Career change and reputation – in many ways, they go hand in hand.

Hiring
agents will always look at a resume from many different angles – and
one thing that a resume does not do well is show a pattern of career
change.

Resumes are built so that people with long term,
reliable history look the best, while those with short, changing
careers do not.

There are, however, ways to break this trend, and ensure you’re presenting yourself the best way possible.

- Be Ready for the Objection

Many recruiters will simply ask why you changed positions so often.

It’s
good to have an answer ready for this – focus on the need for
additional challenges, or “extenuating circumstances” if there are any.

Keep in mind that if they’re asking the question, they’re willing to take your response into consideration.

Try
to avoid saying that you changed positions because of internal
conflicts or challenges at one location – even if this occurred.

Showing “conflicts” in past work history will only lead people to think that you’re likely to be in those situations again.

- Put it out in the open

Keep in mind, that the correlation between career change and reputation is mostly perceived – that is, a recruiter will look at you through that “lens” until you can do something to change it.

In an interview, bring up the subject before the interviewer does.

If
you bring the topic up, it shows that you’re not afraid of this part of
your background – and it may prevent the recruiter from feeling they
need to dig here any further.

Bring the conversation back to
your long term goals, and how this potential job meets them – that will
show a recruiter that you’re looking to focus on the long term, and
that this opportunity is a way to get there.

- Offer to Be Flexible

Instead
of trying to negotiate the largest salary out of the block, offer to
show your long term commitment with a lower starting salary, with the
opportunity for major review and revision or a retention bonus at the
3, 6, 9, or 12 month mark.

This will show that you are interested in the long term prospects of the job, and not just the short term potential.

Often,
the largest cost to an employer is the “on boarding” process – getting
you familiar with their systems, and working in their environment cost
them money – many employers will be protective of this, and try to make
sure that you’re the right “fit” for the long term.

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