Latest / Inspiring Stories / Jan Barlow Job Crafting That Leads to A Career That Fits

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Jan Barlow Job Crafting That Leads to A Career That Fits · Inspiring Stories

0:04
Speaker 1: Thank you for listening to Depictions Media Radio.
0:22
Speaker 2: You're the air I breathe.
0:28
Speaker 3: You're everything to me. Oh, oh, oh.
0:45
Speaker 4: And I looked up at.
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Speaker 3: A shooting star And then I wondered who you are
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I just need to know.
1:14
Speaker 2: So I wished upon that shooting star.
1:19
Speaker 3: And then I wondered.
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Speaker 2: Where you are. Is it dead to me?
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Speaker 3: Or is it meant to be?
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Speaker 1: Alright. Welcome back. And today's episode we're going to speak
1:46
with Jan Barlow and she is going to talk to
1:49
us about job crafting and job crafting for her is
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a interesting technique using job matching science and targeted AI
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tools found in customized to make AI real career roles possible.
2:17
She's going to create a profile with you and we
2:22
had a discussion to cover how this approach applies equally
2:29
to young people as job seekers and experienced professionals looking
2:34
for that next job and how it challenges traditional HR
2:39
hiring practices and How it will actually bring about what
2:49
her company's name is. A better job fit. So why
2:55
don't you sit back. After you find that favorite beverage
3:01
and a snack. So that you can comfortably listen. And
3:06
let's bring Jan on to the show. And hear what
3:10
she has to say about job crafting. Well, welcome back, Jan.
3:46
Thank you. It's always a pleasure to see you. Rather,
3:49
it's to interview or just a friendly call. So, one,
3:56
how are things in Texas?
3:58
Speaker 4: Hot. Maybe it is hot. 105, 107. We are stoked
4:03
up here in Big D.
4:04
Speaker 1: All right?
4:05
Speaker 4: So, unlike Canada, right? Yeah. We always got some heat
4:11
going on in Texas, but I still love it.
4:15
Speaker 1: Well, we're having our weather driven by forest fires. Even
4:22
though in BC we were a little later than Ontario
4:25
this year to have our first firestorm, but we did
4:31
have a firestorm that was just recently doused out.
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Speaker 2: Wow.
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Speaker 1: It's pretty cool in one respect because it causes these
4:40
bright red moons and bright red sunrises. But when you
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think about the forests being ripped apart by the fires,
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it's something more to think about. But we're going to
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talk today about job crafting. Now, there's a lot more
5:03
to this because... Because we're also talking about young people today.
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And I hadn't really ever thought about a better job fit.
5:11
And young people, I usually think about veterans trying to
5:14
re-enter society. That sort of thing. And you help many
5:20
of these vets deal with the trauma that also comes
5:23
along with coming back from wherever they were in the
5:27
world back to our Western civilization. We're also talking today
5:37
about young people with job crafting and some issues around
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bring your own software and bring your own agent. And referring,
5:48
of course, to AI. Now, I'm going to jump into
5:52
this on this one. My niece, or I should say
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my grandniece, because she's my niece's daughter. She just recently
6:02
graduated from... What is it? Rhode Island Institute in their
6:08
film program. And everybody's looking for her to get this big, all-fire,
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powerful job. And the film industry has already been kind
6:20
of that way. You have to be prepared to have
6:24
your own software to work on different projects. And be
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able to meet those deadlines that the... that directors and
6:36
producers want so the film gets done on time or
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a TV show gets done on time. It's kind of
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a thing there. But now we're talking about spreading that
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into other areas of work. So how does that look
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for a young person entering the job market versus a
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older person who's trying to re-enter the job market?
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Speaker 4: Well, What's interesting about that is it doesn't matter how
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old you are, the same rules apply, if you will. Now,
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for experienced, rich job seekers, they're more aware or they're at, hopefully,
7:25
a higher level of awareness, but that's not really the
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case because we, I've got to be honest, age doesn't
7:31
define your level of awareness. those two are not mutually
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exclusive or inclusive, right? So like we, I started like
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probably three or four years ago, we started to attract
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young clients, meaning high school. We now have a program
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for our force multiplier for good fellowship program where we
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have 15 and 16-year-olds who are working on high-level projects
8:06
with us. They're just not observing. So it doesn't matter
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the age. What we're actually seeing and helping young and
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older people, job seekers, is to customize or job craft
8:25
what their strengths are or what job matches they have
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And then looking at AI, certain AI tools, to see
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how we can now emphasize or create a differentiator for
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that person, right? So let's say we had a college student.
