How to Lead in a Crisis — Lessons Inspired by Lyndon B. Johnson

Imagine for a moment that you’re Lyndon B. Johnson, 37th vice president of the United States. For just over two years, you’ve had little power and little to do. Then suddenly President John F. Kennedy is killed, and you become president, with all of the mammoth responsibilities that entails. What would you do? Thanks to American journalist and award-winning author Robert Caro, we have a pretty good idea of what LBJ did, and how he did it. In his new book, The Passage of Power: The Years of Lyndon Johnson, Caro demonstrates in meticulously researched detail how Johnson marshaled the powers of the presidency after Kennedy’s assassination.

So what can you learn about how to navigate your company through a crisis from LBJ, via Robert Caro?

1. Give the Impression of Stability

When things start to go wrong, between the media pontificating and your employees gossiping, there will be a lot of speculation as to what will happen next. If steps aren’t taken immediately to rectify the situation, that speculation can come true. Though the entire country was in shock over Kennedy’s assassination, and conspiracy rumors were flying within hours, the government went into action right away, letting the American public know that they had everything under control. Think about the image of Johnson taking oath on board Air Force One. He was appropriately serious, dressed in a dark suit, surrounded by other men in suits–showing the American public what they needed to see. Then Johnson made an incredibly smart move: he decided to work his hardest to keep Kennedy’s staff and cabinet members in place. The former VP and Kennedy’s people had had their differences, but Johnson went to each one and asked him to stay on. He knew he had to keep the country running as smoothly as possible. If you have great people in your organization, keep them on your team and on your side, even if they don’t always think like you.

2. Take Advantage of the Situation to Make Plans for the Future

There’s nothing like a crisis to bring out the best in your top people–and to rally them together for a common cause. Although at the time of crisis, multiple decisions may need to be made quickly, you’ll also want to identify a team of leaders who can look ahead to next steps so the company is better prepared for a crisis in the future. On the night after the assassination, Johnson convened three of his aides to his home and the men talked for hours about what needed to be done–basically planning the agenda for the rest of his presidency. Johnson could see that Kennedy’s legislative agenda had been stalled for months, so he and his advisors created strategies for moving forward.

3. Balance Planning with a Strategic and Decisive Leader

On the other hand, when you have too many leaders on board, it can be hard to come to a consensus and make decisions. And when there’s a lot at stake, decisions must be made quickly. So you’ll want to make sure you bring strategic, decisive leaders into your organization, which is why it’s important to have leaders who are both strategic and decisive in your organization. Who are the key leaders within your company? Does your president or CEO have a solid support system or advisers they can turn to in times of crisis? Having been in politics for 15 years, Johnson knew who he could trust and who would work with him to accomplish his goals. Yet he didn’t hesitate, even when he was alone. Caro relates that when Kennedy’s acting press secretary, Malcolm Kilduff, walked up to Johnson in the Dallas hospital and called him ‘Mr. President’ for the first time, Johnson started making decisions with great precision.

4. Take a Bird’s Eye View of the Crisis

Once something has happened, it’s already in the past. And you can’t change it. You need to move on. Although usually it takes time to develop clarity about a situation and learn from it when looking back, it’s important to have a level of detachment at the time, so your business can continue. Looking one more time at President Johnson, even Caro’s research doesn’t tell us exactly how LBJ felt personally about Kennedy’s death. But it’s entirely possible that Johnson’s two years of political and professional detachment from Kennedy may have made it easier to handle the crisis.

In his book, Caro quotes Johnson’s words about those days:

“Everything was in chaos. We were all spinning around and around, trying to come to grips with what had happened, but the more we tried to understand it, the more confused we got. We were like a bunch of cattle caught in the swamp. There is but one way to get the cattle out of the swamps. And that is for the man on the horse to take the lead, to assume command, to provide direction. I was that man.”

Hiring Lessons from Vince Lombardi

By Dan Monarko

Vince Lombardi is widely considered the best football coach of all time, and ultimately may be the greatest coach in the history of all sports. He is widely accredited for his success because of his ability to inspire and motivate players; however, that is only part of the story.

Lombardi was a truly great entrepreneurial leader. He was successful because of his ability to find players that had the passion and desire to win, which inevitably made his job easier. How can today’s entrepreneurs leverage the teachings of Vince Lombardi to identify talent that will drive the company to success?

