Fear of applying to attractive roles

Every job has lessons that can be taken away. For example, the knowledge of what we are good at, what we are not good at, what we enjoy and what we don’t enjoy. These reflections can help steer decisions and more widely, a lifestyle. There are various reasons for not applying for an ‘attractive’ role. Attractive in italics as what is desirable is often subjective or down to the individual’s priorities, values and aspirations. Fear of applying, or anxiety, is a powerful motivator, and in this article takes a deep dive into why applications aren’t completed. Self-belief and imposter syndrome are important, and these topics can be explored separately here.

One reason is fear of failure. The worry that not securing the role, a worry that is greater than the idea of applying. At a deeper level certain factors can impact this fear. For example, previous negative experience of applying for attractive, perhaps ‘senior’ level roles. Fear of failure is similar to the fear of competition and fear or rejection. Therefore, the worry around not being successful or ‘likely’ to secure a position, may be reason enough not to apply. However other factors like value of time could be worth considering.

Another factor that may influence applying for an attractive role is one’s value of time. This implies time that needs to be sacrificed to research the company and go through the recruitment process. This sacrifice may be too much for individuals, making them unmotivated to apply, especially if a long (2 months or more) recruitment time frame is specified. Therefore, the value placed on time may impact if an attractive role is applied to. Time invested without reimbursement links to over investment.

Hesitation around hidden commitments and over investment in a company, role or manager may impact an application submission to an attractive role. For example, mental health related what-if thinking can lead an individual to take a step back and forgo effort to apply. This is because the belief a role will be overbearing leads a person to opt out of aligning their career with what seems to be an attractive role. Therefore, the view that a role will be the be all or end all of someone’s future may lead to no action with an application to an attractive role.

Another reason to not apply could be related to professional identity. For example, At university I asked a graduate who worked at IBM, an ‘IBMer’, how they intended to disassociate the professional link between them and IBM. The graduate was rather confused with the question, taking a staunch, unwavering position that he wanted the professional label of an IBMer. This surprised me as I thought everyone is an individual, and with loyalty to the individual depleting with growing redundancies, how can a professional afford to tie self-worth to an organisation that sees employees, especially ‘self-employed zero hour contract workers’, as replaceable, disposable, or a commodity? Therefore, wanting to maintain independence to conglomerate, multinational organisations may mean an individual chooses not to apply for an attractive role.

Therefore, the philosophy of work, values, principles and ‘snapshot’ motivations may impact if someone applies to an attractive role.

Stay brave, keep following your instincts and be sure to… Stay Fruity.

Yours,

Real Rubens.

In the right workplace?

Financial Times’ Anjli Raval writes how organisations can “inspire loyalty by recognising good work, empowering staff, eliminating toxicity and communicating better”. Investing in retention can save expensive recruitment and training costs.

Make sure you feel invested in, because there is another company out there that will.

Reflect on what support you have appreciated in the past, and be armed with that knowledge. Have confidence to make sure what you need, like adjustments, are in place.

Stay you, stay fruity,

Real Rubens

Commitment at work

Zoe Wickens of Employee Benefits wrote how 64% of HR professionals feel employee engagement or commitment has fallen or remained static in past year.

Make sure you are looked after and rewarded properly in your company. This may increase voluntary willingness to commit to reaching or even exceeding targets. If you’re not looked after or not willing to commit, are you in the right job?

I find myself changing jobs when I would like a new challenge and to feel more rewarded.

Photo by Pixabay on Pexels.com

Checklist for accepting a job offer

Inspired by Charity Job’s Benita Culshaw’s article on 5 Things to Consider Before Accepting a Job Offer, I have reflected on what thoughts I had.

Firstly, having gone through an application process, I usually accept an offer.

For the first time in my career I find myself potentially in a position where I could choose between job offers. This is hugely confidence boosting and empowering.

Sometimes it can be easy to forget we are not 100% proving ourselves in an interview. An interview is two way. You have the chance to interview the employer through questions at the end. There’s no obligation to accept an offer.

Considerations may be the following:

Does the role align to your values?

Can you see yourself in the role? It can be helpful to visit the office so you know what the work environment is like.

Does the role line up to what you want to do?

Either is ok – Is it a job for now or for long term?

What would make or break the job for you? Perhaps you want to progress within a year, expect a salary increase or another day’s annual leave.

Reflecting on what your criteria is to accepting a job offer is worthwhile. People generally spend a lot of their life at work. Doing what you want professionally is important and worth our time considering.

Stay bold with your choices. Stay Fruity.

Going back to a former employer if a new job doesn’t pan out?

Inspired by the Charity Job piece ‘Should You Consider Returning to a Former Employer?‘ reflects on being able to fit back in, knowing your value and if you’re recognised proportionately, comparing organisations and addressing what went wrong the first time. Working in career education, formerly career advice I’m intrigued by what motivates people to drive their career. Clearly this question is answered based on situation, but if you have a choice, the answer is most likely no. Usually, progression isn’t made going backwards.

If a new job doesn’t pan out, it could help to continue to job search while navigating these challenges. If the challenges are insurmountable, leave and continue searching.

Changing jobs can have a big impact on wellbeing. Having a robust and diverse support network can help navigate these challenges. For example, if you want advise on how to move forwards. So knowing who you can turn to can be helpful during more challenging times.

Unless you’re offered a better role or need more time to find a job in a role you’re more comfortable doing, going back to a job you’ve done could be seen as a stagnant move. However, if you’re pursuing a side gig, sporting goal, volunteering, need job security or something else that isn’t prioritising your career development, then returning to a former employer of course is acceptable.

Like most decisions in life, our situation may predetermine our choices. However, it may be worth being mindful of what lifestyle you want to achieve, using the formula, does this help me achieve my goals? The criteria may be a list of goals it does/doesn’t achieve and the weight you place on each goal.

Stay true to yourself, no one will for you.

Stay Fruity.

Real Rubens.