新しい就活自己分析はやめる! 15万人にキャリア指導してきたプロが伝授する内定獲得メソッド

Review

What the author wants to tell the reader is, "Stop old job hunting right now and start new job hunting!"

Take the story of your seniors, go to an internship with everyone, write a routine entry sheet, choose a popular company for the time being … As long as you are doing such "old job hunting", true success in employment I can't hope for it. The author says that even if he could get a job, he would be shocked by the difference between ideals and reality and would regret that it shouldn't have been this way. In fact, there are many young employees who will quit the company they joined within three years.

So what should I do to not regret it? That is to shift to "new job hunting." By identifying what kind of human resources companies are looking for and what abilities are needed in today's society, and cultivating the ability to survive in a changing era, the "new job hunting" can be seen. Come on.

"New job hunting" that starts with asking if you are worth 200 million yen seems to be tough, but it is indispensable for "working like you" in the future. It can be said that this book, which is packed with the wisdom of "new job hunting" such as abilities that you want to acquire in college life, self-analysis methods, and winning methods for interviews, is no longer essential for successful job hunting. Let's go.

Main points of this book

Point 1

"Old job hunting" has brought about reality shock, three-year turnover, and regret for one's job hunting.

Point 2

"New job hunting" requires shift changes in self-analysis, entry sheets, company information sessions, and internships.

Point 3

In the interview, you should know that you can see the three powers of the ground attack power, the power favored by the same sex, and the makeshift power.

Point 4

There are two types of Japanese-style career designs, the "raft type" and the "mountain climbing type", and it has been considered ideal to shift from the "raft type" to the "mountain climbing type". In modern times, it is desirable to shift from "rafting type" to "bouldering type".

"Old job hunting" and "new job hunting"

The end of "old job hunting"

Let's stop "old job hunting" and start "new job hunting". Based on that claim, this book first shows three endings of "old job hunting."

The first is called "reality shock", which means that you are shocked by the difference between ideal and reality. Even though I was able to get a job at the company I wanted, I was shocked that the work content was different from what I expected, the corporate culture did not match, and my salary and promotion did not proceed as I expected. It is said that this situation occurs in about 80% of new employees.

The second is "three-year turnover." After a reality shock, he left the company less than three years after joining the company.

And the third is "I can't enjoy working", that is, I regret my job hunting. According to a survey result, about 40% of people up to the 10th year of working life regret their job hunting. Many of the reasons for this are "I didn't look 10 years from now" and "I didn't listen to the people who actually work".

"Old job hunting" means not looking closely at the company and yourself, and easily deciding where to work by making the wrong choice. For example, I choose a company based on the corporate image I have created. Alternatively, you can choose just by ranking popular employment or brand companies. These are the patterns that are common in "old job hunting."

"Old job hunting" causes a mismatch

In "old job hunting", most of the first and second year college students take the advice and experiences of their seniors and start job hunting according to the manual. Go to an internship in line with everyone and enthusiastically analyze yourself.

What's wrong with this behavior? If you compare it to professional baseball, it's like playing a game suddenly in a camp for physical fitness, without even an open game as a pre-adjustment before the opening of the pennant race. As a result, it becomes a game where it comes out, and a mismatch between job hunters and companies is likely to occur.

[Must read point!] Shift change to "new job hunting"

Shift change of "self-analysis"

This book recommends four shift changes from "old job hunting" as "new job hunting".

First is the shift change of "self-analysis". There is an image that self-analysis is an important task so much that job hunting is called self-analysis. However, self-analysis that analyzes identities, personalities, and values ​​created from past experiences is not useful in "new job hunting."

What is needed in "new job hunting" is a self-analysis that organizes the past from the present self and creates a story. Itemize your current personality, habits, values, and principles of behavior. And connect the story to them. Specifically, check (1) write your past experience on post-it notes, (2) divide into successful and unsuccessful experiences, (3) make your own decision? Did you make a decision influenced by someone? It is the work of (4) grasping one's own tendency.

By grasping the tendency of one's decision in this way, one can see oneself objectively when making a big decision in job hunting.

Shift change of "entry sheet"

The second is the shift change of the "entry sheet". Certainly, the entry sheet is important for job hunting to break through the document screening. However, many "old job hunting" students tend to use techniques to write entry sheets well.

It is not the technique that is important in writing the entry sheet. Understand what the company's entry sheet is for, and make it an entry sheet for interviews. Then ask the interviewer to tell you a little more about this experience and bring it into your field. This divides the outcome of job hunting.

Shift change of "company briefing session"

The third is the shift change of the "company briefing session". It is a company information session that can be said to be the start of job hunting, but there is no point in just listening to the explanation. I'm only told about the good parts of the company, or the extension of the information posted on the company's homepage.

"Questioning ability" is important so as not to fail at the company information session. Real information about the company can be extracted, and how the person in charge answers the question is also an important decision factor.

