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Gone are the days of cookie cutter jobs at the top. Businesses grow at lightning speed and they need to pivot and react quickly to conflicting information. Top leaders need to be able to think on their feet. They need to be able to both think and problem solve. Chances are the problem that needs to be solved has never existed before.

This is a game changer and it changes how the best companies look at hiring. Add these complex needs to a tightening job market and we are looking at a revolution in the recruiting process.

Here’s what you need to know to take advantage of this changing situation.

Top leaders want to hire real people. Gone are the days when employees were expected to leave their home life and personality at the door. With the blurring between work time and home time, this opens the door for more personal interaction. In addition to creating great work, great companies know that building trust and a common mission really propel the company and the individual forward.

So don’t be afraid to be yourself. You have likes, dislikes, things you love to do, things you love to delegate. Wendy Cebula, President and COO at edX, says, “If you’re not your true self, just like going into a marriage, it’s not going to work out.”

Curiosity and a willingness to learn and grow trump a checklist of skills. Most top jobs are so complex it is impossible for one person to have the exact skill set that is needed. And even if you have most of the skills today, technology and progress will force you to need to expand those skills quickly. True curiosity will help you show that you can grow and learn.

Your network really counts. Most top jobs are filled before they are even posted. Be sure you are actively working with your network. The best way to do this is to be generous. Help your network connect to people and resources they need. When the time comes, they will be willing to help you. You might need them to find new solutions, new talent, new resources, or even a new job.

Cebula says, “The best way to get a job, especially when trying to transition from one skill set to another, is to get someone in your network to be your spokesperson. When interviewing a candidate, I always look at their LinkedIn profile and see who we know in common. Sometimes I will even contact that person and get the inside scoop.”
Cultivating a good network in which you actively engage can put you miles ahead.

Jennifer loves to turn the world on its head by offering deviant perspectives on work and life.

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