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She had already done some, she had some skill set
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in posting marketing, like social posts for previous part-time jobs.
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When she came to be a client of ours, I
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saw that she was a high match to an educator.
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She was a high match to a graphic designer. She
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was a high match to project management. Well, that tells
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me she doesn't have to go. First of all, job
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matching has nothing to do with what age, race, socioeconomic
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conditions you've come from, whether you went to school or not.
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Job matching science has been around for 30 years. But
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people aren't using it. Less than 1% of employers use
9:36
legal job matching science. Right? So we're able to look
9:43
at their job matches and now customize their differentiators. What
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different roles can they play? And then be able to select...
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specific AI tools to really provide and well I'd say
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is it provides them with a toolbox of differentiators that
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allows them to go as either an employee so interview
10:13
as an employee or a consultant to say hey Here
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are my skill sets. This is what I can do.
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I have used these specific AI tools. I mean, these
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people are going in and replacing maybe a couple of
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people's jobs. Because they got the package. Like, they don't
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have to, you know, we have a grant writer. She
10:38
also does social media posts. Because she works backwards. She
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takes a specific grant that she is writing, and she
10:49
will take the stories that she has to write about
10:52
the organization in that grant, and then she reverses it,
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and she's taking those stories and having AI create social
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posts that align with the grant that she's applying for
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for the organization. So now she's got a package deal,
11:13
so to speak, She's making more money as a consultant
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in her business, and the organizations that she is writing
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grants for, they don't have to hire a social media person.
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They don't have to pay for that service, a separate person,
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separate benefits, etc. So combining those two for her business
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is actually beneficial for anybody that hires her. So it's
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a win-win-win. That's the way we like to look at it.
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But going forward, it doesn't matter the age, Michael. This
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is really what we're seeing happen already.
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Speaker 3: Yeah.
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Speaker 4: So your niece, you know. especially since AI has affected
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your industry as well and has always affected it, right?
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Technology always goes to Hollywood first, as we know, right?
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I mean, I think of Jerry Lewis and, you know,
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when he worked with Sony to create a playback that
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ended up being the playback, right, that we now use
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in NFL, right? He helped establish that type of technology.
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Speaker 1: Absolutely. Yeah, there's a couple of Tom Cruise and Robert
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Duvall when they did Days of Thunder. The NASCAR movie, right?
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NASCAR still uses their camera setups.
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Speaker 4: Right?
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Speaker 1: Because it made a better marketable product for.
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Speaker 4: Them, right? Yes, it's very influential, right? So Hollywood's always
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the first anyway with AI, but Your niece being in
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a competitive environment like that is going to have to
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learn what she's going to package. What AI is she
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going to leverage as well as other skill sets, other
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job categories. That's why what we do is leading edge
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because nobody's been doing it. Even though the job matching
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technology has been around, less than 1% actually uses it.
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Speaker 1: Okay, there's a sad thing that I remember about job
13:37
matching from when we were children. Do you remember they
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used to do these aptitude tests?
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Speaker 4: Yeah, that's not job matching. That's what I said.
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Speaker 1: It's not legal. So our Gen X brains get a
13:53
little like, oh my God, I remember that. And if
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you were a Gen X and a minority, you're like, Oh, well, yeah.
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I remember the guidance counselor saying, oh, I'll never have
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the aptitude to be an executive or run a business.
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Speaker 4: See, that's why I said that's not job matching. And again,
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it's not even legal to use those tools as job matching.
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They're personal development, meaning it's classified as a personal interest
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or discovery tool. It has nothing to do with job matching.
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So I wanted to.
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Speaker 1: Make sure we debunk that.
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Speaker 4: I got to tell you, I really, I can't tell
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you how many times I've repeated that over 15, 16 years.
