Most would agree that making a job change is a big decision. Should such a big decision be made solely on “gut?” Is there a methodology we can employ to help us analyze if our pain points and whether another opportunity is any relief for that pain?
Allow me to introduce the CLAMPS Model. The CLAMPS Model is the model we use here at TMAC Direct to assess the motivators a candidate has in making a job change, but this model can also serve as a self-diagnostic tool.
C – Challenge
L – Location
A – Advancement
M – Money
P – People
S – Security
C-Challenge: Some of the candidates that call my office know they want to make a job change but cannot pinpoint why. It is just a feeling they have. When they cannot clearly articulate why they are looking to change jobs, I immediately ask them if they still feel professionally stimulated with their job. I dive into the age of their product. Are they bored with it? Is there very little new data coming out? If they have lost their professional passion for the product line, you can sell them on the excitement surrounding your new drug or your bustling pipeline.
L-Location: Most of the work I do is helping companies fill field-based positions, so the more relevant word is “Territory.” Is their territory too large or too small? Are they traveling too much? Is their territory too small for the metrics they need to hit? If it is a “Location” issue, it usually manifests in commute time. A territory size or commute time can cause some significant pain that, at times, can be alleviated with a job change.
A-Advancement: Everyone understands that no company can promise future promotions. What I sell when I speak to candidates who are looking for advancement is the possibility and opportunity of advancement. If “Advancement” is one of their pain points for making a job change, then it has become obvious that your growth is maximized at your current company. Most candidates who desire advancement want to know that they AT LEAST have the opportunity to grow. They are looking for a higher ceiling, an elevator that goes up from where they are. If growth is desired, and it becomes apparent that your company doesn’t afford the opportunity, a job change is something to consider.
M-Money: Believe it or not, money is rarely a pain point voiced when I go over the CLAMPS Model with candidates. It only becomes a factor when we get close to an offer, and then suddenly it is very important. I have come to realize that compensation issues are tied to ego and decisions made in the offer are psychological—they do not want to feel they got a bad deal or left money on the table. The dissatisfaction of what a company offers a candidate, even if they do accept, lingers for years. When someone is dissatisfied about compensation, I usually hear two things: “I know I’m underpaid” or “I took a hit to come here.” A low salary will not necessarily make someone actively look, but it will keep them actively listening to openings in the market.
P-People: Who you work with becomes your “work family.” All candidates have worked in great and also dysfunctional work environments, and so they are evaluating companies by how they organize the interviews and treat them in the interview process. They have nothing else by which to assess the people in your organization. The best companies take a careful look at what they are projecting to prospective employees, because “People” is one of the main reasons candidates want to change jobs.
S-Stability: In the Pharmaceutical Industry, stability is merely a perception. Nearly any company at any time can be subject to a buy-out. Because of this, most employees are used to the volatility in our industry, but still, stability is a desirable thing in a future company. On the flip side, instability is the #1 reason why candidates make job changes.
Key Take-Away: The CLAMPS Model will help you diagnose your pain points and if the opportunity you’re considering is a remedy for that pain.
I encourage you to watch the corresponding video to learn more about the CLAMPS Model and how it can help you to assess if now is the right time to change jobs. I hope this information is valuable to you, and I’d be open to discussing your career at any time.
