Companies are building their competitive edge by promoting their employment brand and using their engagement programs and retention strategies as recruiting tools to top talent! Without question — recruiters and HR leaders know that “fit” is a critical factor to individual and company success.
Actually Chris Forman founder of StartWire and former CEO of AIRS (now an ADP Company) mentioned that he believes “one of the most influential factors in Quality of Hire and Cost per Hire is employment branding!”
So too job seekers are looking for the right fit — how companies and jobs align with their personal work/life styles and priorities is critical. It’s not enough to work at a job where only skills and location match. Job seekers are
looking for their own “Good Job”…and taking responsibility for their own happiness and success.
Unhappily employed employees too are beginning to shop for their next job know and they don’t want any job…they want a job that “fits”.
Here is a great article by Rayanne Thorne from Broadbean (her second article run in The Huffington Post). Rayanne gives a short list of questions that both recruiters and job seekers should discuss before offer and hire.
Let’s take question # 5 to the next step.
Gone are the days that the job seeker should not ask about vacation, compensation, benefits, schedule flexibility.
Today talented individuals are also asking about the organization’s carbon footprint, investment in sustainability, manager’s reaction to and company policies about family and personal “urgencies”, corporate and social responsibility as well as the company’s philanthropic investments.
Whether the authentic and honest answers are uncovered by the job seeker or the recruiter – they are important!
And authenticity is more important than answering with what you think the other person wants to hear!