ARE YOU CHANGING JOBS FOR THE MONEY OR CAREER ADVANCEMENT?

ARE YOU CHANGING JOBS FOR THE MONEY OR CAREER ADVANCEMENT?

It has become evident that higher salaries are the driving factor for candidates looking to change jobs in 2022. Even those who had previously not planned to shift to another company wonder whether they should seek out their worth on the open market.

Are you considering changing jobs simply for the money or for career advancement? Let’s discuss the pros and cons below:

Money Talks

There is no question that the lure of higher wages is enticing. Even those who are happy in their jobs, may choose to move on.

Employers aggressively looking for new talent are raising compensation to attract the interest of skilled professionals they want in their organizations. As a result, the current market is rife for job hunters to negotiate higher pay, as employers will be more apt to raise offers simply by being asked.

Last year, millions of workers quit their jobs in what was known as the Great Resignation. In 2022, the trend of those searching for new jobs, even those currently employed, will continue.

However, if you are thinking about moving on, consider these fundamental questions to determine if your reasons are valid and if the move will serve you in the long run.

Are you currently underpaid?
Do you think you are overworked?
Do you like your boss?
Is your company financially sound?
Do you anticipate layoffs in the future?
And most important, are you happy with your present job?

Job Hopping 

Perceptions about job-hopping (defined as staying at a job for only 1 to 2 years before moving on) are changing due to Millennials and Gen-Z, known for their job-hopping tendencies. They are inclined to discard established career paths in search of more fulfilling and exciting opportunities, regardless of the implications.

Not long ago, employers considered job hoppers as a red flag for possible problems, mainly loyalty. So, understanding why you are changing jobs remains relevant in both you and your potential new employers’ minds.

What Employers Like

As people move from job to job, they generally gain valuable new skills that employers often seek out. In today’s work culture, the ability to communicate and have ‘great people skills’ or being highly adaptable to changing work environments are often considered more important than hard skills. These skills can be honed by employees moving to new jobs more frequently.

The Drawbacks 

While you may gain new skills or a higher salary, don’t forget what you might lose if you move without complete understanding and intention.

You will still be ‘starting over’ when you move to a new job, no matter your pay. So, consider benefits like vacation time, insurance plans, and retirement income that you could forfeit by leaving your current employer, to name a few.

Moving to a new job without intention, and without stopping to figure out if the change is right for you in all aspects of your life may be a mistake in the longer term. If you don’t figure out what is most important to you, you risk repeating this mistake in the future.

Mitigate your Risk

Having a clear rationale for changing jobs will serve you in your life and career. Always evaluate the potential gains and losses before you decide to move. Be sure that you are not just doing it for the money but also asking yourself important career questions like, “What do I care about?” or “What problems do I want to solve?”

Moving to a new job for the money without exploring your passions can leave you dissatisfied, and you could eventually hit a plateau where you are overpriced for the market.  

Sometimes, when companies are offering more money, it could be for negative reasons without you knowing. It could be ‘hazard pay,’ so to speak, from a volatile company, so make sure you understand the reason behind the higher salary offer. Moving to such a company could damage your reputation and affect your future marketability.  

So, before you start planning your exit strategy, make sure the job you have your eye on will not only increase your salary but will also feed your career and your soul by providing an environment and culture that you are confident to join.  

Our expert team at ALIGN can help you find and evaluate the best options for your future career. Give us a call to chat.

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WHY COMPANY RECRUITERS SHOULD WORK WITH A RECRUITMENT COMPANY RATHER THAN ONLINE CANDIDATE JOB BOARDS

WHY COMPANY RECRUITERS SHOULD WORK WITH A RECRUITMENT COMPANY RATHER THAN ONLINE CANDIDATE JOB BOARDS

Research shows that the success of an organization is closely tied to the quality of its employees. However, acquiring the right talent can be challenging. So, what is the best course for company recruiters to follow? For example, should they use an experienced recruitment company or an online digital job board?

Let’s examine why electronic candidate databanks such as Monster, Career Builder and Indeed, to name a few, may not be the best choice.

The first thing to understand is that these platforms are in business to make money. Every time an employer clicks on an ad, they get paid. That means the longer a job stays on their site and the more job turnover, the better it is for them. So, whereas the website’s purpose is to find employment for job seekers and hires for employers, it can be setting both sides up for failure.

Candidate job boards, in general, all favor quantity over quality. Therefore, you will see that they have hundreds of job listings on any given day. However, many job descriptions are outdated and can be overwhelming to job seekers motivated to apply for as many jobs as possible, even if a posting is only somewhat relevant to their skill set and interests.

