When I took my first full time job out of college, I had one mission: to help people. I’d just finished my degree in psychology, and I intended to continue my education to become a counselor. People had always told me what a good listener I was and how easy it was to talk to me. I took those tiny little scraps of praise and tried to parlay them into a career in health and human services. Annnnd, I immediately failed. Or at least, I felt like I failed.
I was working for a government agency trying to get aid to struggling families. In retrospect, I can think of few jobs that could crush a tender little soul like mine so effectively. I wanted to help people who desperately needed more help than I was authorized to give. My intentions were good. Honestly, the intentions of almost everyone involved were good. But the reality was hard, and my own mental health deteriorated pretty quickly.
After a year of stomach aches, tension headaches, and more tears shed in a bathroom stall than I care to remember, I found another job in a university library. It was much less money, zero benefits, and very little promise of advancement. And I was thrilled! I was also shocked (honestly, truly shocked) when my manager at the health and human services job told me she was sorry I was leaving, that I’d been a good worker, and she thought I had a lot of promise. Certainly, she had never said those things to me before I gave my notice. Would it have made a difference if she had? Probably not. Maybe I would have stayed longer and toughed it out, but I doubt it would have ever been a good fit for me.
We often say people don’t leave jobs, they leave managers. My manager was not ideal, but I definitely left that job.
What went wrong? How did I go from actually helping people in a career that aligned with my education to (what felt like) hiding in the massive labyrinth of stacks of a university library?
Well, like many things that don’t work out as planned, it was just a misunderstanding. A couple of misunderstandings, really.
I wanted to help people, and that job was literally and directly helping people. But it also required me to be tough. I needed to set boundaries, tell people things they didn’t want to hear, and advocate strongly for them if something didn’t go right within the system. I was getting trampled on from all sides because I just was not assertive. (I’m still not that assertive, but when I think about the sweet summer child that I was back then… just wow.)
People always said I was a good listener. Well, newsflash: that was because I was NOT a talker. Want to know what 75% of this job was? Talking. Multiple daily meetings, giving long presentations. Nonstop phone interactions. Interviews, follow-ups. It was exhausting to me.
Guess what people also always said about me: “You’re so patient!” And it’s true (except when I’m in traffic or waiting for the internet to come back up). I have a ton of stamina for long projects, and I follow through. I once walked an entire marathon – 26.2 miles! What they didn’t say about me ever was, “You’re so fast!” Did I mention I walked an entire marathon? It’s rare to be both patient and quick, and I was not. That job was nonstop hustle and involved constant change. I felt like I could never catch my breath.
The most important thing I lacked was resilience. Every aspect of that job was a misfit for me, but I blamed myself for not keeping my head above water, even though I had almost no support, was offered no tools to help me stay organized, and given no real training to deal with the emotionally taxing aspects of the position. I didn’t fit, and there was nobody helping me fit. And somehow, I decided that was my own fault. How was I ever going to feel okay in that situation?
In retrospect, I wouldn’t recommend to everyone the kind of career transition I made, but it turned out well, and I inadvertently did some things right.
If you’re considering a change in careers, here are some tips from a former sweet summer child.
As my Omnia coworker Alaina mentioned in her recent blog, “…a role that requires you to work against your intrinsic behaviors can cause frustration and discontent.” There is always a learning curve to new jobs, and it can feel horrible while you’re still learning. But if you’re still constantly anxious, filled with dread, and/or experiencing the physical signs of stress after you’ve been on the job for a few months, there is a good chance you and your job are not a match. It’s not you. It’s the job! Understanding and respecting your behavioral preferences and motivational tendencies can help you find the right match.
My mission was to help people, but my passion was, and always has been, the written word. Of course, I didn’t realize that until I was done with college! Seeing the listing for the library job was such an “Aha!” moment for me. I had always loved the idea of working in a library, but I didn’t need to abandon my mission to help people. I did help many students get the information they needed to succeed in school.
After you’ve determined where you want to go next, you may encounter high barriers in the way of getting your foot in the door. Experience is often a critical aspect of starting a new career. But it’s not the only way in.
