Startup jobs are on the rise. Even the experienced folks working in conventional companies are leaning towards startup ventures in large numbers.
However, the startup ecosystem represents the sweetest spot of matchmaking in all, for both the employer and the prospective employee.
The employer’s sweet spot – right passion/attitude from candidates vs. the venture’s make-or-break situation (especially at the early stages).
The employee’s sweet spot – mission justified role to play vs. personally making it big based on the venture’s success.
Hence, the startup job scene is an interesting proposition that demands aspirants to get their strategy right in how they apply for jobs. As they are going to be the pillars of the venture, they need to establish characteristic traits from the very beginning. This requires the showcasing of some lead indicators, even in how they go about reaching out to the founders.
When a founder sees a differentiated strategy (from that of a traditional approach of scattering a standard templated CV to multiple companies), he can visualize the potential that a candidate brings to the table, which builds confidence with respect to solving some real pain areas for the venture and propelling the venture to succeed.
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“You are an average of the five people you spend the most time with” – Jim Rohn. Now that’s an interesting thought, isn’t it? The book takes a deep dive into understanding the networking platform – LinkedIn, using illustrations and case examples to bring to light the true potential it bears for one to enhance his career possibilities by networking with “connections that matter”
You are not a MS Word or a PDF document, confined to a 2-page chronological structure and represented by “Times New Roman” 11-point font size. The book dwells into some unconventional techniques such as Blogging, Glossy, Pitch Video & Personal Web Profile to discover the possibilities of expressing oneself in multitude dimensions.
In this book, some sharp insights are unmasked by the way of reaching out to a mixed bag of corporate executives and picking their brains on how they approach career transitioning goals and activities, what can be a bedrock for framing one’s own approach in job hunting.
While I have covered some nuances of job hunting pertaining to even the regular job space expanse, I have laid special emphasis for startups in the form of specific examples being quoted at various places in the book.
I have taken an accession of championing those techniques that every job applicant can use to carve out a niche role for himself, while reaching out to a prospective employer. When even a startup is looking to carve out a niche for itself, then what could be better than projecting the USPs that matches directly with the company’s result orientation?
The book takes a stand to differentiate a job-seeker’s traditional approach of expression-of-interest from that of a process driven approach leading to expression-of-talent. After all, aren't startups all about breaking some of the orthodox rules?
In a nutshell, this book will talk about how to break through the cluttered world of million CVs and see beyond the thick walls of corporate hiring.
(Disclaimer: The views and opinions expressed in this article are those of the author and do not necessarily reflect the views of YourStory.)