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And people still, I don't think they get it. Like,
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I don't think they understand the difference or they don't
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care or they don't take it seriously until their company
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gets sued by the employee. So consider this. Company uses
14:57
a interest survey, right? A DISC, a Myers-Briggs, or any
15:03
other four quadrant tool that asks somebody, how do you
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feel about yourself? And they get hired. And then six
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months later, they're fired. And they said, you don't match
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the job. Well, that's not my fault because you tested me.
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And then hired me based on that test.
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Speaker 1: Okay, so test set aside. If I hire a person,
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I'm not hiring a person necessarily because I think that
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their skills meet the job because I will train you
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to do that. Now, notice what I said. Train you
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to do the job I want. Exactly. I'm hiring you
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because your personality clicks with mine and it makes you
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more able to accept my training.
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Speaker 4: Well, I got to be.
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Speaker 1: Honest, Michael. That's matching.
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Speaker 4: That's not behavior diversity, right?
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Speaker 3: No.
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Speaker 4: So when we're hiring people like ourselves, that's not true
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behavior diversity. So we can talk about external diversity all
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day long. But behavior diversity is really the foundation of hiring,
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why we hire people like ourselves. Because if there are
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more than two numbers different, let's say I'm an eight
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on assertiveness.
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Speaker 1: Okay.
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Speaker 4: And I'm interviewing somebody who's a two.
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Speaker 2: Right?
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Speaker 4: Right. And I feel this energy resistance gap between us.
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And I perceive you as, you're just, you're too weak. Okay.
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To do this job. Right. That's my perception of the
17:06
other person. That has nothing to do with, does that person,
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is the person a good match for what the job requires?
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to be successful. Those are two different issues. And that's
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where we're not really educating hiring managers or people that
17:22
employ or work with others is that the difference between
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why you're hiring somebody versus what is the best profile
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for the job, to do the job, right? Real common
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is when we have your first layer recruiters Or somebody
17:44
in the office that's a receptionist and they're having to
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fill out that survey, right? They'll ask the candidate questions
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and based on how they, let's say the interviewer perceives
18:00
their answers, they're scoring them based on their perception. So
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you could have somebody who's a great salesperson Great for
18:12
the job of being a salesperson, but that front line
18:16
recruiter or whoever interviewer could be giving them negative marks
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all because of the behavior difference, meaning the energy resistance
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gap between the person they're interviewing, right? It has nothing
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to do with whether or not they'd be good for
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the job.
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Speaker 1: And as a manager, I have done exactly what you're
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talking about to screen people. It's like, well, how are
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they when they talk to you? Yeah, I asked that question.
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So it's not a formalized thing, but it formed an
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opinion in my brain of what this person is going
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to be like. Do I want to invite them to
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come talk to me if they couldn't talk to the
19:02
person who they handed their application to?
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Speaker 4: And that's what I'm saying, that that is separate from,
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is the person the best fit for the job?
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Speaker 1: Yeah.
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Speaker 4: Right? And that's where we, this was back in 2018.
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I mean, even Society of Human Resources and, gosh, I
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think it was also Fortune Magazine. They all had articles
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out that talked about hiring for culture fits. Is actually
19:37
a form of discrimination.
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Speaker 1: So.
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Speaker 4: This has been going on for a long time.
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Speaker 1: I see the point. Because you're actually discriminating. Against certain behaviors.
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And personality types. types. Because you're only hiring your behavior type.
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Speaker 4: Exactly. Because, see, it's a fundamental psychology 101. Human beings
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cannot be objective about ourselves. It doesn't matter what you think,
20:04
what your ego tells you.
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Speaker 2: Yeah.
20:07
Speaker 4: We cannot be objective about ourselves because of our own programming.
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So we have an inaccurate viewpoint of who we are
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and what our potential is.
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Speaker 1: How does a better job fit help the employer or
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should I say the person looking for that person to
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get the job done? How does that help? How do
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you guys help them get past that comfort zone of, hey,
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this is my behavior type and I'm going to stick
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to that sort of thing.
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Speaker 4: Well, I've got to be honest. We only work with
20:46
employers that have realized what they've been doing isn't working.
20:54
And so when we contract with a client, it is
21:00
to take the existing staff that they have And see
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how they can maximize the people that they already have.
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It's the human sustainability piece. It's like asking yourself, I
21:15
got four sticks. What can I do with all these sticks?
21:20
Speaker 1: Right?