During this critical phase of the job hiring and job-seeking process, there is no human interaction, eliminating the ability to understand a candidate’s desired career path or support them to figure out a great long-term career move. They are simply a tool to find a job quickly, not a career. Unfortunately, finding a job this way inevitably leads to poor employee/employer matching. It is only a matter of time before this lack of synergy in expectations leads to both sides feeling dissatisfied and the candidate returning to the job database of choice to look for another job. Therefore, the cycle continues, and we refer to a candidate’s candidacy as being ‘cheapened’ by this process.

There are always pros and cons when deciding whether to take advantage of and use an electronic candidate database or hire an experienced executive recruitment company like ALIGN.

Yes, these platforms can be cost-effective as you can control the amount of exposure your ad gets. Furthermore, they are fast, as you will receive an onslaught of applications to go through in real-time and hopefully find the right fit. They are also user friendly, making it easy to post a job and apply for a job, and you can reach a global audience, increasing your exposure. Finally, without a doubt, they expedite the hiring process.


The question is, at what cost, literally and figuratively?

The cost of running an ad on these databases can accumulate due to fees for membership, tracking, and analytics and the possibility that you may have to leave it running longer than expected to attract the right candidate. In addition, it can be challenging to know what is and isn’t working and how to optimize your ad to reach your target audience.

Companies with a strong corporate culture looking to fill C-level roles are better off working with an executive recruitment firm due to the informal nature of online job boards. Because it is so easy for people to apply for a position online, resulting in hundreds of applicants, the quality of your talent pool quickly dilutes. Let’s not forget the hours it takes to sort through the applications and communicate with the applicants, taking valuable time away from other important tasks.

The vast competition on these platforms can result in your job post getting lost in the stack, and you may have to cough up more money to get the exposure needed to get seen by the right audience.

Finally, there is the issue of trust. Competitors may even fake an application to get information about the company or someone working there. Spammers and malicious hackers are always a threat when too much information about your business is published online. But, again, it is the internet, and we all know that fraud is rampant online.

Communication is vital when it comes to the job hiring process. Working with a professional recruitment company like ALIGN eliminates the risk of misconstrued messages or wrong assumptions. We communicate with our clients and candidates directly, help understand your precise needs and set the stage for success by matching the right people and organizations.

Give us a call, and together, we will find your perfect match.

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WHY IS IT IMPORTANT FOR A CANDIDATE TO WORK EXCLUSIVELY WITH ONE RECRUITER?

WHY IS IT IMPORTANT FOR A CANDIDATE TO WORK EXCLUSIVELY WITH ONE RECRUITER?

Job hunting is tough! Landing a dream job is never as easy as you would like it to be.

Finding a job that is the right fit based on your qualifications, skills, and experience can take time. So, to give yourself the best chance at finding that perfect opportunity, working with one recruiter is the safest way to go. They will help you navigate through many factors, including your prospective employer’s reputation, salary, benefits, vacation, and flexibility.

Still, you might feel anxious about that and wonder, “What happens if I work with one recruiter only and they can’t find me the right job?” As a result, you may choose to register with multiple recruiting agencies to speed up the hiring process, thinking this is the most effective way to go.

The reality, however, is that signing up with more than one recruiter may not work in your favor and may end up costing you good opportunities.

Let’s examine why working exclusively with one reputable recruiter is more likely to land you an ideal job.

Your Exclusive Recruiter will be More Accountable to Place You

Recruiting is extremely competitive and recruiters by nature are highly competitive. To beat out the competition, some recruiters will rush through the process to quickly place candidates to earn a “finder’s fee” from their clients. Candidates, in turn, often send out resumes to numerous recruiters in the hopes of increasing their chances of landing a job. But when recruiters who are only interested in a quick process realize their efforts might not afford them a finders’ fee, their interest fizzles out fast. And they’re on to their next target.

The question you need to ask yourself is, “Am I getting good representation from all of these recruiters?” Unfortunately, the answer is probably not!

If you work with one recruiter or agency exclusively, they will devote more time to finding a suitable role for you with the best possible employer. This type of representation is more than just claiming the finder’s fee. It’s about accountability.

The Recruiter Can Promote You as the Best Candidate to its Clients

When you apply to a potential employer directly, your only selling point is your resume and a cover letter. Remember, you have only 7 seconds for your resume to grab the hiring manager’s attention!

Conversely, when a recruiter represents you exclusively, they first help you update your resume based on the job description, then they will notify the employer before submitting your resume, promoting you as the perfect fit. They will also highlight why you are the best candidate for the role.

Working exclusively with one recruiter may also help you learn about roles employers have not yet advertised.

Having established partnerships with well-known organizations, leading recruiters will often come to you about the potential roles beforehand and portray you as an ideal candidate. Of course, it all depends on which recruiter you choose to work with.

