Author: UnitedHR

A Guide to Switching Careers Midway

Changing careers once you are not a fresher anymore can be challenging. However, it’s also something that is quite doable. As the world changes around us, it is possible that we may reach a realisation that we want to try a different adventure now. Or we may find our true calling much later in our careers. As daunting as it sounds, people have done it and they have done it successfully!

So, what are some things to keep in mind if you are someone planning on a mid-way career change? What can you do and (avoid doing) when you send out your resumes and appear for interviews for ‘new’ careers?

Highlight your experience:

Yes, even if you feel it is not ‘relevant’ enough. We have written about this in our article about making your ‘irrelevant’ experience ‘relevant’. Any experience, in any field brings with it certain wisdom, interpersonal skills, tenacity and high problem-solving skills. And not to forget a wide network!

Highlight these through your experience, so no matter how different your ‘older’ field might be, you can assure the hiring managers that there are enough soft-skills you have accumulated over time to bring enough value to the table.

Show that you have been learning:

Show that you are eager to learn, and have been upskilling. Make sure you have learnt enough about the major waves of change that may have been happening in your ‘new’ field over the years. Make sure you have a decent idea of any new software, programs, tools that are being used, and mention that in your resume.

You can also attach examples of your personal projects relevant to the new field that you may have been undertaking.

Show how you have been using skills relevant to the new field in your old field already:

 This is especially helpful when posed with questions such as ‘Have you ever done something like this before?’ It is one thing to have the soft-skills, but more urgent skills and competencies may evoke some scepticism from hiring managers and recruiters. How does one overcome that? Hiring managers and recruiters have a major responsibility to hire the right person, so it is quite natural that they may be sceptical about a candidate with little ‘actual’ experience in the field.

Showing that one has been using the same or similar skills and competencies just in a different setting, using relevant keywords from the job description, and showing one has been upskilling is the key to help the hiring managers and recruiters overcome their scepticism.

However, don’t brag too much!

An experienced candidate would be a great fit to the team if they will:

  • Offer inspiration
  • Wisdom of experience
  • Be a strong anchor to the team

However, the candidate who thinks he or she is better than everyone, especially everyone younger to them, and loudly claims to do so might not be very good for the team morale. Someone who doesn’t believe in mutual respect and doesn’t see their new colleagues as equal sources of learning and shows rigidity of values and perspective is likely to bog the team down.

It’s best to take the attitude of wisdom and humility in equal measures.

Don’t ask for the moon:

When we talk about wisdom and humility, it also means that the candidate understands the reality of the situation and negotiate according to that. New career means the salary range might be lower compared to your overall experience. The priority should be to listen to that calling and finding the readiness for the new challenge. Of course, money does matter, but it shouldn’t be the only thing that governs the decisions.

Changing careers is a leap of faith which requires the right kind of attitude. An attitude that shows humility, a willingness to learn, and confidence in one’s value, capabilities and wisdom anchored to reality. Showing that one has been constantly learning, and using a similar skill-set in a different setting, and has accumulated great wisdom and network can help one to make that transition smoothly, and nail that interview for the ‘new’ career.

A Little Stress can make you More Productive

Most of the times we are told about stress and its downfalls. By now we know the kind of risks and diseases that a chronically stressed lifestyle can lead to, thanks to the tons of coverage about how stress is bad. But what if stress could be used in a good way? What if we told you that there’s a good kind of stress too. Read on.

Psychology calls it the ‘eustress’. Eustress is the kind of a positive stress one feels and something that can propel us to do a job well. How does the good kind of stress help us?

Gives the Push:

The good kind of stress can push us out of procrastination. Often, we do really good work around deadlines because the push of the stress makes us come up with really good workable ideas. We may wonder why we do our best work when there’s an outside pressure and the reason is that the outside pressure works as the ‘good stress’ that makes us get up and do the work needed. Say for example, a little nervousness, just a little, can lead to a good meeting as the nervousness will ensure we try our best, instead of taking it lightly and not giving our best. 

Being stress-free all the time can lead to stagnation:

While we are encouraged to live in a stress-free state and chronic stress should definitely be avoided, living on the other spectrum of absolutely no stress is not only unrealistic but also not very feasible. Some ‘tension’ is a good thing. Feeling a sense of lack, or feeling a sense that there is more to be achieved is a good thing. It ensures we don’t remain stagnant and continue to find ways to move forward. Or think of it this way: things that are just lying around, not looked after, not stressed after gather up dust. That little stress is needed to brush up the dust.