21:21
Speaker 4: A screwdriver. How many ways have you used a screwdriver
21:25
other than screwing screws in and out? I know for me,
21:30
I've used it to pop a paint can top off.
21:32
Speaker 1: I was going to say the pry bar or whatever.
21:34
Speaker 4: Right.
21:35
Speaker 1: Whole punch. Yeah.
21:38
Speaker 3: Yes.
21:39
Speaker 4: Pop the lid back on.
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Speaker 1: And depending on which country I'm in, the Phillips versus
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the Robinsons, you know, it's like, you know, it's like
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also what kind of screwdriver are we talking about?
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Speaker 4: Exactly. So it's the same with our people. And then
22:00
I shared in my social post today, we hire people
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for a defined role. We're leaving a lot of potential
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on the table, meaning how many different ways we can
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leverage that person's skill set. And the reason why most
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people leave is because their gifts and talents aren't being used.
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when we do a job match and let's say with
22:33
an existing team, we have custom job match patterns created
22:38
for every position in the company. Well, we can do
22:42
a cross pollination of everybody in the company against all
22:46
the jobs, the job matches that we have and create
22:50
a succession plan for any position or see, Hey, We
22:55
only have a couple of people that match this job,
22:59
this specific position in your company. We may need to
23:03
consider cross-training people. Right? It's about true human sustainability, like IKEA.
23:11
I don't know if you saw IKEA article. They laid
23:16
off a bunch of people because of AI. Well, what
23:20
they did was they took those people... some of those people,
23:23
and they put them in different human positions to increase
23:28
their business. They made more sales by doing that, increased
23:32
their revenue because of it. It's the same theory. I mean,
23:37
it's not even a theory. It's the same practice that
23:39
we do at Better Job Fit for companies.
23:42
Speaker 1: Well, there's two companies out there. I am going to
23:46
boast about two companies that I know of because IKEA,
23:51
who you just mentioned, um because of technology that they
23:55
were able to re-divide who went where uh as the
24:03
technology replaced some of the more menial things uh the
24:06
other one was um uh because north america we're big
24:11
on the self-checkout now right everybody wants to get in
24:14
the self-checkout line yeah um I'm not going to name
24:19
the companies that actually laid people off because they brought
24:22
in self-checkout or cut hours to human people. That didn't
24:30
come out exactly the way I wanted, but that's okay.
24:36
I'm not going to name those companies that cut back
24:39
because they brought in self-checkout. But I am going to
24:42
talk about Costco, who actually... They hired people to run,
24:50
specifically run the self-checkout. They created a new job title
24:57
just for that. You are now self-checkout specialist, blah. Of course,
25:04
they cross-pollinate those with... But they didn't eliminate jobs. They
25:09
created jobs for it, which I think is.
25:15
An interesting thing because of technology, can we not use
25:21
the technology to create a job instead of eliminate a job?
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Speaker 4: I gotta be honest, that's what we're using, job matching science.
25:33
So like if a person is a match to project management,
25:37
if they're a match to maybe graphic arts, I'm gonna
25:43
look at all their high matches, and then look at
25:47
the company and say, hey, you know, you can use
25:50
this person in this area, this area, this area of
25:53
your business to grow, to generate revenue, right?
25:57
Speaker 2: Right.
25:57
Speaker 4: To provide support to those departments. That's, and everyone classifies that, oh,
26:04
that's an HR function. HR, most HR, they don't have
26:09
the bandwidth or the industry isn't keeping up with that. They.
26:15
It's more of exclusion than it is inclusion.
26:21
Speaker 1: Traditional HR was about excluding people from one job description
26:27
so that they only fit that one job description and
26:31
not cross-pollinate into the next, right?
26:35
Speaker 4: That's what I'm saying is that mindset, that limited mindset,
26:40
is what is killing the workforce and what is killing businesses.
26:45
Because they're looking at exclusion. Okay, you don't fit. That's
26:50
why when companies like IKEA took their people and said, hey,
26:56
we want to see what else they can do. How
27:02
else can they be valuable to our company? But HR
27:07
as an industry, that methodology or that mindset, it hasn't
27:14
spread to that industry.
27:17
Speaker 2: Right.
27:18
Speaker 4: And they're the ones who are in the people business.