Employers will Show More Interest

No organization is willing to get into a bidding war over one candidate. It is unprofessional and a waste of time. If only one recruiter represents you, and potential employers have not yet seen your resume, it will be a genuine application, and they will show more interest in meeting you.

You Can Control Your Job Search Better

You may lose control over your job search by registering with multiple recruiters because they may (without your consent) send your resume to all organizations hiring for a similar role. This action can put a potential employer off. Additionally, multiple recruiters may also send your application to those organizations for which you may not want to work, creating distrust.

Finding the most suitable role with an ideal employer can make or break your career, which is why you need to take control of your job search.

Exclusivity: A True Differentiator

The bottom line is you are more likely to get your ideal role working exclusively with one recruiter. It is a win-win situation, as the recruiter works in both your and the employer’s best interest. Most important, it makes your job search easier and seamless.

If you are looking for a recruiter who will listen, care, and help you make the next career move successfully, then let’s talk.

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5 REASONS WHY COMPANIES SHOULD WORK WITH ONE RECRUITER EXCLUSIVELY

5 REASONS WHY COMPANIES SHOULD WORK WITH ONE RECRUITER EXCLUSIVELY

What comes to mind when you work with a recruitment agency or headhunter? Do you envision several recruiters competing to fill a position as fast as possible? While this may seem ideal from an expeditious point of view, the downside most certainly outweighs the benefits.

Why not consider working exclusively with one recruiter, who has your best interests in mind? This post lists five key benefits of hiring a specialist recruiter and working exclusively with them for your hiring needs.

1. Total Commitment

At the start, contingent or non-exclusive recruiters usually work at a frantic pace. However, since they have multiple projects, focusing on just one client is not financially viable. As a result, they will not prioritize filling your hiring needs because they compete with other recruitment agencies across various projects.

Conversely, an exclusive recruiter will fully commit to your project and deliver results as promised. Also, the recruiter will spend more time planning, screening, and interviewing candidates due to exclusivity. An exclusive recruiter understands that it is never a good idea to rush through the hiring process when seeking a qualified candidate.

2. Specialized Knowledge and Experience

One of the greatest benefits of working exclusively with a specialist or niche recruiter is their ‘USP,’ or Unique Selling Proposition, gained from years of accumulated knowledge in hiring ideal candidates for specific domains/sectors. As a result, this recruiter has a high benchmark and efficient methods to fill the intended position.

This skill is convenient when you urgently need to hire top talent or are working in a field that already has a shortage of qualified candidates.

Many positions with high-skill requirements remain in demand and are difficult to fill since the candidates are decentralized, and their job priorities have changed a lot.

In this scenario, an exclusive recruitment partner can spend adequate time and effort identifying and hiring suitable candidates despite the challenges.

3. Extensive Reach

Finding ideal candidates is not just about qualifications and skills but also cultural fit. With the help of a specialist recruiter, you can find candidates who will embrace your culture, resulting in job satisfaction, increased productivity, and retention.

Specialized recruitment agencies often spend 80-90 percent of their time developing a network of prospective candidates and hiring them even on short notice.

These recruiters can also reach out to passive candidates who would have never thought of working for your company and would not have responded to your job postings. The extended reach of your recruiter can tap these talent pools to fill a vacancy.

4. Efficient Candidate Screening

An exclusive recruitment agency spends significant time screening and interviewing potential candidates to ensure your organization gets only the ones with the right skills, experience, and traits.

The statistics above by Glassdoor show that a corporate job opening attracts 250 resumes on average. Going through that many resumes takes a lot of time and effort.

An exclusive hiring agency does that for you via various exhaustive screening processes. While an exclusive recruiter can quickly screen resumes as she seeks out qualified candidates for your openings, she will ultimately spend more than 15 hours with a candidate during the complete process.

At ALIGN, our process includes:

  1. Initial call after resume review completing a ‘CPS’ (Candidate Profile Sheet)
  2. Interview preps for both client and candidate
  3. Interview debriefs of both client and candidate
  4. Salary negotiations between client and candidate
  5. Maintenance calls after the placement to ensure a smooth and stable transition
5. Lowers Costs and Saves Time

Working with one recruiter can lower your costs by cutting down the hiring time. According to LinkedIn, the average time of hiring a candidate is 30 days. However, it can take longer in some cases.

The good news is, with an exclusive hiring partner on your side, the process will be less time-consuming and more cost-effective. In addition, most organizations report that filling vacant positions is one of their higher ongoing costs.

Working with one recruiting company in exclusivity saves you plenty of time, as it can significantly shorten the hiring process.

