You’re Qualified For The Role… Is The Role Qualified For You?

In the hustle and bustle to get the job, we consider whether we are qualified for the job, but never have we thought vice versa; whether the role is qualified for us. You could easily fall for a few extra bucks or a car that the employer could offer. Hence, it is very important that you look beyond what they offer although the benefits could be tempting.  

Ask yourself questions. Does the role qualify you to be the person you want to be in the future? If so, who is going to be your mentor and what are the aspects you would wish to learn are a few arguments that will set you up to decide whether the role is qualified for you.  

Don’t play the role of a pauper when your goal is to be a prince. 

Make sure that your career move is aligned with your long-term goals. A few fringe benefits must not lure you away from your long-term goals.  

Ask yourself what the long-term goals are and try to draw a balance between what you expect from the job and how it would benefit you in the long run. 

You could make a list of what you would need, to be the person you want to be and compare it with what the company is offering. If it helps you achieve a milestone or if it is a role that takes you along the correct path, take on the role without second thoughts but if not think twice.  

A company paying a lower salary may offer intangible benefits to the candidate; it could be health insurance, a better work-life balance or maybe paying to earn a degree whereas other companies who do not bother about your career and life will throw a few extra pounds and close the deal. 

If it is a few pounds that brings you to the office, the motivation in you will run out like a popped bottle of fizzy drink and a career change would be needed. But if you are in line with your career goals each day will be exciting as you will have something to forward to and someone to look up to.

Who am I going to look up to?

Another benchmark that could prove whether the role is qualified for you depends on the quality of the mentor you find. It important you earn but more important to learn.  

Paul Rayner CEO of Oakstone International and a person who has interviewed candidates more than he had hot dinner said” Less than 1 in 100 made a point of having the goal to work for a great manager(and the word mentor has been even more scarce.)

It could be either the fact that there aren’t too many good mentors to make people feel they are missing out or it may be because people fall into the old issue “familiarity breeds contempt” wherein they realize the value of a good mentor too little too late.

No matter where in the company hierarchy you stand it is necessary that you have a mentor. Paul Rayner further said that although some of the people whom he associated with, were from the senior positions they always valued and wanted great leadership.

To be truly developed as a professional it takes more than the relationship of a Manager and subordinate. A manager doesn’t bother about the subordinate’s personal progression but rather focuses on getting the maximum performance from the team. It is not the case with a mentor. A mentor will make every effort to ensure that his subordinates reach their highest potential in the short, mid, or long term rather than just achieving company goals. Of course, finding such selfless mentors who consider the progression of their subordinates as important as meeting their own career goals along with the company goals is hard to find. However, it is important to consider the intangible benefits, learning, and professional development opportunities before you switch jobs as the tangible benefits are valuable but intangible benefits are invaluable.