This is from my column in Times of India dated April 9-2025
He was impatient and skipped the niceties and the coffee and came c=straight to the point. He started with a volley of questions, “I joined this firm eighteen months back. Is it the right time for me to look for my next role? Is it better to look for my next role inside this organization where I have built a certain amount of equity? Or should I connect with the headhunter and explore what the world has to offer? I am told that not many firms are hiring right now is that correct?”
Instead of answering directly, I countered, “A better question to ask might be to work out a path to your next role regardless of where it is? When you are prepared, you will attract the next opportunity whether that is with your current employer or a new one. ”
This shift in perspective is crucial. In today’s dynamic job market, focusing on skill development is paramount. Many professionals wait for opportunities to knock, but proactive individuals shape their own destinies. Don’t limit yourself to internal or external searches. Instead, concentrate on acquiring the skills that will make you indispensable.
Skill-Based Hiring: The New Reality You Can’t Ignore
The fine line between getting skilled and getting killed!
Employers are increasingly adopting skill-based hiring models. This means your abilities, not just your experience, determine your employability. Identify the positions you aspire to and research the required skills. Online job portals and industry reports are invaluable resources to understand the hot skills in your profession.
Look at your resume and identify strengths that show your preparedness for the new opportunity. Ask yourself what are the skill gaps that would come in the way of your getting hired for this role.
Your resume should be a testament to your skills. Tailor it to highlight the competencies sought by employers. If possible, consult a recruiter. They can provide insights into current market demands and help you identify skill gaps. Now you are ready to join the boot camp.
The Career Bootcamp – a three step plan
1. Expand Your Skillset: Make a systematic plan to bridge any knowledge or skill gaps through online courses, workshops, or certifications. Any of the AI chatbots could be useful for you to create quizzes and get coached as you close the skill gaps.
2. Network Actively: Attend industry events and connect with professionals on platforms like LinkedIn. Talk to people within your organization who are already doing that role. Seek guidance from multiple mentors with diverse perspectives.
3. Work on Side Projects: Gain practical experience by undertaking projects aligned with your career goals. Stay current through newsletters, blogs, and thought leaders. Build a strong online presence where you show case your expertise.
By focusing on skill development and proactive career management, you can ensure long-term success, regardless of where your next opportunity lies. Every skill you learn is a stepping stone towards a career that truly matters to you. You’re not just finding a job, you’re creating a future filled with possibilities!
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Small AI Models are Getting Cheaper – Implications
Making sense of key findings
Way faster than the change in your phone: Your phone is about 150 million times faster than the Apollo Guidance Computer that landed astronauts on the moon. AI is developing faster than this. A model that you are fascinated by today will be seen to be inadequate in months or even weeks.
AI Outperforms Doctors in Diagnosing Complex Cases: Studies showed AI (GPT-4) outperforming doctors in diagnosing illness. Even more surprising? AI-doctor teams did better than either alone. So choose a doctor who uses AI.
As AI scales, so do hidden costs like energy use, misinformation, and bias.
Dig deeper for implications on careers
Help me reach people in your network. email me abhijitbhaduri@live. com
Don’t ask the candidate, “Any questions?”, do this instead
At the end of the interview, it is customary to ask the candidate, “Do you have any questions?” Instead here is what you should do. But before that, look at the poll where readers answered a question, “What will improve candidate experience?”
The candidate is expected to drop everything to come for the interview. An interviewer told me, “They are ones chasing us for the job.” That is true. The opportunity missed here is a chance to improve your candidate experience.
Reduce uncertainty: Tell them that they will hear back in say 2 weeks (hope you don’t take more than that). And then beat that deadline. Reducing uncertainty (33%) is powerful. Silence from employers causes anxiety. Just knowing the timeline or outcome—even if it’s a rejection—restores some control and dignity. Feedback to improve: I did not specify if that meant the chance for the panel to improve or for the candidate to do better. AI can help in both. A majority (55%) prioritized feedback because candidates are hungry to learn. Even if rejected, they want to know why—so they can do better next time. It’s not just about landing the job; it’s about leveling up.
. Want to get more ideas? Read this
Storytelling – Pixar Style
Read more
Reading now: People Powered Startups by Saurabh Nigam
Most startups think of HR as an afterthought. One sign is when the founder says, “I am the CHRO” for the startup. No you are not. It is a specialized skill and you must spend that time to find the right person. Hint: HR is a lot tougher than what you think. Next you will want to do root canal on yourself!
Thanks Saurabh Nigam for an extremely timely book.
Still making my notes to share big ideas with you.
This one just came in the mail – thanks David Kiel
Half the anticipation is from the title of the book. I loved the title and want to say thanks to David for signing it and sending it. It makes every book more valuable.
Will let you know the key ideas from this. Have you read this book?