Closing Words

When you work with an exclusive recruitment company like ALIGN, we will check the market to identify the hard-to-reach candidates.

Whether your company functions in technology, healthcare, manufacturing, engineering, account and finance, or other sectors, we source top talent that other hiring agencies cannot find.

Contact us here, and let’s talk about it.

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FIRST DAY OF WORK SUCCESS CHECKLIST

FIRST DAY OF WORK SUCCESS CHECKLIST

“Go confidently in the direction of your dreams!” Henry David Thoreau

Starting a new job is both exciting and nerve-racking. It’s an entirely normal experience that most people share. But where do these new job nerves come from? And how can you calm your nerves before starting a new position? Here, we provide a helpful checklist to get organized for your new job.

On the first day of a new job, your primary goal is to prepare as much as possible. The best way to quiet your “new job nerves” is to speak to a trusted friend or family member about it. Explaining how you are feeling helps you identify and focus on positive things. And they may be able to give you some great insight into how to handle your first day without feeling nervous.

Additionally, you can make plans to meet a friend for dinner at your favourite restaurant after your first day at your new job to share how the day went. Looking forward to dinner will give you something positive to focus on and keep you motivated throughout your first day.

First Day of Work Success Checklist

What you need to focus on to perform at your best, beginning with the day before the big day.

BEFORE THE BIG DAY:

Identify Your Initial Objectives

  • Be ready to make a good first impression with everyone that you meet
  • Display confidence and style, dressed in appropriate attire
  • Prepare yourself both physically and mentally
  • Learn who some of the best resources are in the office
  • Be open-minded, flexible, adaptable, and curious

Prepare For Interactions

  • Search staff names online (on the company website and LinkedIn)
  • Create a personal pitch for introductions
  • Find common ground with coworkers (commute, current events, etc.)

Confirm You Are Onboarded and Ready to Go

  • Double-check with the HR Manager
  • Find out if you need to bring any documents with you

Practice Getting to Your New Job

  • Look up various routes
  • Practice taking the best route in advance of your first day

Make a List of Items You Should Take with You

  • Pack a simple lunch
  • Bring a full water bottle
  • Bring toiletries or other comforts
  • Have some cash, just in case

Dress the Part

  • Confirm the dress code beforehand with HR
  • Dress in layers until you know the office environment

Give Yourself a Pep Talk

  • Reinforce your accomplishments, skills, and strengths
  • Chat with a mentor to release nervous tension

Prepare the Night Before

  • Get in a good workout to tire out your body, or do something that relaxes you
  • Eat a meal that won’t cause you any problems
  • Review notes and/or company organization chart
  • Double-check the weather forecast
  • Get a good night’s sleep

THE FIRST DAY OF WORK:

Get a Head Start on Your Day

  • Wake up early
  • Eat a good breakfast
  • Gather your prepared bags with time to spare!

Introductions

  • Utilize your prepared pitch when meeting people
  • Don’t worry if you forget someone’s name; acknowledge it and move on
  • Be aware of your vocal tone and body language
  • Build rapport and relationships early

Working Through Your First Day

  • Listen and take notes
  • Ask questions when you don’t know something
  • Remember, this is the first day of a brand-new opportunity, so it’s your opportunity to shine!

Despite some nerves on the first day of a new job, you should be both excited and proud of yourself. Being chosen for this unique opportunity is an achievement: celebrate it!

At ALIGN, we are committed to our candidates’ successes and ask you to check in with us and keep us posted about every positive and even slightly negative thing (if there is any). We want to be helpful and supportive during this transition.

We are your greatest cheerleaders!

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CANDIDATE SHELF LIFE – WHY CLIENTS SHOULD MOVE FAST TO GET THEM THROUGH THE INTERVIEWING PROCESS

CANDIDATE SHELF LIFE – WHY CLIENTS SHOULD MOVE FAST TO GET THEM THROUGH THE INTERVIEWING PROCESS

In the current, post-pandemic economic environment, a candidate’s shelf life increasingly shrinks as the demand for skilled and self-managed professionals increases.

Some companies get caught up in a “Purple Squirrel” mindset, thinking there is always a better candidate out there that will match their wish list. Unfortunately, potentially qualified applicants are gone by the time they finish their old-school, and unnecessarily slow hiring process. By moving fast through the recruitment process, organizations can beat the rush and hire the best candidates while they’re still “on the shelf.”

What is a Candidate’s Shelf Life and Why it is Important?

If the first interaction between an applicant and the organization is successful, the applicant will typically be interested and excited about the job opportunity. Sadly, some organizations can take up to 4 to 6 weeks to close hiring. By hesitating, the candidate’s interest in the job fades away.

