Job seekers must be more well-rounded (and more likeable?) than ever

If anything became clear at Devex’s 6th Annual International Development Career Forum in Washington, D.C., it’s that while the landscape of international development careers continues to shift, recruiters are sure of what they’re looking for: well-rounded, adaptable talent. Industry trends like the growing influence of private sector partners, a heavier focus on local solutions and constant pressure to innovate and show results may not be news to seasoned development professionals. But the talk of the forum was that senior-level professionals and expert consultants are now often expected to wear more hats than they may have before. “If you’re an economic growth person or a health person or a biodiversity person, think about advancing or highlighting skills in your resume if you have been involved in training,” said Paula Feeney, director of marketing for Cardno Emerging Markets, during the forum’s opening plenary. The trend for aid groups to hire staff in the countries where they operate — instead of flying in expats — has added another level of complexity to an already challenging industry to break into. But it might also present new opportunity for experienced development professionals — especially consultants – who are interested to use their technical skills to build capacity, a notion we picked up as well at Devex’s inaugural International Development Partnerships Forum & Career Fair in Nairobi, Kenya, in October 2013. Balance technical skills with capacity building Aid “going local” wasn’t the only topic of conversation as representatives from 66 hiring organizations networked with more than 500 job seekers at the D.C. Career Forum on Friday, March 28. Another theme: As the competition for funding increases and implementing organizations are expected to do more with less, development professionals need to have a well-rounded, crosscutting skills set to stay competitive. Often, that means a balance of technical and project management skills. “I don’t only need a person who knows how to implement Drupal but one who has done it in global health or the environment sector,” said Randall Smith during the career forum’s plenary panel, referencing the open-source content management system. Smith, the vice president and director of corporate services at Devis, the IT consultancy, said he can no longer get away with just providing the “tech guys” for a project. This was a sentiment echoed throughout the day by many recruiters. One HR expert suggested being able to point to how you’ve successfully drawn on both technical and capacity building skills is crucial to standing out in the hiring process. The private sector advantage Another theme at the career forum: the growing need for foreign aid donors and their implementing partners to hire people with private sector experience. As traditional aid groups engage the private sector more in development causes, jobs are opening up for people who have worked in the private sector, who know how a corporation operates and who have a track record of striking up partnerships. Transitioning from the private sector into global development still isn’t easy. Those attempting to switch careers should expect a steep learning curve as they become accustomed to new clients, new business cycles and new work cultures, said Bucky Fairfax, vice president and senior human resources business partner for RTI International. “The interesting value is people who can come in and help fill a critical gap,” he said, citing the example of a former private sector professional who may help an aid group network with corporate partners, or amp up the innovative spirit within an industry that is traditionally thought of as slower-paced. Innovate… for the sake of innovation? Innovation has been a resounding buzzword in the industry, and it was also a hot topic at the Devex forum. More organizations – from consulting firms to NGOs – are hiring for roles like “innovation officer” and “innovation advisor.” But how do you define innovation in international development, and what do these jobs entail? “Seeking innovative solutions is code for, ‘We have no idea what we want, but do it for free and make it mobile,’” Smith said, perhaps somewhat in jest. “I would rather use the word creative.” Organizations are looking for staff who can think on their feet and who can respond to local needs, drive local solutions and continuously adjust those interventions based on emerging evidence, he said. How do convince a hiring manager that you’re innovative? Use examples, panelists and recruiters suggested, that show you’ve partnered with others — and don’t be shy if the partnership failed. Smith suggested to think about innovation “with a little i instead of a capital I”: It doesn’t have to be a massive, organization-wide undertaking, he suggested, but it may be a new process that makes life easier for a certain office, for example. The forbidden word: ‘ageism’ Over the years, Devex has received many questions from senior job seekers who allege a widespread bias among recruiters toward hiring younger candidates — and from budding development professionals about the difficulty of breaking into the field. So Kate Warren, Devex’s director of global recruitment services, asked plenary panelists: Does global development recruiting suffer from “ageism”? Smith acknowledged that it certainly can. But he, Fairfax and Feeney warned against experienced professionals of getting too comfortable in their careers and stressed the importance of continued learning and mentoring to combat stereotypes. “You get more expensive, you get more removed,” Fairfax said of gaining experience — and aging – in the development industry. But that doesn’t mean that the same tips and tricks don’t apply in order to find your next job, panelists told a room packed with experienced professionals. “After 27 years in the Foreign Service, I didn’t even have a CV,” Feeney said. “You have to get in and start over.” So do your best to connect the divide and view opportunities to mentor younger staff as an opportunity to build capacity and show leadership. In information technology, for example, today’s 20-somethings have been playing with computers since they were 6 or 7 years old, Smith said. To avoid the cliche of the older professional who’s unable to use cutting-edge technology, you need to bring the same passion and tech-friendliness to the table as a recent graduate. Feeney credited face-to-face meetings with her ability to find her next job in development after the Foreign Service, and said there is no replacement for this type of human interaction. Feeney and many recruiters during the event pointed to the importance of soft skills, which were the subject of a breakout panel Devex hosted during the forum. The panel explored which soft skills are most important for development professionals and how to best hone them and represent them to a recruiter. Getting a job often comes down to likeability, Feeney said, so listen, be authentic, be curious, be expressive, smile and use eye contact. And don’t forget the cardinal rules of the job search, like not applying for too many positions with one organization (which makes you seem desperate) or asking an organization what kind of work they do (which makes you seem uninformed and lazy). Read (and watch) more: How localization and private sector involvement are changing the hiring process What does ‘innovation’ mean in development right now? Subscribe to our weekly Doing Good newsletter to receive top international development career and recruitment news.