Common Misconceptions About Career Management – Part 1 of 2

Tuesday, March 1st, 2011 | Posted in Blog, Ford Myers

 

You get your clothes cleaned when they’re dirty. You pay your bills each month. You see your doctor once or twice a year. You send cards to family-members at each birthday. So, why is it that most people (maybe even you!) don’t integrate career management into their regular routine?

Most individuals have a reactive – not a “proactive” – approach to their careers. Thinking that you only need to “fix your career when it’s broken” (i.e., when you’re laid off, downsized or just plain miserable) is a very unfortunate misconception that will seriously limit your career success!

Here are 10 other common misconceptions about career management:

1. The most qualified candidate gets the job offer.

WRONG! Many times candidates with lesser qualifications get job offers simply because they’ve prepared and presented themselves in a more compelling way. In other words, they’re better self-marketers! Being “qualified” is not enough. You must CONVINCE the employer that you’re the best candidate for the job.

2. As long as I have a job, I don’t have to work on my career.

WRONG! Even if you’re employed today, you never know what may happen tomorrow! To avoid a career disaster, you should incorporate “Perpetual Career Management” into your professional life. Vital tasks like keeping your Accomplishment Stories up to date, or networking regularly with professionals in your industry, should be incorporated into your regular routine.

3. My professional education stopped when I graduated from school.

WRONG! You should always look for ways to advance your professional knowledge. Attending seminars, reading trade journals, pursuing certifications, etc. – these activities should be a part of your ongoing professional development process. It’s imperative that every professional remain current in his or her field.

4. Employers always offer the most generous compensation they can afford.

WRONG! Employers expect that you’ve done salary research, and they anticipate dynamic negotiations. In fact, they’ll often be disappointed and question your candidacy if you DON’T negotiate. Employers usually state a low salary offer merely as a “trial balloon,” to see how you’ll react – and there’s almost always room to improve on the initial compensation offer.

To read the entire article, click here.

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About Ford Myers

Career Success and Job Search Expert, Ford R. Myers

Ford R. Myers is an award-winning career coach and President of Career Potential, LLC. He is author of the best-seller, Get The Job You Want, Even When No One’s Hiring. Ford’s firm helps clients take charge of their careers, create the work they love, and earn what they deserve! He has held senior consulting positions at three of the nation’s largest career service firms. Ford’s articles and interviews have appeared in hundreds of magazines, newspapers, television and radio networks. He has also conducted presentations at many companies, associations and universities. Learn more at www.CareerPotential.com or contact Ford directly at 1-800-972-6588.

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