Jobseekers with a ‘fixed mindset’ regarding their skillsets are more likely to struggle with job search challenges, as found in a new study by emlyon business school.
The Impact of Mindsets on Job Search Success
The research, conducted by Professor Lauren Keating of emlyon business school and Professor Peter Heslin of UNSW Sydney, explored how different mindsets affect perceptions of job search challenges, particularly during redundancy. Their findings revealed that individuals with a ‘growth mindset’ are more adaptable and open to leveraging their experience, while those with a ‘fixed mindset’ often believe their abilities are static, making it harder for them to navigate job search processes effectively.
The study sheds light on how mindsets shape the way jobseekers view their employability. A fixed mindset can act as a barrier, causing individuals to believe that their abilities are innate and unchangeable. As a result, they may hesitate to take on new challenges or feel defeated when faced with obstacles during the job search. In contrast, jobseekers with a growth mindset view challenges as learning opportunities, increasing their resilience and ability to adapt to changing job market demands.
Growth vs Fixed Mindsets: Key Differences
Jobseekers with a ‘growth mindset’ view their skills as developable through training and practice, and they see challenges like networking and negotiating as opportunities to learn. In contrast, individuals with a ‘fixed mindset’ tend to see their skills as fixed and unalterable, frequently linking their abilities to innate personality characteristics. This rigid belief limits their confidence and adaptability in overcoming job search obstacles.
Professor Keating explains that the key difference lies in how each group interprets setbacks. Jobseekers with a growth mindset approach challenges with a problem-solving attitude, believing they can improve their skills through effort and learning. On the other hand, those with a fixed mindset see failure as a reflection of their limitations, which discourages them from pursuing growth opportunities.
Research Methodology
The study involved interviews with over 20 employees facing redundancy due to defunding in a government-funded organisation. Researchers explored participants’ perceptions of their skills, particularly regarding job search strategies like networking and negotiating, before and after attending workshops on job search techniques. These workshops covered essential skills such as writing cover letters and résumés, searching for vacancies, and mastering the art of networking and negotiating.
Post-workshop interviews examined how participants approached job search challenges and whether their mindsets influenced their ability to overcome them. The researchers found that the workshops helped shift some participants from a fixed mindset to a growth mindset, allowing them to approach their job search with renewed confidence and optimism.
The Power of a Growth Mindset in a Changing Job Market
In today’s rapidly changing job market, especially in sectors facing layoffs, it’s not just about the skills you have now but your belief in developing new ones, said Professor Keating. A growth mindset turns challenges into opportunities for personal development, distinguishing jobseekers in highly competitive fields.
Those with a ‘growth mindset’ were found to be more likely to focus on lifelong learning, actively seeking to learn from others and improve their skills. On the other hand, individuals with a ‘fixed mindset’ attributed their skills and abilities to their personalities, limiting their potential to adapt and grow.
Given the increasing demand for flexible and adaptable employees in industries like technology, where rapid advancements and restructuring are common, having a growth mindset can be a significant asset. Employers are increasingly valuing candidates who are not only skilled but also willing to learn and evolve with the industry.
Benefits of a Growth Mindset in Organisations
The study highlights that a ‘growth mindset’ is not only advantageous for jobseekers but also for employees within organisations. By fostering a culture of growth, companies can enhance their workforce’s skillsets, benefiting both employees and the organisation.
Workshops aimed at identifying and addressing ‘fixed mindsets’ could help employees unlock their potential and contribute more effectively to their organisations. Encouraging a ‘growth mindset’ could lead to a more dynamic, skilled workforce, capable of adapting to the evolving demands of the job market.
Organisations can take several steps to promote a growth mindset within their teams. These include offering regular training and development programmes, encouraging employees to take on new challenges, and creating a supportive environment where failures are seen as opportunities for learning rather than setbacks. By investing in their employees’ professional growth, companies can not only retain talent but also drive innovation and long-term success.
