It is common for HR influencers to speak about making wrong career choices, though most of them point out the personal skills and attitude of the employee.
Last week, we came across an interesting article published on LinkedIn by Bernard Marr, a consultant in strategic performance, who talked about the career choices to regret in 20 years.
One of the most common mistakes people tend to do is to pretend to be something they are not. In the long run, it dilutes their inner talent and it simply makes them follow the lead, holding-down their proactivity. This could be due to another problem referred to by Bernard Marr, which is “Taking decisions only based on money”. Surely, the economic gratification matters, however, it is not the most important factor to choose a specific career path. You might wake up one day realizing that you do not truly love what you are currently doing and, at this point in time, you will not care about the money but rather about all the time wasted chasing promotions or trying to change something about your job. This is the same as to prefer to ”settle” instead of prioritizing your talent.
It is all about compromising! If you agree to a compromise in working more hours or overtaking more responsibilities for something you do not believe in, you are compromising your personal happiness, your quality-time with your family and friends, and your talent, overall. This article draws a clear picture of possible mistakes in the career path. More importantly however would be the question why these mistakes are so common and how a jobseeker can avoid all of this? As former jobseekers, we sympathize with this article because it is truly common to make such mistakes, especially in volatile labor markets. After graduation, or even during graduation, we tended to scatter CVs like Hänsel and Gretel with their crumbs, hoping some recruiter would mercifully find our crumb more interesting than the others. In this lucky case, our gratefulness led us to accept everything: long working hours or to agree with something we had doubts about giving us hardly any or even no personal gratification at all. But it was okay at that time. However, later on, one issue rose abruptly: Why should it be just okay? One should love her work, or at least be personally satisfied with it. Therefore, we realized something needed to be changed.
Our mission at Meritocracy is to enable jobseekers to dive into a company culture, to explore workspaces, to meet inspiring people and to picture their future career in this company. Consequently, this implies shrinking the chances to choose a job, which do not fit with one’s personality and skills. On the other hand, the aforementioned problems in the volatile labor markets affect also the attraction of talent in the firms. Therefore, we strongly believe that being transparent about a company’s core values as well as about the expectation and benefits provided can favor firms in their talent attraction process.
All in all, it seems a win-win game.