Proud to present the second in our series of Career Advocacy articles by David Stephenson, Chief Career Advocate of Superior Career Services & Company LLc
In today’s ever-evolving job market, the role of candidate advocacy has become increasingly indispensable. As explored in recent discussions, employers are increasingly turning to AI-driven solutions and automated systems such as Applicant Tracking Systems (ATS) and Vendor Management Systems (VMS) to streamline their hiring processes. These tools aim to introduce greater objectivity in candidate selection and efficiency in screening procedures, offering benefits such as broader candidate outreach and significant time and cost savings.
However, amidst this technological surge, the necessity for candidate advocacy remains paramount. Despite the plethora of online job-hunting tools available, the reality persists that many individuals, including transitioning military personnel and students, are still struggling to navigate the job market successfully. Programs like the Transition Assistance Program (TAP) and various university initiatives are valiant efforts but continue to witness numerous talented individuals slipping through the cracks.
So, what exactly is candidate advocacy? It embodies a blend of the “trainer/coach model” with elements akin to those of a sports agent operating within the career sphere. While the conventional job-hunting process typically involves crafting a resume, possibly a cover letter, submitting applications online, attending interviews, and then waiting, there are those who go the extra mile by engaging in networking events, job fairs, leveraging platforms like LinkedIn, and targeting specific companies through their career pages.
Imagine having a roadmap or even a cheat sheet for this intricate process. Would it not be invaluable? While it’s true that external and internal recruiters often offer their assistance at no cost, it’s essential to recognize that recruiting firms, like any business entity, are driven by the imperative to fill roles expediently. Consequently, they tend to prioritize candidates who meet their specific criteria, leaving many others overlooked or lost in the shuffle.
Hence, the significance of candidate advocacy becomes evident. Acknowledging that there’s no one-size-fits-all solution, it’s essential to understand that job seekers essentially function as salespersons in marketing their skills and experiences. Embracing this reality, advocates play a pivotal role in guiding individuals through the intricate job-hunting landscape. Their responsibilities encompass delineating an overarching hunting and hiring strategy, offering tactical refinements throughout the process, and fostering a sense of reassurance that setbacks in finding suitable opportunities are not solely the individual’s fault.
The essence of advocacy lies in inspiring while maintaining transparency, enabling swift adjustments that can lead to expedited employment outcomes. This principle underscores the founding ethos of Superior Career Services—to serve as a beacon of hope and guidance for those feeling disheartened and stuck in a cycle of repetitive outcomes. If you’re weary of fruitless efforts yielding the same results, we invite you to explore a complimentary initial session with us. Let us illuminate the path toward the opportunities you rightfully deserve.
If you’re transitioning from the Military or feel stuck in unfamiliar territory at your current job, think about giving David a try. You can contact him here.
Garfield out.
