The job apocalypse is on the horizon.

No doubt you’ll have heard that we’re losing jobs to robots and machines. ARTIFICIAL intelligence will soon surpass humans, and machine learning’s effects are already beginning to bite. It’s all now about algorithms, automation and AI.

How to maximize your opportunities during tough times, and set yourself up for success? How we can combat the job apocalypse before it even begins? Economies go up; economies go down.

These 6 strategies may counsel for What to do NOW to weather the storm:

• Dig the Well Before You Need a Drink

When you need a job, where does it come from? Well, 85% comes from your professional network (referrals), 10% from Executive Recruiters and the last 5% from a variety of sources. You must, must, must have a strong professional network and be friendly with one to three Executive Recruiters. If you stick your head in the sand like an Ostrich and only come up once every three to five years when you are terminated and unemployed, no one is going to bail you out. You MUST dig the well before you need a drink. You MUST build the bridge before you need to cross the river.

Stay in touch with your peers; build professional relationships with one to three Executive Recruiters.

• Does Not Play Well with Others

Five jobs in five years is a tough sell for a Headhunter. Not judging, Not criticizing, Not trying to offend anyone. My best advice is to find someplace you like…and stay there. During the job apocalypse, last in is first out. Those with short tenure are the first to be laid off.

Start working on job stability TODAY, and as your Mom used to say, “Play well with others.”

• Burning Bridges

The best way to leave is a friendly wave on the way out. There is no upside to burning bridges, or bad mouthing your former company/boss. As Walt Disney said, “It’s a small, small world.” I can’t count the number of times I had highly accomplished executives get passed over for interviews because a former colleague submarined them. Not because they were not brilliant or talented; they just got sideways with too many people.

Be grateful and appreciative; never burn bridges on the way out.

• Recruiters Get Candidates for Job, NOT Jobs for Candidates

The best advice I can give you on Headhunters? Your job crisis is not their priority. Executive Recruiters only get paid if they place candidates in jobs, so they are laser-focused on filling open positions, not figuring out your career dilemma. Personally, if the candidate is a former client, they are going to get more of my attention. Why? Because I’m the most loyal person you ever met. But I’m not like most Executive Recruiters. I own the business. I don’t have a “quota.” I don’t have a Boss. On the other hand, if a CEO candidate has never supported my business or charity work, my recommendation is that they work with a Recruiter they know personally.

Don’t expect Recruiters to drop everything and help you – that is not a reasonable expectation.

• Accepting a Counter-Offers

Worst job strategy ever. I would venture to say that 100% of the executives that take a counter-offer are terminated within twelve months. So I’m going to get a few hate emails from people saying, “I took a counter and worked out beautifully!” Well, one in ten million people also hit the lottery. If you think your company wants to be leveraged for an increase in salary, you are sadly mistaken. If the economy tanks, you will be the first person out the door.

Never, ever take a counter-offer.

• Getting over Your Skis

Executives get promoted to the level of their incompetence. Just because you are a great Director, that does not make you a great VP. You may be an awesome VP, but that does not make you a CEO. Here is a situation I see far too frequently.

Executives that have a huge impression of themselves, somehow weasel their way into a high level job they are not qualified for, and then get terminated in less than a year. Now they have REAL trouble because they think they deserve that job and compensation, so they sit on the beach for two years trying to replicate it. The story usually ends with them at a “B” company in a lower role making half the money.

In the job apocalypse, know your limitations and be reasonable about compensation.

Credits : Mark Wayman

Executive Recruter