When I become disenchanted (before disenfranchised but after focus has faded), I’ll often start drumming through the help wanted ads online. Monster. HotJobs. Indeed. Craigslist. This surfing is done in lieu of completing the management reports that no one reads, or instead of documenting my daily processes so that my replacement can onboard more quickly. Or instead of lending a hand to the other cubies that are neck deep in one-off management requests.
My interests have turned away. Maybe not indefinitely, but certainly at this particular moment in time. You (Employer) do not have my attention.
The funny thing is, I don’t want another JOB. I want to be engaged. I want to be challenged to deliver results. I want to think that the company was really hoping I would apply, and not the multitude of candidates that have slogged in that same rut at some point in the past. I want to think that I bring something different to the table than just anyone that could have sat in that chair after a few rounds of “where have you been” and “what have you done”.
But I’m wondering: by posting jobs on boards, are companies already telegraphing me that they simply want to hire someone to fill the seat? That they are simply looking to put a name on the org chart? That they have no better hiring options that going out to the masses at large and running a blind solicitation for anyone that thinks their resume can clear the HR filters (human or otherwise)?
I wish companies would begin soliciting for the results they need, and not the shoe size of the guy that last held the role. If the crappy results you got from the last guy that was sleeping at his desk were worth $40k, I’ll sign up to deliver that same product in 2 work days a month – I just don’t want to sit onsite all month long. Or go to the meetings about work that isn’t getting done because people are sleeping at their desks (or in conference rooms on other floors).
Which brings me to: if you have job openings, put finder fees on the roles and tell your staff. Get them engaged in finding the right people to grow your business – these will likely be good people that are already engaged elsewhere.
- They may not be the textbook solution for the work, but have delivered comparable results in the past.
- They will likely ask you hard questions, about your culture, your future, and their opportunity in the company beyond this initial job opening.
- They will expect more of you. And you should be prepared to ask more of them.
For employers – Try to remember that, when you get that flood of resumes, they were likely crafted at work somewhere else. If you are only offering a job, don’t expect too much of your candidates that come in blind.
For individuals – BUILD OUT YOUR NETWORK. You don’t want to be a blind candidate pulled meaninglessly out of a stack of resumes, where it looks like a whole host of folks could do an equal job. Try to always begin your conversations about a new role with at least one advocate (ideally, fan) on the inside to sing your praises.
If you’ve not done it yet, hit LinkedIn, and start connecting. Today’s peers are tomorrow’s door-openers (and I mean that in a good way).
Fine. Since you’ve sniped one from my drafts folder, I’ll just post a comment.
Here’s the thing: defining the seat on the bus is the wrong perspective. Step back. Take a look at the problems.
You may think you know the answer to the problem (i.e., the job title that would solve the problem), but you have to admit that you might not.
Maybe it would be better if you just outlined the problem? And let the chips fall into place.
Maybe your solution would wind up costing the company $120K a year, when another better solution to the problem might only cost the company $30k.
Define the problem. Not the person. If anything, it would make your want ads more interesting to read.
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