Yesterday I spoke with a senior construction executive with a reasonable and serious frustration about being contacted by recruiters, sending his resume and information, and never hearing from those recruiters again. Of course, we all know he is not alone. Recruiters are notorious for ghosting people and complaining when candidates or client’s do the same.
The beginning of any employment is inherently an evaluation period and some companies embrace this with a probationary time, trial period, or some such language. The intent being to communicate the extra scrutiny the employee will experience to establish trust, learn the company, and contribute acceptably. By making the period explicit it reinforces the need for the person to be on their best behavior which theoretically enhances retention.
Employees; Career growth is built on trust, not job hopping.
Don't think that job changes are the only way to address pay and responsibility stagnation in your role.
Build the trust of your leaders and then ask for more responsibility and pay. Laziness expressed as job hopping is a shortcut to nowhere.
There is a lot of pandering, click-baiting, bad advice on LinkedIn for job seekers which discourages personal responsibility and discernment and instead suggests corporate discrimination (of many sorts) is the root of job-seeker woes. Oleg Vishnepolsky and Liz Ryan are notable viral examples. Their posts attract thousands of comments and likes.
Thousands of people have told me it is not about the money for them. It’s about culture, fit, contribution, team, projects, etc. The list goes on and on. Often they will remark how they are not hung up on the offer amount if the company is right. This is the mature perspective.
While interviewing these people make some of the same remarks to interviewers and everyone nods their head sagely. Everyone knows implicitly that money alone is not the panacea to career growth.
Our busy economy blesses and curses us with zero unemployment of qualified candidates. Everyone (good) has more work than they know what to do with and the challenge of finding the right team members has become the new key to delivering great solutions, in any field.
How then should you recruit in this kind of market, differently than a recession market where candidates find you? More than ever your brand, process, and effort will define success in hiring the best people.
Do you consider your hiring process as key to your competitive advantage?
If not, you are failing to compete at a fundamental level.
Companies are their people. The quality of your company and solutions is determined by your people. Your ability to acquire the best people directly impacts your customers and market stature.
A good hiring process is a rigorous and disciplined affair. Recording the interviewing team’s opinions of the candidate, derived from a consistent set of questions, is key to evaluating your interviewing prowess, or lack thereof. Immediately recording opinions, before debriefing and persuasion, is important. With objective ranking of candidates you can determine the quality of your interviewers.