In this competitive market, giving candidates the option of looking around for more opportunities is a certain way to lose them.

Companies often compile detailed lists of qualifications that ideal candidates will have. But finding that perfect person is like finding a unicorn

The Best Talent will NOT Wait for a Slow Hiring Process

Hiring is a meticulous process of reducing options before selecting suitable candidates. The situation for potential employees in the current labor market is similar.

Applicants will continue to be interested in opportunities until they believe there is something better. Therefore, the more qualified the candidate, the higher the demand for his/her services, the more options they will have, and the sooner they will receive attractive offers.

Companies may not be able to do anything about a candidate who receives an offer from another company that is too good to turn down. However, they can successfully capture the best candidates by making attractive offers before other companies do.

The Benefits of Hiring Faster

Save Cost and Time
Spend less time interviewing candidates on a busy workday. Holding a vacancy open for too long can amount to huge losses when you factor in hiring and marketing costs.

Attract the Best Talent
Decisiveness will keep you ahead of others, and applicants will appreciate your consideration for valuing their time and your positive approach toward hiring.

Make it Possible to Achieve Company Goals Faster
The sooner a company hires suitable candidates, the quicker they will start working to help the company achieve its goals.

Set a Timeline for Hiring
Think strategically and plan when you have a position to fill. Knowing your budget, your interview process, and reward packages in advance can save time. Reach out to the hiring manager, get budget approval, write job descriptions, schedule interviews, etc. A newly hired candidate will be able to assist you in future projects, so keep in mind your deadline and select someone who can start immediately.

Reduce the Number of Interviews
Consider scheduling a group interview to make the hiring process faster. If a hiring decision requires several individuals, schedule multiple interviews on the same day. If managers are not available, set up a video interview.

Reduce Time Taken for Background Verification
Once you find a suitable candidate, make an offer on the condition of obtaining a favorable background check and drug test result.

Create a Positive Hiring Experience for Candidates
A LinkedIn study show that more than 75 percent of applicants research a company’s reputation before applying for a job. It is important to keep in mind that job seekers can anonymously give feedback on companies’ hiring practices on sites like Glassdoor. A negative experience can warn future applicants of toxic workplaces.

Partner with a Hiring Firm that Means Business
When looking for the best talent, working with an expert hiring firm like ALIGN can make the difference by helping companies secure talent, select and screen candidates, and negotiate salaries. At ALIGN, we take most of the workload off our clients, leaving them to simply interview the candidates and select the ones that are likely to be the best match.

We optimize the hiring process by becoming your strategic advisor, providing valuable tips on current compensation trends and interviewing strategies.

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ACTIVE VS. PASSIVE CANDIDATES : THE VALUE OF PASSIVE CANDIDATES – HOW THE INTERVIEW PROCESS SHOULD BE DIFFERENT

ACTIVE VS. PASSIVE CANDIDATES : THE VALUE OF PASSIVE CANDIDATES – HOW THE INTERVIEW PROCESS SHOULD BE DIFFERENT

In any job market, hiring managers’ ideal candidates are usually active job seekers. Surprisingly, passive candidates often prove to be game changers.

A great example of hiring a passive candidate happened when Steve Jobs persuaded the CEO of Pepsi, John Sculley, to join Apple in 1983. 

He famously convinced Sculley by saying, Do you want to sell sugar water for the rest of your life, or do you want to come with me to change the world?”

 Jobs knew that his perfect candidate, who was doing well as the CEO of Pepsi, was not actively looking for a change. So, he sold Sculley a dream and an opportunity to “change the world,” convincing him to leave his secure job and venture into unchartered territory.

THE DIFFERENCES BETWEEN ACTIVE AND PASSIVE CANDIDATES

Active Candidates

Active candidates may be working or unemployed. Nearly 25% of employed candidates fall into the Active category, and recruiters often fill their clients’ positions by posting jobs and hiring from this group.

While there are many reasons Active Candidates seek new opportunities—concern over the stability of their current employer; they’re ready to take on more responsibility; their employer is outsourcing their position; or their employer is going out of business—Active Candidates may not always be the best choice. Here are some reasons why:

  • Generally, they are not top performers
  • Often, they are afraid of being let go from their current employer
  • They may not have demonstrated loyalty in their career tenure
  • They tend to interview with multiple employers

Passive Candidates

Passive candidates are generally employed and are not presently seeking new opportunities. This group of people accounts for 75% of the workforce.

The advantage of finding Passive Candidates is that, since they are not active job seekers, they are probably not in the process of going through interviews with any other employer. Although passive, many are still willing to talk about a new opportunity. So, to find these people, proactive sourcing is the best strategy for recruiters. 

