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| Back to Robin's Remarks Main Page |
| How the “Outsider” Can Beat the “Insider” |
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| 3/20/2006 |
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ROBIN'S PERSPECTIVE: Employers that look to external candidates could be thinking that the current idea pool is stale, and that some type of catalyst is needed to shake up the culture. External candidates can distinguish themselves from internal candidates by showing how their experience in other companies enables them to be that catalyst, and to bring a fresh approach and new ideas.
Cross-pollination of ideas occurs as people leave one organization and go to another, bringing with them the problem-solving approaches that worked. What's become old hat at one place could just be the next great thing at another company!
I also encourage clients to show prospective new employers how they will create value by giving a quantifiable example of how they addressed a core competency in their past jobs. We show bottom-line, quantifiable improvements, like: "I increased sales revenue by x% in each quarter", "I renegotiated the lease to achieve a rent savings of $100,000 over a three-year period", or "This initiative helped reduce workers compensation claims by x% over a one-year period."
Caveat: Never bring confidential information from your ex-employer to your new employer!
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