall process, they will take a more responsible approach to business.

If employees do not cope, the Democrat boss does not use powerful methods and in no case does he publicly scold.

Remember the rule: praise in front of everyone, punish in private.

Subordinates should not be afraid of being summoned to the carpet. To punish in a democratic style means to clarify what is wrong, to find reasons and ways to fix it.

3. Build a team

Remember that you are leading a team (department, department, or company), not each individual. Form a team that will implement the conceived projects. To do this, develop management skills. Be ready to set goals for the team, determine results, transform goals into clear tasks, motivate performers to solve them, monitor implementation, and eliminate problems and conflicts that have arisen.

And also learn to select people adequately to the tasks. In other words, don't squeeze a lemon in the hopes of getting tomato juice.

The mistake of novice managers is to pull the blanket over themselves with the motivation “I will do it faster and better myself”. It will not be possible to build a team with this approach.

4. Don't be arrogant

• recognizes that promotion is not the crown of a career, and he is not the ruler of the world;
• understands that a new position is a big responsibility;
• takes into account personal experience before promotion;
• continues to work on himself, to improve personal and professional skills;
• does not abuse his position, does not shout at every corner that he knows everything better.

Knowledge, like know-it-all, will not help you gain respect in the eyes of your peers. The principle "I am the boss, you are a fool" is a sign of an authoritarian management style. You don't want to be quietly hated behind your back, do you?

5. Maintain distance in communication

Finding the perfect balance between friendship and service is not easy. Not every experienced leader succeeds in this, what can we say about a beginner. Some young bosses build friendships with one subordinate, thereby creating negative attitudes in other employees.

There should be no familiarity in the team. Maintain a business culture. Build a relationship of mutual respect.

If you are a supporter of the call to "you" between subordinates and the boss, make it clear to employees that this is not a reason to be frivolous about tasks.

Nuance. How to build communication if the subordinate is older than the boss? Stick to the partner line in communication. Use the pronoun "you". Don't be afraid to ask for advice. Messages such as “I wanted to know your opinion”, “What do you think” will demonstrate respect for the senior employee, increase the sense of his importance, help to identify valuable experience and use it for the development of the company.

The main thing is not to hurt the ego of the subordinate, but to create a comfortable business relationship. Set the distance gradually.

In many respects, the type of psychoclimate that reigns in the team depends on the manager's management style.

What is psychoclimate and how to understand that it is negative

Psychoclimate is a comfortable emotional mood, an atmosphere in which employees work. Indicators of a negative climate in a team are:

• staff turnover;
• frequent sick leave;
• low labor productivity;
• tensions between colleagues;
• general irritability and dissatisfaction;
• unwillingness of employees to improve;
• mistrust;
• psychological incompatibility;
• lack of desire to work in one office.

Signs of a positive climate include:

• friendly relationship;
• a high degree of trust among team members;
• the desire to be in a team during working hours and spend leisure time together (corporate recreation, joint trainings, outings, etc.);
• lack of internal conflicts and "groupings";
• cohesion of employees in force majeure situations, a high level of mutual assistance (not everyone is for himself);
• free discussion of current issues (no one is afraid to express their own opinion);
• healthy business criticism;
• no pressure on subordinates.

In addition to internal factors, the atmosphere in the team is influenced by:

• physical working conditions;
• the current state of affairs in the company;
• economic, political, social situation in the state.

Analyze how the sponsors communicate and interact with each other, whether they often conflict or express dissatisfaction, how they treat employees from other (related) departments.

Psychologists recommend conducting an anonymous survey to find out which psychoclimate prevails in the team. And if the head of the department is not able to influence the state of affairs in the country, then he can take care of working conditions, find out the reasons for dissatisfaction.

And finally

There are far more than five recommendations for aspiring managers. But we tried to choose basic advice, following which the young leader will smoothly enter the new role and will not become the object of negative discussions in the team.

The paradox of job matching - you can't get a job without experience, but you can't get experience without a job either. This difficulty haunts us when we are just entering the labor market or are about to take a leadership position. Young, ambitious professionals and recent graduates are especially affected by this paradox.

This contradiction is paralyzing. However, professionals at all levels are different in that they find access to opportunities. The key to resolving this paradox lies in realizing that you will always be judged on two criteria: your potential, which will create value in the future, and your track record in an area that is key to your work. Depending on the length of service, these two types of value will be weighed in different proportions. The general rule of thumb is that the less experience you have, the more weight the potential has.

