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The 3 biggest challenges faced by digital job seekers today
For this article, I thought I’d change the focus to job candidates. While the digital sector is currently a candidate-driven market, road bumps may still occur during the job hunt. Here are three of the top, and sometimes confusing, challenges that job seekers may face:
1. Hiring requirements may change from time to time
When corporate organisations say they want to “go digital”, often, what this means is that they have an overall direction planned without any concrete strategy in place.
Some candidates have shared feedback of going through multiple rounds of interviews, producing and presenting business plans, often to be told after a few weeks that the hiring process had been put on hold. Naturally, candidates would wonder if they had indeed gone for a real interview or if the meeting was just a way for the company to gain market intelligence.
While I do not rule out that some organisations may really conduct interviews for “intelligence” (though we will never know unfortunately), in our experience, the top reason for such freezes is to buy the business time while they decide on the specific strategy or talent profiles that would be a right fit for their business.
2. The position may be vacant for long in the market
Very often, the digital headcount is new and, hence, there is often no predecessor available whose work can be used as a benchmark. Moreover, the pace and agenda of ‘going digital’ varies from company to company. Hence companies may not be in a hurry to bring someone in immediately and would rather choose to wait for a “perfect match”.
As a result, some roles may be appear to be vacant for a long time. However, this does not mean that the opportunity is not attractive or that the position/company is problematic. It just means the company has not made up its mind yet.
3. Higher agility and flexibility is required
Even after candidates are hired and brought on board, they should be prepared to adapt fast, given that digital strategies or plans may sharply change directions, since most companies do not have any internal or internal benchmarks for their digital strategies.
Hence, some candidates may find that their actual job responsibilities differ in reality from what was sold to them during the interview. However, what is interesting is that digital professionals often hold the responsibility of educating stakeholders on digital trends or demonstrating the return on investment of certain strategies. In some cases, they create their own job specifications after they are on board!
For many digital candidates, or professionals looking to enter the sector, this is an exciting time to be. While many will be able to enjoy diversified opportunities at premium salary packages, it is equally important for them to also realise the importance of stability, career exposure and passion in the industry if they want to continue with a successful career journey.