Surviving the downturns - flexibility & pre-conceptions
The cyclical nature of the microelectronics industry is normally described in economic terms only, but there are many aspects of the food chain impacted by the boom and bust nature of the industry, not least the changing fortunes of the workforce. David Stone of Microscape Recruitment discusses the types of individuals companies are looking for and how individuals looking for new challenges may have the nature as well as the skills a company seeks.
The global wafer fabrication market has been lifting for some time now - capacity is near record highs and the 'war for talent' is hotting up again. Perhaps we're not quite at the heady hiring levels of 1998 or 1999 yet, but it's potentially not that far off. Time and again we recruiters are being asked for the same profiles - people who can make a difference. Companies aren't just looking for journeymen, people to fill slots who have ticks in all the right boxes. What they need are candidates who can really add value to the bottom line - picking up extra tasks, improving processes, adding value in everything that they do. It's the dynamic value-add that isn't apparent from your qualifications, but is immediately apparent at the first meeting.
Coming out of the recent depression semiconductor recruiters find themselves with two distinct pools of candidates.
The first is the pool of 'inflexibles'. These are the candidates who can't, or won't, consider relocating to where the jobs are. They are also often the candidates with the biggest pre-conceptions - "I couldn't possibly live in Wales/Dresden/France/Malaysia" they say, often without having ever even visited the location in question. These candidates may also discount a possible career move based on merely the name of a company, or possibly even a rumour or some gossip they may have heard many years ago.
These are now the candidates who are stuck in dead end jobs, struggling to capitalise on their education and on the years they invested in industry before the big freeze came down.
And now, having trodden water for the last two years, these are the candidates who are struggling to secure the newly opened attractive and relevant jobs in leading semiconductor companies.
The other pool of candidates are the 'flexibles'. On the whole, these people are happily employed and doing well, thank-you very much! They have carved out new lives, sometimes in exotic locations. They may be working for firms some people have never heard of - and they're loving it! They have fewer pre-conceptions and are open to hearing about opportunities to develop their careers. These are the people who are capitalising on their skills and education, and are forging strong career paths in a competitive market.
When the headhunter calls, listen to what they have to offer. Cast aside your pre-conceptions and look at the opportunity for what it's worth.
Take this as an opportunity to quiz the recruiter, too. Don't forget, the hiring process is a two-way sale - the company needs to sell their opportunity as much as you need to sell yourself and your abilities. Questions to ask could include - What's in it for me? Why should I join this company? Where will my career take me over the next 3-5 years? What training is provided? Who does the job report to and what's their background? Why should I be interested in this job? What's the relocation package? What will you do to help my family/spouse integrate into the new location/community? These are all perfectly valid questions to ask.
Don't be put too much stead in the job title, either. A grandiose sounding job in a small company can have exactly the same responsibilities as a lesser sounding role in a large, multi-national firm. What's more important is, 'what exactly the does the role involve, the scope of the responsibilities and the impact on the bottom line'. The actual job title won't pay your mortgage - nor will it contribute to job satisfaction.
If you're unhappy in your current job, haven't had a relevant job for a while or even just feel that you could improve on your current situation then take the headhunter's call - what's the worst that could happen?
Microscape Recruitment is the leading European semiconductor specific recruitment company. Currently recruiting for wafer fabs and equipment firms across Europe, Asia and the USA.
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