This isn’t always necessary. You may find that the skills you’ve learned at your current job are easily transferable to a field that is more compatible to your personality type. If so, awesome! If not, you may need to start a little lower and work your way up. Just make sure there is a viable path to get back to your current level and beyond.
Once you have a general idea where you’d like to go next, train while you search. There are so many affordable educational opportunities out there. From free or low-cost online classes and online certifications to community colleges and free classes given at your local public library, there are chances to upskill for every kind of learner. Without specific experience, your additional education will give you an advantage over other entry-level applicants.
In the end, I didn’t stay in the library business, but I spent five great years there. Then, I took what I learned from that career change to transition again and become an Omnia Analyst, where my love of the written word, education in psychology, and mission to help people all came together in a career that has matched my personality and kept me engaged for a long time.
If you’re sure you’re not where you need to be but aren’t sure where to go from here, why not try a behavioral assessment? The Omnia Group offers a Professional Development Assessment, a behavioral assessment providing a wealth of information on job task preferences, motivators, challenges, and development opportunities. We also offer our CareerMaze assessment, which helps evaluate your vocational strengths and weaknesses, interests, and capabilities. Contact us today for more information about how The Omnia Group’s behavioral assessments can help you take your next career step.
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June marks a significant moment for high school and college students across the country as they celebrate their academic achievements and receive their diplomas amidst cheers and applause from family and friends. While this is a time of excitement and pride, we all know it is only the first step in a long and winding career journey, one that may have its share of bumps and unexpected turns.
Although it may seem like a gamble for employers to hire new graduates due to their lack of experience and skills compared to seasoned professionals, the truth is that hiring a new graduate can provide multiple benefits to an organization. Yes, it is likely to require some additional time and coaching on your part, but the fresh perspectives, eagerness to learn, and adaptability of new graduates can make a positive impact on your company's success. By investing in the development of new graduates, employers can not only cultivate a talented and diverse workforce but also promote a culture of innovation and growth.
The road ahead may seem daunting to managers tasked with training and developing new grads, but it's important for employers to remember that these graduates have been armed with the tools and resources to succeed — they are simply lacking that first opportunity and the knowledge that comes from experience. As new grads venture out into the world, they'll encounter challenges and opportunities, and they’ll experience setbacks, but if you can show them the value of hard work, perseverance, and a willingness to learn, they are certain to achieve their goals and contribute in a lasting and meaningful way to your organization.
New grads have spent years studying and preparing for the workforce and are eager to put their knowledge and new skills to use. They are also open to new ideas and ways of doing things. At this point, they are learning how to navigate real-world situations that they didn’t see in the classroom or lecture hall. As a result, they are not set in their ways, making them flexible and adaptable employees. Managed correctly, this is a win-win situation. The new grad is learning how to apply their skills while the company gets to explore new ideas and take advantage of that “new to the workforce” energy.
They are often more in touch with the latest trends and technologies in their field and can bring a new level of creativity and innovation to the workplace. This can be especially valuable in industries that are constantly evolving and require a forward-thinking mindset.
They are often excited to start their careers and are willing to put in extra effort to prove themselves. This level of dedication can be contagious and can help to boost morale and productivity in the workplace.
New grads typically have lower salary expectations than more experienced professionals and may be more willing to accept entry-level positions or internships that more experienced candidates may overlook, which can broaden the pool of potential candidates for certain positions. This provides a more affordable option for organizations that are looking to expand their workforce.
New graduates come from a variety of backgrounds and have different perspectives and experiences. This can help to bring new ideas and perspectives to the workplace and create a more inclusive culture that values diversity.
The benefits of looking at new grads as part of your recruiting strategy are undeniable, but you need a plan for making it work and providing your new hires with the time and attention they need to thrive in your company.