Teamwork

“The achievements of an organization are the results of the combined effort of each individual.”

It’s not just about hiring brilliant people–it’s about building a brilliant team. Hire applicants that show a desire to be a part of something truly special–to do their best work for the team–not just collect a paycheck. Coach Lombardi put teamwork first (which is why we did, too). As probably the most famous football coach of all time, it seems to have worked.

Tip: Pay attention to folks who are used to working as a part of high-performance teams. Veterans, college athletes, and people who donate their time to good causes are all experts at thinking about what it takes to make the organization succeed.

Commitment

“Individual commitment to a group effort–that is what makes a team work, a company work, a society work, a civilization work.”

Hiring someone who is short on commitment can be a tremendous weight to carry around. But it goes beyond looking for dedication to your mission. You have to create an environment that encourages, facilitates, and rewards real commitment.

Build commitment into your culture with small prizes and rewards for people who go above and beyond on special projects. Let your team know you’ll take great care of them if they help you achieve success.

You’re very much in this together; work to make commitment infectious in your organization by articulating your mission and keeping everyone motivated in pursuit of it.

Sacrifice

“Success is like anything worthwhile. It has a price. You have to pay the price to win and you have to pay the price to get to the point where success is possible. Most important, you must pay the price to stay there.”

Life on a demanding team sometimes requires sacrifices, whether that means late nights, working on a weekend, or going the extra mile when it really counts. Employees that are committed to your company’s vision understand and embrace these occasional sacrifices because they believe in the work they’re doing. It’s the root of real achievement.

Again, work hard to make it easy for them. Be upfront with candidates in the interview process on what a typical day/week/month is like at your company. Make sure they are aware of what they are signing up for, and okay with a little extra legwork in exchange for rewards later on.

Will to Win

“The spirit, the will to win, and the will to excel–these are the things that endure and these are the qualities that are so much more important than any of the events that occasion them.”

You simply cannot teach competitiveness; people either have it or they don’t. Hire people that refuse to lose and have the competitive drive that is essential in achieving greatness. Competition makes everyone better; it makes people think of new solutions to problems, new ways to innovate, and new ways to succeed.

Healthy pressure is an amazing tool for a young team–just make sure you never push too far. Guide your team to greatness, don’t shove them there. Set goals that represent amazing accomplishments, and work to help your team achieve them every step of the way.

Tip: Ask interviewees when was the last time they won something. If they have that competitive spirit, they will be able to quickly answer with a confident smile.

Results

“Some of us will do our jobs well and some will not, but we will all be judged on one thing: the result.”

At the end of the day on a fast-growing team, only one thing matters… the results. Will-to-win doesn’t always translate into results; it takes aspiration to make the last jump. Do your candidates truly strive for greatness and success in their work?

Do you think they’ll let you leave the office with a smile… knowing they’re kicking butt every day? Look for specific evidence of past successes when they’ve been in the driver’s seat. Hire people who get things done.

About the Author:

Dan Monarko is an Online Marketing Manager at The Resumator, a SaaS applicant tracking system and recruiting platform trusted by many of the fastest-growing companies in the world. Contact him at at dmonarko@theresumator.com or http://twitter.com/theresumator on Twitter. This article originally appeared on TheResumator.com and was used with permission.

Is it Time to Become a Free Agent?

Uncertainty. It’s still the name of the game in today’s economy. As a result, employers are wary about hiring full-time workers.

That’s the bad news.

The good news is that employers still need to run their businesses, get orders out the door, and solve customer problems. They just may not be as willing to hire a full-time employee to get the job done.

Enter the free agent.

In fact, thanks to the Internet, along with an increasingly global marketplace, more and more of today’s workers are striking it out on their own, creating new job opportunities for themselves as free agents, contractors, consultants, freelancers, and temporary workers. And they can reap a variety of benefits – from increased flexibility to challenging and varied assignments – as a result.

So if this possibility piques your interest, here are some tips to help you get started:

Get Connected.
Join a local group for entrepreneurs and business owners. You’ll connect with people just starting out on their own, as well as those who have been at it for years. You can tap into their experience and knowledge, and ask about mistakes and best practices. This kind of group can serve as an important source of support and inspiration.

Research Your Target Audience.
Who are you trying to serve? You need to answer this question before getting going as an independent agent. For instance, if you’re a business analyst, are you experienced in a certain niche? If so, which Phoenix companies should you contact and pitch to? Should you contact firms outside the geographic region, as well? If so, what are their needs and how can you fill them?

