There are two perspectives on SMART goals for job seekers: one from the perspective of the activities you perform as part of your job search, and the other focused on understanding the expectations of a position you are considering.
SMART goals, originally attributed to Peter Drucker, have been interpreted with various modifications and additions, but generally refer to goals that are specific, measurable, achievable (achievable, actionable), realistic (relevant), and time-bound (time-based, timely). There is strong agreement on the ‘Specific’ and ‘Measurable’ elements, with several variations on the ‘__ART’ elements. Specific, Measurable and Time-bound are generally agreed as core elements.
For looking for a job
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For job seekers, SMART goals can be a powerful tool to guide the process. While many people are familiar with the idea because of its general work application, it is a new â and much-needed â process for many job seekers. For those unfamiliar with the idea, it can be further complicated by the claim that goals are set for them throughout their work experience â goals that are definitely not SMART. A job seeker can therefore set an extremely broad goal, such as ‘finding a new job’, or set a number of apparently more specific goals, such as:
- Revise my resume
- Please contact my references
- Search online for vacancies
- Send thank you emails
While setting some goalsâany goals, especially if they are written downâis better than not setting goals, they are definitely not SMART goals. More importantly, these types of goals deprive a job seeker of the power of having SMART goals.
Research on goal setting clearly shows the power â and dangers â of goal setting. Goals that are not SMART do not motivate top performance and/or lead to passivity. Goals that are set too high (unrealistic) are often the reason for someone to ‘give up’. Understanding the dynamics of goal setting can be a powerful tool for a job seeker’s success.
Let’s convert the above examples into SMART goals:
- Revise my CV – Create a tailor-made CV for each vacancy I want to apply for by next Sunday.
- Contact my references – Identify at least one reference from my previous employers and contact them within the next month with my CV and information about the jobs I am seeking.
- Search for job openings online – Check online for job openings at least twice a week.
- Send Thank You Emails â Send thank you emails to every person involved within 24 hours of an interview.
Before the interview
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Understanding SMART goals can also be a powerful tool a candidate can use during a job interview. Job postings, advertisements, and even job descriptions can be filled with generalities and tasks that describe average performance at best.
A job seeker is often asked, âDo you have any questions?â Seize this opportunity when it arises. Unless the following has been made clear to you, ask, “If I was offered and accepted this position, and you considered me extremely successful in my first year, what did I accomplish?” Then investigate! And explore whenever you can during an interview if you don’t have clear, specific (SMART) expectations from the interviewer:
- What specifically do you expect from the person in this position in the first 90 days?
- In the first six months?
- In the first year?
- The job description states that the position involves ‘conducting sales calls’. How many are considered acceptable in a day? In a month?
- How many of the company’s salespeople regularly achieve acceptable performance?
- How many sales calls are considered âexcellent performanceâ?
- The job description states that the position involves ‘leading the team’. How many people are in the team?
- How many members are new? Long-term members?
- Does the team face specific challenges? Issues?
- What resources are available to develop the team? Course? Evaluations?
- What is the time frame for improving team performance?
- You mentioned the responsibilities of âusual customer serviceâ, can you tell meâŚ
- What does “excellent” customer service mean to this company?
- What type of training is provided for customer service?
- What are customer service expectations when it comes to working with colleagues?
- Is the reward linked to the quality of service provided by someone in this position? (Somewhat advanced, but a good question.)
These probing questions should be customized for each position. But just like the importance of thoroughly preparing your answers to questions about your experience, prepare thoroughly by 1) researching the company and 2) preparing questions that address:
- Specific: Do you get answers with clear ‘action’ verbs?
- Measurable: Is there a clear measurement (a number) that indicates a level of performance?
- Attainable: Are the expectations attainable, too low (usually not specific) or unrealistically high?
- Realistic: Are the results of the specified actions indicated?
- Time-bound: Are the expectations formulated in terms of ‘when’?
SMART goals can be a very powerful part of a successful job search â and a powerful tool for a job seeker to use during the job interview â if a job seeker learns and puts the process into practice. Try setting some SMART goals for your job search today.
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This article originally appeared on an earlier date.
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