And just like Steve Jobs did, the recruiter needs to give Passive Candidates some compelling reasons as to why and how a new opportunity would benefit them. But keep in mind:

  • Their shelf life is about one to two weeks from once interest is generated, so time is of the essence regarding the interviewing and hiring process
  • During the interviewing process, we must sell the candidate on the opportunity

Why Recruiters Value Passive Candidates

  • They are typically happy. In most cases, passive candidates are satisfied in their current roles, which makes them successful and reflects on other employees.
  • They are valuable assets. Since passive candidates are gainfully employed and recruiters go out of their way to find them, it shows their value. 
  • They speak their mind. Passive candidates are often straightforward and honest.
  • They remain with an organization longer. According to HR Magazine, passive candidates are 25% more likely to remain with an organization.

How Should the Interview Process of Passive Candidates be Different?

Since passive candidates are being wooed to change jobs, typical interview models may drive them away. Here are some tips for interviewing them:

  • Identify how passive candidates are unique. Before initiating the hiring process, recruiters should identify why they are special. Because they must leave their current, settled position, the new job offer should be inherently more attractive for them to accept it.
  • Set different expectations during the interview. Interview methodology needs to be markedly different from a standard interview as the candidate is already qualified for the job.
  • Give a compelling value proposition to make them think. When targeting passive candidates, recruiters need to make the process as easy and attractive as possible as they are not as motivated to make a move. A compelling value proposition and flexibility with the time frame and expectations during the hiring process are motivating.

 A Recruitment Firm Can Help You Hire Passive Candidates

A safe bet for hiring passive candidates is partnering with a specialized recruitment firm like ALIGN. 

Our experience working with passive candidates through our vast networks enables us to support hiring managers with qualified candidates who are not actively looking for jobs but have asked us to let them know if an attractive opportunity comes along.

At ALIGN, we are always ready to match you with your perfect candidate. Give us a call!

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WHEN A PLACEMENT GOES WRONG, WHO IS RESPONSIBLE? THE CANDIDATE, THE CLIENT, OR THE RECRUITER?

WHEN A PLACEMENT GOES WRONG, WHO IS RESPONSIBLE? THE CANDIDATE, THE CLIENT, OR THE RECRUITER?

Hiring a candidate is a long and meticulous process. Most companies will utilize both internal talent acquisition specialists as well as third-party recruitment agencies in the selection process.

According to Harvard Business Review, most candidates in recent years who moved to a new job were not actually looking for one. Someone found them, facilitated the interviewing process, and then got them hired.

A study by Leadership IQ shows that only 19 percent of newly-hired candidates are considered fully successful. So, when hiring goes wrong, who is responsible? The candidate, the client, or the recruiter?

WHAT HAPPENS WHEN HIRING GOES WRONG?

Before assigning blame, let us examine some key findings from the Leadership IQ study:

  • 46 percent of newly hired candidates fail within 18 months.
  • 89 percent of recruitment failures are attributed to attitude, whereas technical skills are the reason for 11 percent of hiring failures.
  • 82 percent of hiring managers saw the apparent signs of a potential hiring failure.
  • 56 percent of HR executives stated that at most, only half of their existing employees have the right attitudes.
  • Only about 26 percent of companies frequently collect feedback from new hires about their recruitment process.

It is clear from the above statistics that hiring managers often see signs that hiring may go wrong. However, they still go ahead and hire because of the constant pressure from their companies to complete the hiring process quickly.

After hiring, candidates go through the basic training process in the client’s organization and start working. However, third-party recruiters do not have any control over what happens there. For example, suppose the candidate’s performance falls short of expectations. In that case, it is the client’s responsibility to help enhance skills to retain that person.

Unfortunately, if hiring goes wrong, the client may be inclined to blame a third-party recruiter for providing a perceived below par or non-performing candidate.

So, the root cause of bad hires varies from case to case. At times, the client may not have communicated to recruiters the criteria for suitable candidates. Or perhaps the recruiter did not completely understand the client’s requirements and as a result, chose the wrong candidate.

Regardless, a third-party recruiter is usually at the receiving end of blame. Therefore, the client should be explicitly clear about expectations for a candidate’s skillset, as this will eventually determine the success or failure of the candidate. The recruiter absolutely plays a crucial role in this process as a partner of the hiring/HR manager. The recruiter must make sure to review the job description in detail with the hiring/HR manager, so that the recruiter will be able to communicate that information effectively to the candidate.

WHERE THE HIRING PROBLEM BEGINS

Hiring issues primarily stem from one of the following two reasons:

1. Companies fill job openings more often by hiring external candidates than through internal job postings. When companies hire seasoned applicants from the outside, they do not always have to train and develop those employees.