Build Your Network.
Once you’re ready to take on work, reach out to your network and let them know you’re available. Besides tapping into your existing network, it’s also important to strategically grow your network through activities such as joining online forums or industry groups, creating a blog, or attending networking events.

Work With an Employment Agency.
Another great way to find work in your field is to connect with employment agencies in Phoenix, like PrideStaff. Employment agencies already have networks of employers looking for temporary and contract help. And by working with one, you can enjoy a steady stream of contract or temporary assignments while you get your business off the ground.

Ready to Learn More?

If you do, let us know. As one of the leading employment agencies in Phoenix, PrideStaff can partner with you to match you up with temporary or contract assignments that are right for you. Contact PrideStaff today to get started. [link to https://www.staffingagencyphoenix.com/contact-us]

What Does Your Website Say to Job Candidates?

As Phoenix recruiters, PrideStaff knows that in today’s day and age, the first place a job candidate goes to learn more about your company is your website. What do they find once they get there? If it’s a less than impressive showing, then it could be impacting the quality of your candidates.

So how can you leave a positive first impression with your website? Here are some tips to follow:

• It’s about quality, not quantity. Your website doesn’t need to be huge to make a positive impression. In fact, just a few pages complete with clean design and well-written content is far better than a massive site that’s cluttered and hard to navigate.

• Your Careers section should be a priority. For many businesses, the Careers section of their websites is an after-thought…and it shows. Instead, your Careers section should be well thought out and provide compelling information – not just about job openings, but also about what it’s like to work at your company.

• Update your site regularly. When you have press releases on your homepage that are dated from 2008 it tells job candidates that the company isn’t investing in itself, nor is it giving much thought to how it comes across on the web. So it’s important to take the time to regularly update content, add new features, and make an effort to portray your company in a relevant way online.

• Know your audience. Include content on your site that would appeal to the kinds of job candidates you’re looking to entice. For instance, if you want to attract 30-somethings, then portraying your company as a family friendly place to work is important.

• Make your site easy to use. Nothing is more frustrating for a candidate than having to dig for job postings or information about working at your company. So put your Careers section front and center in your site’s navigation.

• Make your site unique. Don’t use the same stock photography or boilerplate copy that your competition uses. Take a different approach to the look and feel of your site so it stands out. For example, consider hiring a professional photographer to take custom photos. Or create a blog and have employees post on it about what life is like working at your company.

The bottom line is that your website is the face of your company on the web – which is where most candidates look first for job postings. And if yours isn’t up to snuff, it could be adversely impacting your ability to attract top talent.

Need Help Recruiting Quality Candidates?

You’ve come to the right place. As Phoenix recruiters, PrideStaff delivers – quicker placements, better employees, increased efficiencies, and achieved goals.

Ready to learn more? Contact PrideStaff Phoenix/Tempe today.

Your Top Employee Just Quit. Now What?

The good news: Your top employee has been with you for years. He closes deals where no one else can even get their foot in the door. He stays late, gets in early, and delivers positive results month after month.

The bad news: He just quit.

Now what?

First, don’t panic. As one of Tempe’s top staffing services firms, PrideStaff knows that this can happen to even the best employers out there. So take a deep breath and read these tips to help you get through this difficult transition:

Tip #1. Take Action
It can take months to replace a top employee. And until you do, “the show must go on,” as the saying goes. So make a list of the most important tasks the employee is responsible for and then delegate those tasks to other trusted team members.

Tip #2. Learn the Lesson.
While it’s easier said than done, don’t get angry or emotional about the situation. Challenges are opportunities. Whether this is an opportunity to cross-train employees or to shore up weaknesses in the company, this challenge is a way to learn something.

And, keep in mind, if you don’t learn the lesson this time around, you’ll likely have to take the test again some time in the future.

Tip #3. Look In-House for Help.
An opportunity for advancement is a big-time motivator. And you might already have a team member in place, chomping at the bit to take on the newly opened position. But you won’t know until you ask. So present your challenge as an opportunity for another employee to shine.

Tip #4. Be Prepared.
No manager likes getting blind-sided by an employee who gives their two-weeks notice. While it’s simply a fact of life, there are steps you can take to protect yourself and your company in the future.

