Google proves EVERY job is temporary

Google announce it was “restructuring” its business. In the HR world, that’s code for, “We need to redefine our talent needs, eliminate non-essentials, and make room for new blood.” While the explanation provided offers plenty of solid reasons why this will improve the effectiveness of Google’s business, make no mistake: some Googlers are going to lose their jobs.

Every job is temporary (even for the uber talented)

It’s well known in the recruiting industry Google’s talent selection process is intense. Getting hired by Google is like getting anointed “talent royalty.” What might surprise you is that turnover at Google is pretty common after one year.[Read 5 reasons you might not want to work for Google.] The turnover isn’t because people dislike working there, but rather, because head hunters target their employees intensely, offering big signing bonuses, perk packages, and anything else they can to lure them to other employers. Recruiting talent out of Google is the “gold star” of recruiting. It means you’ve got serious sales skills.

But, getting let go (even from Google) creates career challenges

However, just because you get hired by Google, doesn’t mean you’re impervious to the impact being let go can have on your career. Only time will tell, but my guess is saying you got laid-off by Google will make recruiters question the candidate’s value. Like it or not, being let go comes with a stigma. Who’s fault is it? The employer who no longer values your services, or the employee who failed to make sure they stayed relevant to their main customer?

4 tips for Googlers post-restructuring

If I was currently working for Google, I’d do the following:

1) Get clear on where you want to be in a year. Do you still want to work for Google? What will that look like and how can you start positioning your personal brand to make that happen?

2) If you don’t see yourself at Google, don’t wait it out. If you know Google isn’t where you want to be for the next couple of years, now is the time to create your Interview Bucket List and start targeting employers. Easier to find a job when you have a job. [Here’s an article on INC I wrote that can help you determine if you should do it.]

3) Get keyword optimized. With LinkedIn still ranking as the #1 tool recruiters used to find talent, you need to build keyword density in your profile with respect to the skills you have that you know are most in-demand right now. The more optimized you are, the more recruiter search results you’ll show up in.

4) Brand your specialty. The easier you make it for recruiters to understand the problems you solve and the pain you alleviate for employers, the faster they can recruit you. As I always say, “Brand or BE branded.” Choosing not to define yourself still sends a message, but not one you may want out there. Control the messaging, or by default, recruiters will assume you aren’t talented or have something to hide. [Check out this free Career Decoder quiz to help you determine which workplace personas you should showcase to  best convey your value to employers.]

Restructurings = Time to re-evaluate your business-of-one strategy

Anyone who has ever been through a restructuring only to find themselves out of a job will tell you that it’s better to be proactive. When a customer makes changes, it’s time to decide if your business-of-one’s strategy is still relevant. You may decide it’s time to secure a new employer to partner with. Do what’s best for you because the employer will definitely do what’s best for them.