These days, employers typically find experienced candidates outside of the organization. Indeed, only 28 percent of modern-day talent acquisition leaders report that internal candidates are crucial to filling vacancies.

Fewer internal promotions mean hiring efforts of companies are no longer limited to entry-level jobs and/or new graduates. Now, organizations are more inclined to hire candidates already working in a similar role somewhere else. These candidates do not necessarily need training and are apt to start contributing right away. Still, they are much harder to find.

2. Retaining candidates has become more difficult. Companies often hire regularly due to faster employee churn out. Census and the U.S. Bureau of Labor Statistics report show that 95 percent of hiring fills existing positions. Most of these vacancies are due to voluntary turnover.

The bottom line is that to fill these vacancies, companies must augment their own searches by hiring recruitment agencies to find skilled and qualified candidates quickly. Sadly, it often triggers a mad rush that can result in hiring mistakes.

AFTER A WRONG HIRE HAPPENS, WHAT CAN BE DONE OTHER THAN THE BLAME-GAME?

When a bad hire occurs, a company may face the dilemma of sticking with the underperforming employee or blaming the third-party recruiter for providing an inefficient candidate.

Blaming the recruiter will not solve the problem. The recruiter may have done everything right; choosing the candidate based on the required qualifications the client requested. However, even after meeting all the requirements, it is still impossible for the recruiter to know how things will eventually turn out.

By communicating concerns and seeking the employee’s input, the client may identify workable alternatives. Or they can at least figure out the gravity of the situation. Then, it is possible to fix the matter with focused feedback or realignment of the employee.

WRAPPING IT UP

Improper hiring is preventable. It is incumbent upon hiring managers to provide detailed and clear job descriptions with specific (and non-negotiable) qualifications, as well as a glimpse into the culture of the company. Hiring managers and third-party recruiters should convene before the search begins to go over the requirements needed and the culture within. Conversely, candidates need to be coachable, motivated, possess a good attitude, as well as emotional intelligence. Third-party recruiters will then be more prepared to convey this information to their candidates. They’ll more easily be able to weed out the ones not qualified and find the most suitable candidate, leading to hiring success.

It is the responsibility of the recruiter to find the candidate, as it is the responsibility of both the client and the recruiter to qualify the candidate. Ultimately, it is up to the client to “keep” the candidate.

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WHAT IS THE MOST IMPORTANT CONSIDERATION WHEN SEEKING A NEW JOB?

WHAT IS THE MOST IMPORTANT CONSIDERATION WHEN SEEKING A NEW JOB?

“Never continue in a job you don’t enjoy. If you’re happy with what you’re doing, you’ll like yourself, and you’ll have inner peace. And if you have that, along with physical health, you’ll have more success than you could possibly have imagined” – Roger Caras

What do you consider when looking for a job, other than the obvious paycheck and security? While there is no standard answer, some of the more important factors that job seekers consider are company culture and values that align with their own personalities and principles.

Let’s examine a few significant factors.

COMPANY HISTORY

While the future is unpredictable—and the repercussions of the pandemic continue to affect us—examining a company’s history affords a glance into the value system and culture that exist within an organization. By researching a company—through press releases, websites, and social media accounts—you can make an educated guess as to what the future may hold for you when you join a company.

Things you can look for are:

– How long has the organization been in business?
– Is the company expanding or downsizing?
– Are they seeking to acquire another company or are they being bought by another entity?
– How do they compare to their competitors in their industry?
– Are there any signs of financial or legal troubles?

If you are looking for job security, moving to a company that is expanding is ideal. On the other hand, if you seek a change in environment or cutting-edge technology, a startup may be better suited to your needs.

WORKING HOURS

It is important and a good starting point to find out about a company’s working hours. (I’ve heard Amazon engineers complain about 14-hour days!) As a job seeker, you should find out the expected or “normal” working hours and their policy for overtime. Also, it is helpful to investigate PTO and holidays as well as if you’d be required to be “on-call” outside of regular work hours.

The hours you work link directly to your work-life balance and your physical and mental health, so exploring these questions helps bridge the expectation-reality gap.

FUTURE PROSPECTS

Growth opportunities are significant factors that often sit in the back of the minds of job seekers. So, in-depth questions about growth opportunities will help you assess the kind of future awaiting you with a prospective employer.

Still, growth goes beyond the traditional trajectory of promotions to more senior roles. An intelligent move is to ask about horizontal opportunities or lateral growth prospects. Determine whether you can shift to a different area within the company, and with time and training, develop the necessary skills and abilities required for those jobs.