For instance, document best practices, standard operating procedures, and how tasks are completed. Also, make sure that all-star employees are always training other employees on how to perform critical duties. That way, when one person leaves, there are others who know how to pick up the slack…even if it’s just for a temporary period of time.

Need Help Hiring Your Next Star Employee?
If you do, give PrideStaff a call. As one of Tempe’s top staffing services firms, we can give you access to a network of industry leading candidates with the skills and experience you need to get the job done.

Ready to learn more? Contact PrideStaff today.

Tips for Recruiting Seasoned (a.k.a. Older) Workers

When it comes time to hire, the faster, more energetic, most web-savvy pro is the way to go, right? Well, not always.

Sometimes (ok, a lot of the time) experience and attitude trump all the other stuff. Not that high tech competencies aren’t important, but when you have a mission-critical project ready to launch, you want to ensure the project manager has plenty of old-fashioned experience under his or her proverbial belt.

Enter the seasoned (a.k.a. older) worker.

As a leading Phoenix staffing services firm, PrideStaff knows that during the hiring process, professionals in this demographic – near or at retirement age – are oftentimes overlooked and undervalued. But the fact of the matter is that they’ve “been there, done that,” and have plenty of value to offer as a result.

So considering their extensive expertise, what can you do to appeal to them in your hiring efforts?

According to the AARP, the best way is to offer a Flexible Work Arrangement (FWA). An FWA is all about enabling older workers to enjoy greater scheduling freedom, while still continuing to remain a vital part of the workforce. One example of an FWA would be allowing an older to work on-site three days a week and off-site, two days a week. And in fact, according to research conducted by AARP, many of today’s older workers say they would defer retirement if they didn’t have to adhere to such strict working hours.

While there are a variety of FWAs to consider, they all share four common traits, including:

1. Flexible Work Schedules.
   While you might require an older employee to work the traditional 35-40 hours a week, you might also allow them to come in later or leave earlier in an FWA arrangement. Other options for scheduling include part-time work, a compressed workweek, or performing seasonal work during busy times.
2. Options of Where to Work.
   This gives older workers the option to telecommute either full-time or on a part-time basis.
3. Options of How to Work.
   This can include job sharing between two employees or the ability to work on a temporary or contract basis when needed. It can also include phased retirement, in which older workers slowly cut back their schedules over a certain period of time.
4. Ability to Select Different Benefits.
   Older workers are going to be interested in different benefits than younger employees. These include options such as flexible spending accounts, eldercare resources, and long-term care insurance.

The bottom line is that older workers have plenty to offer. But in order to leverage their wealth of knowledge and expertise, you need to think about the kinds of opportunities and benefits that would appeal directly to them.

Want Some Help Recruiting Veteran Professionals?
Give PrideStaff a call. As a leading Phoenix staffing services firm, we’ve successfully placed thousands of professionals all over the city – and beyond – in full-time, temporary, and contract positions with our clients.
Ready to learn more? Contact PrideStaff today.

Hate Your New Job? Here’s What to Do

As one of the top employment agencies in Tempe, PrideStaff knows it’s happened to the best of professionals – you accept a job offer with wonderful intentions…and then three weeks into it, you realize it’s just not for you.

So should you cut your losses and move on, or try to make it work? Here are some questions to consider before you make a decision either way:

1. Were Your Expectations Too High, or Were You Sold a Bill of Goods?

For instance, if you expected a more flexible schedule, was it because you had a flexible schedule in the past and just presumed your new employer would offer that same benefit? Or did the interviewer actually tell you that flex schedules were an option? If it’s the former, then you need to understand that you walked into the situation with assumptions that simply weren’t true.

2. What Specifically Don’t You Like?

It’s easy to say “I hate my job,” but think about what specifically you don’t like about it. Is it your boss, your co-workers, the commute, your responsibilities? Some of these things you can change, and some of them you can’t. It’s important to be aware of the source of your unhappiness so you can determine whether it’s something that can be altered.

3. Is There Someone at Work You Can Talk to About This?

If you’ve struck up a friendship with a co-worker, then seek him or her out and ask their thoughts. For example, if you’re not getting along with your new boss, see if this is particular to you or a common workplace occurrence for everyone. If you’re the only one sharing this issue, then perhaps you’re not in the right work environment.

