Tuesday, October 18, 2005
Candidates As Hunters
So how would we select for the capacity to engage on the job? One way is to simply recognize it. (Another way - testing for it - will be covered in the future).
Over the years I've been intrigued by a small number of candidates who demonstrate the same trait; they know what they're looking for. On first contact I would go into the pitch, only to learn the candidate isn’t interested. Despite my perception that there may be a match, they have a few specific questions, the answers to which determine whether we move forward or not. They aren't interested in a sales pitch. What they are focused on is specific and related to their needs. It may be relationship selling versus new business sales, or a position that leads to an international role. In every case, these candidates are quite clear on where they are going. They may be flattered by my interest, but they are screening me and pursuing their goals. Ironically, we use the term 'jobhunter' for our prey, but we all know who is hunting whom. When we meet one who has turned the tables they are always more interesting than the rest of the sheep. Certainly there are control issues here, but it is the clarity of purpose and focused pursuit that makes these people attractive candidates.
So, what if all candidates were like this? What if all candidates did some self analysis, defined their aspirations, and sought employment based on them? We assume they do, but we're wrong. Most people look for employment based on income needs and what their skills might qualify them to do. Add geographic restrictions, a couple of company names and a title or two and you have the average job search. But candidates who really think about what they want and go look for it are few and far between. These people have truly engaged in their job hunt at a more personal level. And to recruiters, they really stand out. We might admit that we always want what we can’t have, but the truth is we are drawn to these candidates because of their focus. What makes these hunters attractive is the level of engagement in their job search. It is important enough to think about and really work toward specific goals. This is precisely what we seek in employees – the ability to get really involved in the task at hand. The trouble is once candidates have done so it's hard to tempt them with (our) positions that don't fit their objectives. The candidate who actually hunting is demonstrating their capacity for engagement. This is what we want most. Once the trait (and its desirability) is recognized, we need to consider ways to select for it.
Over the years I've been intrigued by a small number of candidates who demonstrate the same trait; they know what they're looking for. On first contact I would go into the pitch, only to learn the candidate isn’t interested. Despite my perception that there may be a match, they have a few specific questions, the answers to which determine whether we move forward or not. They aren't interested in a sales pitch. What they are focused on is specific and related to their needs. It may be relationship selling versus new business sales, or a position that leads to an international role. In every case, these candidates are quite clear on where they are going. They may be flattered by my interest, but they are screening me and pursuing their goals. Ironically, we use the term 'jobhunter' for our prey, but we all know who is hunting whom. When we meet one who has turned the tables they are always more interesting than the rest of the sheep. Certainly there are control issues here, but it is the clarity of purpose and focused pursuit that makes these people attractive candidates.
So, what if all candidates were like this? What if all candidates did some self analysis, defined their aspirations, and sought employment based on them? We assume they do, but we're wrong. Most people look for employment based on income needs and what their skills might qualify them to do. Add geographic restrictions, a couple of company names and a title or two and you have the average job search. But candidates who really think about what they want and go look for it are few and far between. These people have truly engaged in their job hunt at a more personal level. And to recruiters, they really stand out. We might admit that we always want what we can’t have, but the truth is we are drawn to these candidates because of their focus. What makes these hunters attractive is the level of engagement in their job search. It is important enough to think about and really work toward specific goals. This is precisely what we seek in employees – the ability to get really involved in the task at hand. The trouble is once candidates have done so it's hard to tempt them with (our) positions that don't fit their objectives. The candidate who actually hunting is demonstrating their capacity for engagement. This is what we want most. Once the trait (and its desirability) is recognized, we need to consider ways to select for it.