Another approach is to find out from current employees about the growth graph. Studying their social media profiles, you will see how long they have worked at the company, which will clarify growth opportunities and instil a sense of positivity. It is this optimistic viewpoint that pushes almost 38 percent of candidates to accept job offers.

You can also look for suggestions and feedback on online portals such as Glassdoor, LinkedIn, and other social media platforms. About 51 percent of candidates share their experiences on these platforms. So, keep an eye out!

SALARY AND BENEFITS

Salary remains a driving force when making career decisions. However, remember that a compensation package includes benefits such as health insurance, vacation and sick-day policies, as well as a retirement savings plan. Some companies offer bonus plans, too. So, it is vital to ask about benefits and incentives when seeking a new job to put you in a better position when planning for your future.

TECHNOLOGY

The ongoing pandemic has forced employers to shift from physical working spaces to virtual ones. With remote work becoming an integral part of our lives, it is crucial to keep up with technology and the latest tools. When seeking a new job, find out if the company provides any devices for home use. Understanding software, hardware, and operating systems allow you to assess how the company deals with and values technology.

WRAPPING IT UP

Knowing what to look for in a prospective employer enables you to make a change with a fresh pair of eyes.

At ALIGN, we are here to help you make that shift as smooth as possible. So, reach out to one of our experienced consultants, and help us help you land that dream job.

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EXPECTATIONS OF CANDIDATES DURING THE RECRUITING PROCESS

EXPECTATIONS OF CANDIDATES DURING THE RECRUITING PROCESS

Companies often hire third-party recruiters to assist them are searching for suitable candidates. They will clearly define their expectations in terms of candidates’ qualifications, experience, and skills. But, what about the expectations of candidates when it comes to working with a recruiter?

LinkedIn surveyed more than 20,000 professionals from different parts of the world to find what candidates expect and how they search for a job.

Here are some expectations candidates have when working with a recruiter:

Candidates expect to hear from the recruiter.

Candidates need an open line of communication with their recruiter. Not hearing back from their recruiter will create negative feelings and the possibility of losing a good opportunity. Therefore, it is essential for them to feel appreciated.

According to the LinkedIn survey, 90 percent of those candidates were open to new job opportunities. In addition, nearly 63 percent of the candidates felt great when recruiters reached out to them.

Candidates need feedback on the status of their applications, even if they get rejected.

Candidates expect detailed information on jobs the first time a recruiter reaches out to them.

The same LinkedIn survey data showed that candidates expect to have detailed information about a job and the company. Again, job and salary details top the list of candidates’ expectations.

Candidates want a brief and efficient interview.

Generally, it takes 2-3 months for candidates to transition from the application process to the hiring stage. During that period, they can face up to three interviews on average, and they are okay with that number.

Long application processes can be discouraging to candidates, so if a recruiter can speed up the process by setting up a panel interview or conducting multiple interviews in a day, the candidate will be appreciative. Scheduling video interviews is also an effective way to evaluate candidates during the initial screening.

Candidates expect a positive experience during the recruitment process.

A poor candidate experience due to a recruiter not responding to applicants or having a lengthy recruitment process causes many candidates to shun a recruitment agency and sour to recruiters overall.

On the other hand, having a positive experience makes nearly 38 percent of candidates accept a job offer. Not only that, 51 percent of candidates share their positive experiences online on Glassdoor, LinkedIn, and social media platforms.

Candidates want to know immediately about salary and compensation.

There is no doubt that money talks. Often, salary drives candidates’ career decisions. Most people think they will be in a better financial and social position with more income.

Candidates expect to know about their compensation package and bonuses, allowances, and any other benefits when they begin to move through the recruitment process. So, setting a clear expectation early in the process is good for both candidates and recruiters.

Candidates expect fair treatment.

Nobody wants to be treated unfairly or be taken for granted, and job applicants are no exception. Unfortunately, unfair treatment may also mean making candidates wait for long periods of time even when they arrived at the interview venue on time. Wasting candidates’ time can be a significant turn-off for them, as they lose interest in the job even before participating in the interview.

An interview should ideally be a two-way communication that will promote the exchange of information and ideas. Also, recruiters should stick to their interview schedules. If there are any changes, they should immediately update the candidates.

Candidates want to witness an employer’s work culture.

Initial candidate screening typically happens at the recruiter’s office, where candidates have no clue about the employer’s work environment. A tour of the prospective employer’s office can give candidates a glimpse into the employer’s culture during the recruitment process. Unfortunately, the pandemic compelled many employers to forgo onsite final interviews in favor of virtual, video interviews like Zoom and Teams. On a positive note, this practice seems to be waning.

Our team at ALIGN is committed to fulfilling all our candidates’ expectations and assisting them in finding their dream job. Call us to chat about finding your dream job.

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