The little inkling of stress that we are not living up to certain expectations, whether our own or someone else’s ensures we assess our situation and options. If the little stress compels us to invest in a side business, or that little tension that we may fall behind lets us undertake upskilling tasks, then that little stress, the little tension is a good thing, isn’t it?

Being stressed means that we care:

And caring about something is a great quality to have. Again, only if we care about something, whether it is our finances, our career, our family or our personal growth, will we be stressed out about it, and we will take steps to make things better. Or else, it leads to, as we mentioned before, stagnation. The opposite of care is apathy, and apathy not only leads to insensitivity towards our fellow human beings but also a sense of pessimism. ‘Why bother about things, they have always been like this’ isn’t an attitude that can lead to progress, industriousness and the urge to make things better in our own way.

Being stressed is a sign that we care, and instead of running away from the stress, or sweeping it under the carpet all the time, it might lead to something good. Whether it’s a push to come up with great ideas, or the push to change one’s life for the better, one step at a time.

Don’t give up just yet!

If you grew up in a world that didn’t have computers and much modern technology all the time, you probably found many different ways to pass time. One of those would be solving a Rubik’s cube. Solving a Rubik’s Cube can be frustrating, before it gets rewarding. It can test your patience before it can give you a reason to rejoice.

A similar thing can happen beyond a simple game of Rubik’s cube. Things can get worse before they get better. We are often very close to giving up on something and then suddenly, just as we loosen the grip, it all falls into place. Before giving up on anything, it might do us good to keep this in mind: we might be very close to a breakthrough without realising it, even though nothing seems to be working in our favour in that moment.

In addition to the situations when we have been persistently trying hard at something for some time, things can also feel like they are going worse before they get better in scenarios such as changes in operations, management, strategies, and anything new that is implemented. We might feel like the change is not working so far, and hence it must be time to give up on the change and call it a failure.

What can we do to ensure we don’t give up too early?

Be okay with the discomfort of the process: Many of us give up on projects and things when we encounter the discomfort or perception of failure. We might see no results as we pitch in to that client day after day, or we see no results as we continue on a new project, and that absence of an external cue of success can be uncomfortable. The lesson here is to remember that process takes time. We might not realise it, but that client might get impressed by our persistence, and finally agree to our request. Or it takes one tiny breakthrough, built upon the foundations of our earlier hard work on a project, to turn things around. The key is to embrace the discomfort that comes with the process of doing something and not seeing immediate results.

Embrace the journey: It is often an overwhelming focus on the end result that makes us impatient and oversensitive to setbacks. Solving a Rubik’s cube might not be as frustrating if we actually focus on solving it, instead of thinking what a great achievement it would be if we solved it. Embracing the chaos that comes with starting anything new will make us more prepared to deal with the chaos, instead of focusing on negative thinking patterns such as ‘I should never have started this/we should never have decided to introduce this xyz strategy’. Taking it one step at a time, learning from each step, and being curious where our next step takes us and teaches us would be a better mindset to have than being in a rush to get to the end of the task.

Whether ongoing or new tasks or ideas, things might get worse before they get better, because it is after all a process. Processes are rarely smooth, and processes are often rollercoasters with their thrills, drops and highs, disappointments, lessons and tiny achievements before we can end up on the finish line, and look back at the wonderful journey we have had. Don’t give up just yet!

Is passion the only right reason that should drive you to work?

We all must have heard, and used phrases such as:
‘I love what I do.’
‘I love my job.’
‘My work is like worship to me.’
‘I am passionate about this field.’
Or maybe we are looking for something that enables us to use these phrases.
In any case, being passionate about one’s job, loving what one does is considered the ideal to reach.
It is the ultimate catchphrase for freshers, and a constant source of aspiration for any professional. Is
it though? And is it okay if being passionate about one’s job isn’t the primary source of motivation?


A study by Harvard Business Review found that some employees may feel alienated by colleagues
whose primary motivation is their passion for their jobs. Plus, the research also found that the
people passionate about their jobs may actually develop a judgmental and unhelpful attitude
towards those who they imagine do not have passion as their primary motivation.


Imagine a scenario: Mr. B and Mr. A are both passionate about their jobs. While having a little
chitchat with Mr. C, the former duo discovered that Mr. C is primarily working because he needs the
stability of a 9 to 5 corporate job, after having worked freelance for many years. Mr. B and Mr. A feel
like they cannot take Mr. C seriously, because they think passion should be the primary driving force
for doing one’s job, and nothing else. They eventually become cold, lose respect for Mr. C and do not
extend much help to him, because they don’t think he values the job as much as they do. They think
Mr. C is working for the ‘wrong reasons.’ Who seems to be in the wrong here, actually?