Potential is best seen in attitudes toward work, enthusiasm, work ethic, communication skills, curiosity and the ability to ask questions, willingness to learn, company knowledge and position. However, in addition to demonstrating potential, there are five other strategies that can help you overcome the fit-for-job paradox.

1. Get the credentials

One of the logical ways to find a job is to get the qualifications you need. It can be education in a specific field or special training. One of the fastest growing industries today is computer programming. According to the forecast of the American Bureau of Labor Statistics, by 2020 there will be about a million vacancies in this area. Traditional IT education will no longer meet this demand. Tech companies are already accepting programmers without a college degree. At Google, as reported by The Wall Street Journal, 15% of staff today have not graduated from college. With trainings like Codeacademy, attended by 24 million users around the world, taking one or more courses can help you master professional skills in a month. With this knowledge, you will be able to apply for entry-level jobs and, after a while, compete with other seasoned programmers. So decide on your interests - it can be programming, finance, aviation, management in the arts, and more. Almost in each of these areas there is an opportunity to master the basics of the profession. Find courses that are respected by employers and thrive.

2. Take the initiative

Laura Chambers launched an eBay university program that aimed to improve the quality of recruited interns. Laura's advice is to show creativity and initiative that help you stand out from the crowd. This method is especially suitable for those with no technical or special education. Volunteering is a great career start. Consider this your startup, advises Laura. - Don't be afraid to get your hands dirty. You will have the opportunity to try different activities in order to understand what you love and at the same time get the necessary skills. " It is important to demonstrate what you can do, not just your potential. She also advises you to come up with a special plan to win the company of your dreams. If you want to work for eBay, start a small business on this platform, or use PayPal, be prepared to talk about the advantages and disadvantages of this experience. It doesn't cost much to create a small video or blog about your experience. Perhaps it will be picked up and promoted by the media. As a last resort, a blog will perfectly complement your resume.

3. Be prepared to start at the bottom.

If you've just graduated, you may feel that you are too competent for many entry-level positions. But you have to start somewhere. As Lao Tzu said, the journey of a thousand miles begins with the first step. Chad Dickerson, CEO of the fast-growing online marketplace Etsy.com, is convinced that the best position is to stick your foot in the door. This is how people got into support positions at his company. They understood the company's business well and made excellent sales managers, he says. These people have a special place in his heart because this method of recruiting has proven to be beneficial for himself. “I took a low-paid clerk job for the city newspaper of Raleigh, North Carolina in 1993, and it became the first online daily in the United States. I was just here to figure out how websites work. It doesn't matter what area of ​​the Internet industry you find yourself in. It can be finance, trade, hospitality and any other business that works with a large number of clients. Start from a position that allows you to communicate with the customer - it doesn't matter at the cash register or in support, in sales or at the front desk. You will get a lot of valuable opportunities to understand what is really going on in the market. You can use this experience to develop your career or apply in any other area.

4. Barter

You may not have a job yet. But you have a resource of infinite value that you may not realize. This time. If you spend your time with energy, enthusiasm and initiative, you can exchange it for colossal opportunities. One young college graduate with a degree in history spoke to the director of a real estate agency. He looked very busy and not inclined to talk, and then she guessed to ask: "What would you do to expand your business if you had one day off a week?" He said that he would prepare a marketing study of the rental market for young people. She offered to do this research free of charge, explaining briefly how her analytical and writing skills would help her accomplish such a project. He agreed to pay for this work at the rate of $ 10 per hour, and when it was completed, he was amazed at the quality of the analysis, the clarity of the applicant's thinking and the wit with which the facts were presented. She now holds a junior position in the marketing department of this company.

5. Look wider at your experience.

You can browse the pages of companies you are interested in with the thought that you do not have the necessary experience to work in open vacancies. You can leave the site and try to conquer other companies, but try to look at your skills in a different way. This is exactly what one young professional who was attracted by a vacancy in a food company did. However, it identified “project management” as a key requirement, a skill that he seemed to lack, although fit in all other respects. At the interview, he spoke about his experience of traveling in Eastern Europe, which he made with his friends, and he was the initiator of the trip and was responsible for the whole group: he studied the route, found the cheapest tickets for transport and hotels, collected money from the participants and was a keeper and the manager of the general cash desk. As a result, he was able to demonstrate the skill required by the company, even though he was not involved in the professional field. So, if you think about it, you will find much more suitable skills than you think.