When hiring new graduates, look beyond their academic qualifications and focus on their values, work ethic, soft skills, and personality type. Consider whether they will be a good fit for your company culture and team.Using a behavioral assessment is a great way to determine if a new grad candidate (or any candidate) has the traits that will align best with the daily functions of the job. If you are looking for a bookkeeper, you don’t want someone who tends to focus on the big picture versus the details or someone who wants to be in a fast-paced, dynamic role with opportunities to interact with people and build relationships. You want to know the person is analytical and likes to work on solitary tasks that require detail focus and tolerance for routine, systematic tasks because that is what their days, weeks, and months will look like. Hiring for personality fit is the best first step towards retention and engagement, but you still need to actively manage and develop your employees. The great news is that a personality report will give you insight into the best ways to manage each unique individual on your team.
New graduates may not have a lot of work experience, so it's important to provide clear expectations and guidelines for their roles and responsibilities. Give them specific objectives and deadlines, and provide regular feedback on their performance. Most people want to know what’s expected, so this isn’t groundbreaking advice, but someone new to the workforce may need some extra support versus a seasoned professional.
New graduates may benefit from mentorship and coaching, so assign a mentor or coach to help them navigate their new role and the workplace culture. Encourage them to ask questions, and provide opportunities for them to learn and develop new skills. A mentor could be a peer, while coaching might come from their manager.
Regular feedback is important for new graduates to understand their strengths and areas for improvement. Provide constructive feedback, and encourage them to learn from their mistakes. Using personality data for self-awareness is another way to maximize the value of behavioral science. Omnia’s development reports are written to the employee, not about them, so it is a helpful, non-threatening tool that an employee can use throughout their career.
Setting achievable goals for new graduates can help them gain confidence and feel valued in their new role. Work with them to set goals that align with their skills and interests.
New graduates are often looking for growth opportunities, so provide them with opportunities to learn and develop new skills. Encourage them to attend training sessions and conferences, and provide opportunities for them to take on new challenges. Align growth opportunities to their strengths and interests. Not everyone wants to be in management, but most people do want to grow, earn more, and take on new levels of responsibility.
By following these tips, managers can help new graduates transition into the workforce and become valuable members of the team.
Keep in mind, hiring a new graduate can provide a multitude of benefits to an organization. From their eagerness to learn and adapt to their fresh ideas and perspectives, new graduates can bring a new level of creativity, innovation, and motivation to the workplace. By investing in new graduates, employers can not only help to build a stronger workforce but also contribute to the growth and development of the next generation of professionals.
So, to all the graduates out there, congratulations on your achievements. Remember to embrace the journey ahead, stay positive, and never lose sight of your dreams. Your future is bright and full of endless possibilities, so go out there and make it happen!
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Imagine this: You’re 6 months into a new job. You went through 3 interviews, 2 days of onboarding, and bought 4 new work outfits. But despite your initial excitement, now you’re borderline miserable. This position requires you to sit behind a desk all day, and although you knew that going into the role, to your surprise, you dream about being out on location talking with customers. You’ve always enjoyed interacting with people, but you assumed that the phone contact you’d have in this role would be enough to keep you motivated. It’s not.
Also, the shine of the new job has started to fade, as its newness wears off. You don’t feel challenged by the position like you did at first, and now you are wondering if you can wait the expected 2-3 years that your manager told you is the typical timeline for advancement. “But how was I to know?” you ask yourself. Jobs are a crapshoot, and you can’t know if you’ll fit well into a role until you’ve actually been in the position for a while, right?
Wrong (thankfully!) Though a job search involves taking many factors into consideration — your experience, education, skills, interests, and location among other things — understanding your personality type can give you a solid indicator of how well you’ll mesh with a given job’s responsibilities, even before day one. Working in a position that aligns with many or most of your personality dimensions, which encompass your traits, behaviors, and motivators, can help promote engagement and productivity because you are, essentially, doing what comes naturally. In the right position, your innate characteristics can complement your job efforts to help you succeed.
