We’re all ants. Alone we’re crushed under foot and fear the magnifying glass. Our daily grind is borne from lack of belief that there’s another way. There is a way out. A colony of ants can repel much larger predators – just ask anyone who’s stepped on a fire ant hill. You may ask #WTF does this have to do with hiring, careers or job satisfaction? Please read on and I’ll explain.
The projectSHERPA https://twitter.com/SherpaProject team started our journey to #HackHiring and to be a Sherpa to companies and people seeking their equal and opposite. We want to be the best job search resource for candidates and in serving candidates, we believe companies will come to engage. The market has been constrained to think, as hiring managers, that we need to hire someone who has been there and done that. As candidates we fear (some more than others) applying for jobs where we don’t fit the litany of bullets points on a job description. This has led to inertia, myopia and fear, leaving no room for aspiration and elevation. There is a negative feedback loop where companies recruit the wrong talent, by giving people little room for upward mobility, and people work in jobs that often leave little room for growth.
We at projectSHERPA ask you to stand with us and to take part in a movement that will lead to increased output through greater career satisfaction and proper alignment of aspirations, for both companies and people.
You stand a much better chance of retaining your stars when they feel connected to the mission and were given opportunities to grow into the role. They will only leave for a truly better opportunity vs incrementally more happiness (and/or money). This requires more planning and foresight and also adhering to what I co-opted from Glengarry Glen Ross, Always Be Recruiting #ABR – mentioned in a previous post here – https://www.linkedin.com/pulse/article/20140703014847-11022435-hire-the-right-tech-talent-for-you-and-not-someone-else
Hiring teams should learn something from #LeanProduct development by identifying what matters and think of hiring like building a product. Simplify and make it a positive process. I’ve seen companies that look for reasons to eliminate people instead of committing to what they need to hire someone. What you’re often left with is the candidate that has the least amount of weakness vs. the person that could be great.
Only when the trajectories of companies share enough overlap with a candidate’s vision for their career, can we guarantee less turnover and more career satisfaction. Let’s start a brand new colony. We’re taking the first step by launching a new product that will make it easier to build a community and process incentivizing shared goals. Contact projectSHERPA to learn more.