In psychological terms, the research shows that ‘intrinsic’ motivation is seen as the ideal and the
morally right thing to have, and anyone working for a perceived ‘external reward’ such as financial
stability is considered to be in a not so morally superior place. That they are working for the ‘wrong
reasons.’
Now that sounds judgmental, doesn’t it?
The bottom line here for managers and employees in this is a simple, obvious and yet a poignant
truth: some people may have motivations that are more external and less intrinsic.
 Some people might be working at a job because it offers them financial stability.
 Some people might be working at a job because they have some family obligations to fulfil
and this is the best possible course of action for them.
 Some people might be working at a job because they want the flexibility and free time the
job offers.
 Some people might be working at a job because they are still exploring what genuinely
drives them and they are still learning about themselves.

And so on. In other words, some people might be working at a job because that is the best
alternative for them at the moment. And they are just fine with it, even thriving in it. And it may
or may not be the job that they are passionate about.
It is okay to be working at a job when your primary motivation isn’t passion for the job. Of course, a
certain skill-level, interest and competence are necessary, and there’s no denying that passion and
drive can increase those aspects manifold. But so can the other external motivations in their own
way.


Now some might ask- wouldn’t it help an organisation better if everyone was passionate about their
work, rather than only some employees doing the work in a more driven manner?
Firstly, one can be great at their job, and still not have passion as their driving force. That doesn’t
mean that passion is entirely absent. The primary motivation could be say, financial stability and
the structure that job offers, which can still enable one to give their best.
Secondly, diversity in thought, motivations, perspectives and values is necessary. Employees with
varying driving forces, with variety in life experiences and calling make an organisation complete.
Such a diversity is needed for the organisation to run smoothly, as different times, different projects,
different situations call for these different and diverse ways to handle them.


It is this diversity where everyone learns from each other, and complements each other. When
employees are accepted for who they are, without being judgmental about their choices, it is then
that they can truly develop a healthy level of motivation for their job.

Should you Approach a Company that isn’t Hiring Right Now?

Should you approach a company that hasn’t posted any job openings, and is clearly not hiring right now? If you do, is there a right way to do it? Read on.

Job postings and advertisements about openings help companies to do exactly what the words suggest- advertise that they are hiring and applications are welcome. But is it a good idea to approach a company that hasn’t advertised that they are looking? Would that mean that there’s no chance of getting a job there even if you got in touch with them?

Many candidates may have thought of approaching companies that they have always dreamed of working at but may be hesitant because of an absence of advertisement. Does approaching them still work? Is it a good idea? Let us quickly delve into this!

There’s No Harm:

The straight answer is this: there is no great harm in reaching out to the company, via mail or LinkedIn. The most that might happen is that you don’t get a response. There’s nothing to lose as such. On the contrary, if your approach is compelling enough, you might get on the company’s radar (in a good way) and they might consider your ‘application’ if there’s a relevant opening in the future.

But as mentioned, the approach has to be compelling enough. Many companies do get emails and enquiries about potential job openings even without them advertising, so it’s crucial that the way you approach them is memorable. You don’t want your message or email to get buried in deluge of enquiries.

How to do it Right:

Say, you want to approach a company but maybe not directly ask if they are hiring, but you wish to show interest in working there. Or maybe, you are feeling adventurous and you simply want to take that leap of faith by asking them directly that if there’s any chance that a position might be available. Whichever of the two approaches you take, you need to be very specific.

  • One way, is to email them directly, telling them why you are emailing, let them know that although there isn’t any opening declared, you are laying out your introductions, experience, skills and qualifications, and what you can offer to the company, in their present setting. You can look up a few of their ongoing projects on their LinkedIn page or their website, and describe how you’d be able to contribute in those. You can provide examples of your own work to further make your point. Don’t forget to link your resume in the email!  
  • Another way, is to find the right person who is responsible for hiring for the company (most likely a recruiter) and get in touch with them. A slightly less direct approach, here you show interest about the industry in general by asking very specific questions. No matter how good of a candidate you might be, a recruiter may or may not be able to straight away create a position that doesn’t really exist at the company but they might be able to say ‘yes’ to certain questions. Instead of directly asking if their company is hiring, you may first establish a professional rapport with the relevant personnel, ask specific and informative questions about the industry, to let them know that you’d like their help to gain insight into it, and then let them know you’d be interested in working at their company if the opportunity arises.

In the age of talent crunch and skill-gaps, companies would welcome interest from candidates who genuinely want to make a difference. There’s no harm in reaching out for what you want, and you never know- the right approach may give you a pleasant surprise, even without any advertisement!