Career Equity

The object of managing your career and your job search is to maximize Career Equity. Your value in the market place translates to the quantity and quality of positions available to you. The moves one makes effect Career Equity either positively or negatively.

The variables that effect Career Equity are the following:

A. Organizations you work for or have worked for.

There is a perceived quality associated with every company or organization.

The quality is measured by success, usually financial sometimes technical.

Due to the dilution factor, typically the quality of individuals at a large organization cannot be as high as a smaller one due to simple averages. Therefore, perceived quality is higher coming from a smaller successful company, especially as viewed by other smaller companies.

B. Individuals in your reference network.(opinions of you are formed in the workplace, business meetings, trade associations and interviews.) be mindful of the impressions you leave.

If you work with people better than you, you get better.

If you work with people of lesser abilities you sink to their level over time.

Known quality individuals increase career equity, ie.. my reference is James Gosling vs. a middle manager at DEC. You want the manager to think “I know your reference and respect his opinions”.

C. Accomplishments and Skills

The more current and leading edge your skill set, the more options you will have.

The most important criteria to a hiring manager is quantifiable accomplishments.

Smaller companies afford the opportunity for more impact on a product or accomplishment.

Focusing on Maximizing your Career Equity will produce a better caliber position and ultimately higher compensation.

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