However, at company information sessions, you should avoid asking questions about conditions such as salary and overtime hours. This is because some people in charge may get a negative impression.

"Internship" shift change

The fourth is the shift change of "internship". Internships are generally held from summer to winter in the third year of college. According to a survey of 2019 graduates, 78.7% of students participate in internships at an average of four companies.

However, there are pitfalls in internships. There is no point in participating in an internship for reasons such as "because it's the summer of 3rd year, for the time being" and "because everyone has started to go". For companies, internships are meant to help students understand the industry and make their jobs more rewarding. The work done through the internship is not always realistic.

In order to make the internship meaningful, the following three are necessary. That is, (1) continuous network building with field employees, (2) knowing the atmosphere of the company / workplace, and (3) setting goals for internships.

Goal setting can be anything, such as "try to measure your own ability by touching working people" and "know what level of job hunting students at other universities are". If you set goals and then face them, you should get more.

New job hunting interview winning method

Think "Is it worth 200 million yen?"

At the interview, there are students who appeal that their TOEIC score has increased significantly through studying abroad. But what the interviewer really wants to know is not the TOEIC score. What kind of experience the student experienced during the year of studying in the United States, what kind of knowledge and values ​​were born, and what kind of power he acquired.

The author also wants you to consider whether you are worth 200 million yen. 200 million yen is worth several years of monthly salaries, bonuses, and expenses paid to new graduates by hiring them. What companies want to know is "how long can they return it?"

So in an interview, you should emphasize what you can do, not what you want to do. If you say, "I have a sales force, I can grow further and grow the company's business," the interviewer will be interested and want to know the rationale.

Three strengths evaluated in an interview

When dealing with students as an interviewer, the author sees three things: ground-up power, same-sex favored power, and ad hoc power.

A person who has "earthly power" is not a "person who can study" or a "smart person". A person who has a good idea and way of thinking about things and is good at applying. It also refers to people who have a strong intellectual curiosity and intuition. Ground attack power is an essential skill for communication as a member of society.

Ground attack power is a skill that anyone can train. There are two ways to train this skill. First, get in the habit of communicating with as many business people as possible and paraphrasing what you are taught there in your own words. The other is to try to speak in a way that makes the other person say "I see."

"Power preferred by the same sex" is, so to speak, human power. No matter how much experience and ability you have, people who are not liked by others cannot play an active role. The author thinks that people who are recognized by the same sex have good human materials.

"Ad-hoc power" is the power to respond with ad lib without running away when you are in a pinch or when you are in a difficult situation. Interviewers test this power by asking questions that job hunters do not anticipate.

"Ad hoc power" is trained by communicating with working people in various ways and repeating "touching things that you do not know". Especially recommended is a training method called "1 minute presentation". Take a look at a slide photo and talk about it for a minute. You can also train with your friends using the photos you have on your cell phone.

The above are the "three major abilities" necessary for working people. In addition, the ability to update yourself, adapt to the environment, discover issues, think logically, and communicate are also important.

Future career design

Career design x life design

I would like to firmly consider the career design that was in the future at the stage of job hunting.

Many students want a stable working style. However, if you want a stable working style in this era, you need special talents and abilities that are unique to you. The "stable way of working" in modern times is that the talents and abilities unique to that person are bought, and headhunting offers always come in.

In order to become a person who can be headhunted, we must have some power, that is, market value. Therefore, in career design, think about "how much market value can you create for yourself?" And "what kind of career can you pursue in the future?" Then, think about "what to do" and "what ability do you lack for what you should do now" and try to combine it with your ideal life design. Then you should know where you are now.

"Rafting type" and "Bouldering type"

According to Yukio Okubo of Recruit Works Institute, there are two types of Japanese-style career design: "raft type" and "mountain climbing type". This means that there is a "descent type" period in which you leave yourself to the flow and concentrate on what is in front of you, and a "mountain climbing type" period in which you set your own goals and form your career. Mr. Okubo says that he should first make a firm descent, build a career as a member of society, and then shift to a mountain climbing type. This is because it is difficult to decide which mountain you should climb unless you go down the mountain first.

The author proposes "rafting type" which is harder than "rafting type" and "bouldering type" which requires more trial and error than mountain climbing as modern versions of "riding type" and "mountain climbing type". First of all, in his twenties, he is a "rafting type" and strives desperately with a solid goal in an era of rapid changes similar to torrents and rough waves. Then, as the next step, you can start a "bouldering type" career design that aims for your own way of working.

Recommendation of reading

It is no exaggeration to say that employment will determine your life. Many students are frustrated because they are refraining from job hunting and do not know how to proceed.

What kind of job hunting is for adapting to the rapidly changing times and heading for a future that works in your own way? This book contains the answer. It is interesting that not only the theory of "old job hunting" and "new job hunting" but also the interview winning method, "future-oriented", and modern career design are summarized. I would like students as well as their parents to read the final chapter, "Q & A on Basic Strategies for New Job Hunting."

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