27:21
Speaker 1: Yeah, I was also thinking about the union things also,
27:27
where unions are still stuck in that old mindset of
27:31
this is what they do and they can't do anything else.
27:37
Speaker 4: See, and that is so archaic, that mindset. Right. that's,
27:43
that's why what we've been doing for 15 years, Michael
27:46
is still considered leading edge because we were so far
27:51
behind in the workforce and how we teach and educate.
27:56
So it's still way behind.
28:00
Speaker 1: I have a, I, I have a, I, I, a
28:07
interesting way of, cause this is how I was taught
28:09
by my parents. And now, uh, That was a long
28:14
time ago. A lot of decades ago, shall we say, right?
28:20
Tell me what you think of this. If you see
28:23
a job needs to be done, do it. Because it
28:27
protects the rest of the business.
28:34
Speaker 4: You know, from the perspective of, I think, you and
28:39
I are similar. We're hustlers, meaning we We don't shy
28:46
away from work. We're the ones, even at a young age,
28:51
I'll do it. What can I do to help? I
28:54
want to learn. I want to soak it up. That's
28:58
who we are. And I don't know if you've ever
29:03
heard of the book or read the book Primal Intelligence.
29:10
But it talks about how the military... found out in 2000,
29:14
so 26 years ago, they had bright recruits that were intelligent, right?
29:24
High IQ test results, right? They were high in the marks.
29:30
But they didn't have basic life skills, like resilience, like
29:35
being able to change their mind quickly, being able to
29:38
adapt quickly. So then 20, I think it was 2010,
29:45
they evaluated again. Now it was worse. So a professor
29:56
at The Ohio State University had started doing some studies
30:02
on why is it that we're only using part of
30:07
our brain? And what is part of the brain that
30:09
actually adapts? And what's the capacity of our brain when
30:13
it comes to that? And it comes down to very basic.
30:18
We are educated based on logic. So think of coding logic, right?
30:25
A or B. That But our brain is wired to
30:30
do more than that on multidimensional. So we have dumbed down.
30:38
We've been dumbed down as humans, and we're continuing to
30:41
do it to our children. And we have not, I mean,
30:48
we've lost so much headway when it comes to that.
30:54
But again, that linear logic brain versus the multi-dimensional brain
31:01
that can recognize exceptional information. And that's what this professor
31:07
was talking about, is we have to now train our
31:11
brains and train students, young people, how to recognize exceptional information. Right? So.
31:22
It's just really, we're at a crisis. I mean, this
31:26
is really serious. I mean, the gap of human awareness
31:31
and ability are dropping because we haven't kept up. We
31:37
haven't kept up. AI is now smarter than most people.
31:47
Speaker 1: That's a scary thought.
31:53
Speaker 4: But if we give our agency away, if we're not
32:00
upping our human game, then AI is equal.
32:09
Speaker 1: Yeah.
32:10
Speaker 4: That's where personal development and when it comes to educating
32:14
our youth, that's why it's very important. I know for
32:17
a better job fit, we started a couple of years
32:20
ago teaching... really young people starting 15 years old, 14, 15,
32:29
how to recognize exceptional information.
32:32
Speaker 3: Right?
32:32
Speaker 4: How to ask questioning in discovery to garner more information.
32:40
To literally use the right side of your brain versus
32:43
the left. Left is logic. And that's what they're focused
32:48
on in school. Nobody teaches the right stuff.
32:52
Speaker 1: Yeah, I get this in many school systems. And... I've
33:03
never actually been... I understand that we have to have
33:07
the public school system so that the masses can be educated.
33:12
But part of what my problem with.
33:18
With the public school system is who actually owns it
33:23
and who controls it. It isn't actually the public who
33:27
controls it. It is the government and the corporations that
33:31
control the government actually dictate what the curriculum is going
33:36
to look like. I kind of dove down a rabbit
33:40
hole with this one.
33:46
Speaker 4: It's true because that's why homeschool, I mean, especially here
33:50
in Texas, Texas has the largest homeschool population in the country.
33:56
But more and more parents are choosing to educate their
34:02
children through homeschool.
34:04
Speaker 2: Right.
34:04
Speaker 4: Because of the very aspect of that, that it's, you know,
34:08
the quality of the content is different.
