The Fundamentals of Remaining Employable

Author of ‘The Four Pillars of Employable Talent’ Reveals Criteria For Finding Right Workers & Staying Employed

Washington, DC — March 10, 2015 — “Employable talent” is the new differentiating factor that employers are using when deciding who to hire – as well as who to keep on their work forces and who to lay off, according to Dr. David Miles, author of the book, The Four Pillars of Employable Talent.

Employable talent” continually demonstrates that they are equipped to add value to their employers and are prepared to lead them into the future.

“The Four Pillars of Employable Talent” is a resource for both employers and employees to understand the significance of the concept of “employable talent”:

  • Employers: It offers guidelines on how to better identify, recruit, and retain job candidates with the unique sets of skills needed to support organizational objectives. It also recommends ways that leaders can develop their own leadership skills and advance in their careers.
  • Employees and job-seekers: It outlines how organizations have changed their recruiting processes, what talent managers are looking for in job candidates today, and proposes strategies they can use to put their talents in front of potential employers.

According to the author, “employable talent” comprises four key attributes that are the fundamentals of remaining employable:

  1. Resilience in the face of obstacles or setbacks. Resilience is the ability to handle ongoing or recurring undesirable events, adopt new ways of proceeding when old ways prove ineffective, and bounce back from adversity or negative circumstances. Rather than seeing risks associated with executing new plans or strategies, resilient individuals regard these occasions as invitations for success and achievement.
  2. Balance among the spheres of one’s life – work, family and leisure. Employees who strive for balance have the ability to accept their limitations and make the best of situations. Employable talent with a predisposition to seek or maintain personal balance display general satisfaction with life, self-reliance, understanding their own genius, and an effective past and future orientation.
  3. Strategic career planning. A strategic career plan can help employable talent maintain employability by having an alternative game plan in case of unforeseen career developments. Strategic career planning helps individuals achieve optimal returns on their investment of time, energy and efforts by focusing on only a handful of career-enhancing activities that will offer the best chances for success. These include the type of work that they enjoy most, what motivates them and comes most easily to them. Having a contingency plan in place to help deal with the unexpected is also vitally important. Virtually all veteran executives have been asked to depart or were fired from jobs.
  4. Active financial planning. Knowledge of one’s financial position is essential to understanding available career options. Setting aside six months or more of financial reserves is a huge boost to career performance. However, only about one in 10 job candidates engage in active financial planning and have their finances and records under control. Employable talent that has an active financial plan in place maintain a sense of composure at job interviews and are able to realistically realize the compensation they desire.

“Each pillar of employable talent is important to ensure that employees will perform as desired, remain with the organization for the duration of their agreements, experience only a minimum of downtime, predictably offer added value, and be pleasant to work with,” writes Dr. Miles.

“The Four Pillars of Employable Talent” also describes the new employment contract between employers and employees and how organizations are placing a premium on finding candidates who possess the four “employable talent” skills.

“The new reality of flatter organizations implies a shared contract between employer and employee. No longer does an employer owe an employee a job in exchange for hard work and loyalty. No longer are employees entitled to jobs simply because they have done nothing to lose them. Employers are obligated to help employees maintain employability in the workplace as long as the relationship is mutually beneficial. To create a win/win situation, employer and employee must share the responsibility for maintaining employability,” Dr. Miles writes.

The author bases much of the book on his research gained from four decades of experience, first as an HR executive in corporate America and then as chairman of The Miles LeHane Companies, a Northern Virginia strategic management and talent management consulting firm.

A companion book, Building Block Essentials, assists job seekers in creating a tactical 12-step job-search plan when implementing the Four Pillars and provides all the collateral needed in today’s competitive market. ”Both strategy and tactics must come together in order for job-seekers to stand out from other candidates and be considered for key positions in their fields. Once they have integrated these principles, they can truly be considered ‘employable talent,’” adds Dr. Miles.


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