THE REAL REASON PEOPLE QUIT
THE BEST RECRUITER IS YOU Now let’s talk about how you’re attempting to find those new superstars you need in the organization. If you can’t find good people, I believe that’s on you. Companies are finding good people, and some organizations aren’t even complaining about the war on talent.
That’s because they’re winning.
Those companies are doing things differently, though.
Firstly, they invest internally in high-quality recruiters to draw the candidates to the doorstep. Are you? Or are you depending on the same old HR tactics to find your next gem? A better option might be using partners who make their living finding and convincing people it’s time for a change – and that change is finding employment at your company. Secondly, the companies getting people through the front door are acting fast and not dragging their feet to move candidates through the hiring funnel. I’ve heard it before, ‘Well, we have a process for doing things, and we have to follow our process.’ That’s all fine and dandy if you’re getting the people you need! If not, your process probably sucks, and you should change it. Whoever acts quickest will get the best talent, and that’s a fact. For the sake of argument, though, let’s just say you act fast, not irresponsibly or knee-jerk, but the person doesn’t work out because they misrepresented themselves.
As their potential boss, you have to be the closer. Be prepared with the answer as to why working for you will be the best decision they ever made; otherwise, you will be the candidate looking for your next job. When Concord used to sell staff augmentation back in the early 2000s, I would tell our hiring managers, ‘Hey, I can bring you good talent, but you have to close them – the reality is they will be working for you.’ Those who listened landed the best talent to help them get their projects to the finish line. Anyway, I just wanted to provide a dose of honesty. I hope this gets you thinking about how you can win the war on talent. It ain’t rocket science. Good luck with your strategies for retention and attracting new employees. The good news is you don’t have to go very far – you already hold the answer!
Then fire them.
Paralysis by analysis will leave you in the dust, especially in the technology industry. It’s still important to measure twice and cut once when bringing in people who can help move the needle. But, geez, let’s not stand on the dock and watch all the cool boats go by because you’re afraid they might run you into an iceberg. Lastly, the best recruiter in the entire chain of getting the right butt in the right seat is you, the person who will lead them. The recruiter can be the best in the business, and your company can have the best benefits and the most incredible culture, but that stuff is just the icing on the cake. If they are going to work for you, they have to feel like you are someone worth working for, or they simply won’t hang their shingle in your shop.
ABOUT CONCORD Concord is a technology consulting firm. We solve the most challenging problems industry-leading companies face today through data modernization, cloud migration, digital transformation, and product engineering. In a nutshell, we get sh*t done.
22 | The Real Reason People Quit
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