34:14
Speaker 1: It's not exactly because now a lot of the classroom
34:19
curriculum is being taught so they can pass a test.
34:23
That's it.
34:25
Speaker 4: That's it.
34:28
Speaker 1: It doesn't teach something that we definitely need is critical thinking.
34:36
Speaker 4: That's when we're talking about being able to teach something
34:40
people how to recognize exceptional information yeah right um that
34:48
that's that's the biggest difference though i mean that's why
34:52
more and more people are choosing homeschool versus yeah because
34:57
keeping in the public system.
34:58
Speaker 1: I'd like to see kids be able to think and
35:01
not just drone along um And leading back that to
35:08
when we, because we, okay, here at Depictions Media, we
35:13
don't just, we don't hire employees. We hire freelancers. And
35:18
the reason why we hire freelancers is because more often
35:21
than not, the freelancer has found some way of being
35:24
able to think critically and recognize that exceptional information, which
35:30
makes for a better story.
35:33
Speaker 4: Exactly, right?
35:35
Speaker 1: That's exactly right.
35:36
Speaker 4: We do the same thing. We don't have employees.
35:39
Speaker 1: It's like when your company's tagline is, how do you
35:42
want your story to be told? Do I want that
35:48
story to look like everybody else's? Or do I want
35:52
it to be exceptional and outstanding? Well, I have to
35:56
hire exceptional and outstanding employees. Storytellers. Well, that means freelancers.
36:05
Speaker 4: Right.
36:05
Speaker 1: So, I wanted to ask you about that because you're
36:10
using this hashtag, job crafting. Okay. So, for everybody out there,
36:18
if you want to find out more about what a
36:20
better job fit is actually doing, seriously, remember that hashtag,
36:26
job crafting. Because Jan has been using it over and
36:32
over again. But freelancing versus job crafting, how do they
36:40
fit together?
36:41
Speaker 4: So what I love about, especially working with entrepreneurs and
36:48
even somebody that wants to do a side gig, right?
36:51
They can be an employee. An employee or consultant, those
36:54
are just tax categories. Those are just financial categories. categories. Um,
36:59
I look at everybody as, uh, an entrepreneur or, um,
37:07
because really when you are going on a job interview,
37:11
you got to sell yourself. So you gotta be in
37:15
the same mindset, right? Um, you gotta have agency. Um,
37:20
so when we do job crafting, we're taking our multiple
37:24
position report from our job technology, right? Our job matching technology.
37:34
And I just go down the list. Anything that you're
37:38
an 85% match and above, I see what's the commonalities.
37:42
How can we take your match to project management, graphic design,
37:48
sales and technology? You know, how can we take each
37:54
of those and your experience, so we're customizing this, and
38:00
what does this look like in a future position or
38:04
your next position? How do we take each of those
38:09
aspects of each of those jobs, create your next position?
38:16
What does that next position look like? That's how we
38:19
job craft. That's how we're, you know, because we're able
38:22
to offer jobs what most people can't imagine. Like we
38:28
had an HR, this was back in 2018, a client
38:32
who was in HR compensation benefits. During that year, a
38:38
lot of HR positions were eliminated, right? Or absorbed by
38:45
other people in companies. So she was unemployed for 10 months.
38:51
So she got referred to me and we're looking, And
38:55
she was a high match to sales and technology. She
39:00
immediately said, oh no, I could never do anything like that.
39:06
Sales people are pushy. This is a preconceived notion. This
39:10
is a belief system that she had. It doesn't discount
39:16
the fact that she's a match to it. So I
39:19
had to work on understanding what her aversion was to
39:26
sales and technology. She said she didn't have a bad
39:30
experience with a sales person she just couldn't envision she
39:37
had a preconceived notion of what sales and technology what
39:41
that meant luckily I was able to show her and
39:48
she ended up getting a position working for a technology
39:52
company in the back end of sales, sales support. So
39:58
we took her match, she was a match to an educator,
40:03
she was a match to technology, sales and technology, and
40:07
we took her HR background in compensation benefits and she
40:11
ended up getting hired at a software company that developed
40:16
software for companies that helps them decide what benefits or
40:24
health care plans would be best suited for their employees.
40:28
So something that she immediately discounted and assumed that she
40:34
couldn't do, sales and technology, it didn't mean literally.