On the flip side, a role that requires you to work against your intrinsic behaviors can cause frustration and discontent. For example, competitive and goal-driven traits could propel an individual to thrive in an outside sales position, but the same traits might need to be reined in for a service role that involves strong collaboration and a focus on meeting others’ needs. Sure, a “square peg” person can make themselves fit into a “round hole” job for a while given the right incentive or a significant need. For instance, a parent may take whatever job they can find to put food on the table for their children. But extreme circumstances aside, who wants to swim upstream against your natural characteristics day in and day out in a job? That’s a recipe for low morale and burnout.
If you are someone who is patient and wants to know what to expect every day when you log on to your computer, you should move on from job postings that advertise a fast-paced culture or a company where “you never know what to expect.” Instead, zero in on job ads that express a need for someone who is routine oriented and who demonstrates strong follow-through.
A person who wants clear procedures to follow and is detailed and meticulous with their work may want to veer away from positions that “let you be your own boss” and want a “big-picture thinker.” Rather, look for roles where it is important to comply closely with protocols and that require someone who is detail attentive and quality conscious.
And the benefits don’t end with a job search. Once you’ve targeted the right position for you, nailed the interviews, and accepted the offer (because why wouldn’t they hire someone who fits so perfectly with the role?), understanding your personality and behavioral characteristics can help when you are in your job too.
You may innately know how to navigate the facets of the position that align with your traits, but most jobs will also have a few aspects to them that do not conform exactly to your personality dimensions. But understanding your natural behaviors also means understanding how to self-manage them. You know that you are a fast-paced person who has a tendency to rush through projects you find tedious. Having several short-term activities to work on is much easier and more motivating for you than one long task. So when you are given a lengthy project to complete, you know that you can manage it by breaking up that project into segments rather than trying to finish the whole assignment at one time. You also know that incorporating checkpoints within the project helps you stay on track and feel an ongoing sense of progress that keeps you inspired.
Personality and behavioral assessments are a great way to learn about your intrinsic traits. Omnia’s CareerMaze is an assessment that is accurate, easy to take, and especially suited for new grads who are embarking on their career path. This report gives the participants insights into their natural behaviors as well as a list of jobs that may align well with those behaviors. It’s an informative, helpful tool for someone who is new to the job market as well as for anyone considering a career change.
Omnia is here to help during all phases of the employment life cycle — from selecting the right candidate to developing employees to succession planning. Our suite of reports and supportive, knowledgeable Customer Success Managers are second to none. Contact us today to put our expertise to work for you.
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From the time children are old enough to speak in sentences, adults start asking what they want to be when they grow up. That pressure builds fast! Typically, the answers begin with princess, firefighter, dinosaur expert, dancer, and evolve to nurse, doctor, lawyer. I don’t think I’ve ever heard a child say they want to be a salesperson, insurance agency owner, or Chief Financial Officer.
The truth is that every child is born with unique traits that will align perfectly with a multitude of career options when they grow up. Identifying those key traits and finding ways to put them into action through part time jobs, internships and volunteer opportunities can help you identify the work you enjoy doing the most and what you’re naturally good at. When you find an occupation that aligns perfectly with your natural strengths and personality traits, I dare say it will lead you to a lifetime of greater achievement and happiness. After all, we often spend the bulk of our waking hours at work.
The key is finding a rewarding career that brings you happiness and success. And that comes in all shapes and sizes of career choices. The good news is there’s a way to help you build self-awareness and identify career paths that align best with your natural traits.
The Omnia CareerMaze assessment was designed specifically for individuals looking to identify their natural personality traits and identify what types of occupations and careers match them. CareerMaze is an assessment of your vocational strengths and challenges, interests, and capabilities. It takes just 10 minutes to complete, and your personalized career planner is immediately available. It provides you with insights that you can use as a career and professional development tool forever.
The report is a helpful examination of your personal style, including your:
Once you discover these natural traits, you’re then given a sampling of jobs compatible with your personality style.
CareerMaze helps students:
Understanding behavioral tendencies can point students to the type of work and workplace that will best fit their needs over the long term. We all work differently. Knowing that and understanding how you work best will lead to a fulfilling career path. And hopefully, it will build your confidence in answering Aunt Beth the next time she asks you what you want to do when you graduate.
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