40:40
Speaker 3: It meant.
40:43
Speaker 4: We're using that information to job craft. What does that
40:47
next position look like? So sales and technology, her HR background,
40:52
and her match as an educator allowed us to take
40:56
keywords and elements of each of those jobs, put them
41:02
into Google, and have the Internet give us what types
41:08
of positions have those elements in it. It doesn't, people
41:12
search by job title, by generic category. We customize it
41:18
for the person.
41:20
Speaker 2: Yeah.
41:20
Speaker 4: Does that make sense?
41:21
Speaker 1: Yeah, it does.
41:23
Speaker 2: Yeah.
41:24
Speaker 1: Because that way it kind of, you're looking for the, for,
41:31
and again, this is leading back to something I was
41:33
taught early on. You're looking, when you sit down at
41:37
the interview table, that you're interviewing the company as much
41:41
as they're interviewing you.
41:43
Speaker 4: It's a discovery call, right? And being able to, when
41:45
you're able to know the information, your job matches. You're
41:52
now seeing yourself from a different perspective. And that, I've
41:57
got to be honest, as in the one client, we
42:02
have this preconceived notion of what we think is possible.
42:06
And that's the greatest... challenge sometimes yeah our limited belief
42:12
about ourselves that's why i say human beings we can't
42:16
be objective about ourselves no.
42:19
Speaker 1: I never it's like it's like trying to you can't
42:25
look from the outside of yourself at yourself.
42:29
Speaker 4: Because we have programming that we've been raised with right
42:31
we have we've been molded into a certain person to
42:36
think certain ways um And, you know, that is the
42:42
biggest part that's limiting us, is our limited belief of
42:46
what is possible.
42:47
Speaker 1: Yeah. So, now we really are winding down. I hate
42:53
watching the clock, but sometimes you got to, right?
42:55
Speaker 4: Got to.
42:58
Speaker 1: Best advice, if you're looking, if you're a person looking
43:02
for a job and you're trying to craft that position...
43:06
Or understand where that job crafting could lead you to
43:10
finding a position. Best advice for those people. And then
43:15
best advice for the employer looking for that person.
43:19
Speaker 4: Well, I think best advice for people who are looking
43:23
for a position. I've got to be honest. You've got
43:28
to find an objective source that can give you information
43:32
that you would never think. that you could be a
43:37
match to, first and foremost, because again, you're not limited
43:41
to the 5% of what you think you know about yourself.
43:44
When it comes to employers, it's really about what does
43:49
it take to be successful in the position that you're
43:52
hiring for, not to read a job description. I know
43:56
when we're customizing a job match pattern for any job
43:59
in any company, we're asking, there are 52, 54 questions
44:04
that we're asking specifically about the position that has nothing
44:09
to do with the job description. So moving beyond a
44:14
job description and really understanding what does it take to
44:17
be successful in that position would be my biggest advice
44:21
for any company.
44:23
Speaker 1: Wow, that's a That's a big leap from what I
44:27
remember as an employee. Yeah, as an employee, right?
44:33
Speaker 3: Wow.
44:36
Speaker 1: Okay. So, Jan, once again, it's wonderful to talk to
44:41
you and figure out how to find that best match
44:47
for a job. You know, so, yeah.
44:51
Speaker 4: Thank you so much, Michael. It's always such a treat
44:54
to share time with you my friend thank.
44:56
Speaker 1: You yeah so for everybody listening again uh look for
45:00
a better job fit uh jam barlow she's also on
45:03
linkedin and you'll find that that that one position that
45:08
it'll suit your needs.
45:21
Speaker 2: And I looked up at that shooting star And then
45:28
I wondered who you are I don't know your name
45:37
So I wish upon that shooting star Wondering if you.
45:50
Speaker 4: Is this destiny?
45:54
Speaker 3: Or is it meant to be? Take me like a
46:04
little child in your arms.
46:12
Speaker 2: We can't drift away to another world.
46:43
Speaker 3: We'll be right back.
47:06
Speaker 2: That much you didn't stop And now I know just who.
47:12
Speaker 3: You are.
47:33
Speaker 1: This show has been produced by Depictions Media. Please contact
47:38
us at depictions.media for more information.