4. Can You Stay for a Bit Longer?

New jobs take some time to adjust to. And if you’ve only been there a couple of weeks, you should consider giving it a bit more time to make sure it’s really not for you. In addition, keep in mind that having such a short position on your resume could hurt your future job search, so it may be worth it to stay put.

5. Can You Afford to Resign?

You might hate your new job, but you also have bills to pay. So if quitting puts you in a precarious financial situation, then you really need to think practically about the situation. You may in fact need to hold onto the position until you find another one.

6. How Can You Make Sure You Don’t Make the Same Mistake Again?

If you do decide to quit, then the last thing you want to do is make the same mistake twice. So look at your past job search efforts. Think about the kinds of questions you didn’t – but should have – asked in the interview. The bottom line is that need to understand what happened so it doesn’t happen again.

Need Some Guidance in the Job Search Department?

If you do, give PrideStaff a call. As one of the top employment agencies in Tempe, we’ve been making great matches between job seekers and employers for over 30 years. And we have the resources, knowledge, and network to help you too!

Ready to learn more? Contact PrideStaff today.

Should You Offer Tuition Forgiveness to New Recruits?

Student loans have been in the news a lot lately. And it’s no wonder considering that many of today’s college students graduate with some pretty hefty debt. While this is a grim reality for new grads, as a top Phoenix recruiting firm, PrideStaff knows it’s also an opportunity for employers to attract talent through a tuition forgiveness program.

Many organizations within the healthcare and education industries already offer these types of benefits. Likewise, this trend is also gaining ground in the IT industry, where demand for qualified tech talent is outstripping supply.

So if your organization is looking to hire the “best of the best” graduating this year, should you implement a tuition forgiveness program?

There are certainly a variety of benefits. For instance:

• Tuition forgiveness is exactly the type of perk that will make you stand out in the crowd when high potential job candidates are evaluating offers.
• It also promotes a sense of loyalty to the company because employees tend to want to stay with employers that have a track record of investing in their people.
• Even better, this benefit isn’t a long-term one because it ends once the loan is repaid. So with it, you’re not adding more costs to your payroll each year, but you’re still attracting top talent.

With that said, if you do implement this kind of benefit, you need to make sure you don’t get burned by an employee who jumps ship the second the loan is repaid. To avoid this, many companies that offer this type of benefit require employees to meet certain conditions. One example is obligating the employee to continue working at the company for at least 18 months after the loan is paid off.

At the end of the day, the war for top talent is fierce. And if your company’s success depends on attracting the best, then unique and enticing benefits – like a tuition forgiveness program – are certainly well worth considering.

Need Help Recruiting Top Talent?

If you’d like some help with the process, turn to the top Phoenix recruiting firm [link to https://www.staffingagencyphoenix.com/]; turn to PrideStaff. We’ll work with you to develop a customized recruiting plan that blends your unique needs with our expertise, resulting in a terrific match.

Ready to learn more? Contact PrideStaff today.

Ten Phrases That Could Kill Your Resume!

Is your resume full of meaningless, throwaway terms like “great communication skills?” When hiring managers read your resume, is their first reaction to throw it out because it doesn’t say anything they want to hear? Here are 10 overused phrases that mean nothing anymore and just clutter your resume:

1. Team Player.
   Everyone says they’re a team player–so instead, find a way to show you’re a team player. Did you collaborate with a team or a department to meet an objective? Put that on your resume instead. Be detailed about your achievement.
2. Great Communication Skills.
   “Communication skills” can mean so many things–too many–so using this term on your resume will make a recruiter’s eyes glaze over. Instead of talking about what skills you have, talk about how you used them to contribute to your employer. Did you create a presentation or press release or lead a conference call? State your specific achievement.
3. Proven Track Record.
   What did you do to earn this track record? Prove it by quantifying your impact. “I brought in 10 new customers, adding $50k profit in the last year” sounds far more impressive than some vague statement and will help you stand out among the dozens of resumes.
4. Problem Solver.
   Everybody loves a problem solver, which is why so many resume writers use this phrase. Go one better: tell your prospective company exactly what problem(s) you solved. Did you optimize a troubling schedule, did you solve an employee dispute or did you iron out a problem with a customer? Again, be specific to be memorable.
5. Assisted In [Blank] Task.
   Maybe you weren’t the lead on a particular project, but saying you “assisted” is the kiss of death for your resume. Instead of saying what you helped to do, say what you did. Did you write a sales report or keep inventory? Write that on your resume with pride, and lose the “assisted.”
6. Strong Work Ethic.
   You’re certainly not the only one using this cliché, so get rid of it. Instead, explain how you go that extra mile. Did you take a class to improve your skills? Did you meet some really tough deadlines? Show the hiring manager how your strong work ethic has helped make you a superior applicant.
7. Bottom-Line Focused.
   It’s very important to quantify for this skill: list amounts of money, time, or resources you saved or added to the business.
8. Responsible For.
   We’re all responsible for something when we go to work, whether a janitor or a CEO. Plus, this phrase is wimpy–use action words instead! Just state your job title and describe what you added to the company’s success. Cutting these clutter words will make your resume stronger.
9. Self-Motivated.
   What you’re really trying to say is that you’re not that slacker who clocks out at three every day, but this term isn’t going to send that message. It’s going to tell the hiring manager that your resume is just like everyone else’s. Have you improved your job outside of your responsibilities? For example, did you overhaul a broken inventory system, or find a new way to expand your sales territory?
10. Accustomed to a Fast-Paced Environment.
    This phrase will probably earn you a “That’s nice,” as your resume gets tossed aside. Fast-paced work environments are the norm these days. To be specific, look at one of your busiest days in your (former) job. What did you accomplish, and how did you adapt to the obstacles thrown your way? Put that achievement on your resume to prove that you can adapt when challenged–a quality employers look for.

Does Your Talent Acquisition Plan Enrage or Engage Top Talent?

Talent acquisition is critical, but sometimes the focus is too much on acquisition and not enough on the talent–that is, we focus on the mechanics of how to hire people, but don’t spend enough time considering the human side of the equation.

Most times, the hiring process lacks any attention to the treatment of candidates–and more importantly, the opinions they’re forming of your company and probably sharing with other professionals.

Is Your Employment Brand Broken?

For a number of years, Talent Optimization Coach and Consultant Kelly Blokdijk has worked one-on-one with job seekers of all levels–mostly experienced, educated, mid/senior-level professionals from various industries–to assist them in preparing for their next opportunity. In doing so, she’s collected countless anecdotes and what some may refer to as horror stories.

For brevity, these are condensed down to the basic situation without the full contextual reference points. But Ms. Blokdijk’s examples leave no doubt that employers are missing opportunities to build relationships with their target audience, potential customers, and most importantly, brand ambassadors.

1. Vague Rejections

Jordan spotted a job posting on one of his email alerts that looked to be below his level, but since he knew someone at the company, he checked for more information. It turned out that the hiring manager really liked his background and even filled in some details to make the position sound a bit more advanced than how it was written. After investing several hours over a few weeks, including taking an entire day off work to travel for interviews, he was rejected with a vague and confusing “not a cultural fit” excuse.

2. Inappropriate Interviewers

During a phone interview with an internal corporate recruiter (that was arranged by a boutique search firm who pre-vetted her), the first question 45-year-old Megan was asked was, “What year did you graduate from college?” The remainder of the call contained equally irrelevant, offensive, and condescending questioning and commentary by the corporate recruiter.

In a face-to-face interview, Jody’s resume format and content were ripped apart by the interviewer, who proceeded to complain and chastise her over her level of experience and suitability for the position. Rather than sit there and take the abuse, Jody held her composure long enough to excuse herself in time to keep her tears between her and her steering wheel.

3. No Sense of Culture

When it was her turn to ask questions at the end of a panel interview that seemed focused on company culture, Casey asked the interviewers to define and describe the unique elements of their culture. A few of them stated “fun” as the key component. Casey found this ironic since the entire team never smiled or showed any emotion or expression during her interview session, which felt more like an interrogation or court hearing.

Ken was referred by an internal executive at a company, where he was ushered through a series of interviews, meeting up to 10 different people. Though the final round was positioned as a last gauge of chemistry/culture fit, Ken was subjected to yet another batch of rudimentary and one-sided behavioral interview questions posed by a group who seemed disinterested in him as a co-worker, just curious to hear his answers to some odd inquiries.

4. Stringing Along Applicants

Tiffany was hopeful about a promising-sounding position after being actually told that she was the only remaining top contender. She thought it was a great sign when the hiring company asked for her references. The very next day, luckily before her references were checked, Tiffany was crushed to learn that the company had decided to move forward and offer the position to an internal candidate.

Alan’s prospective employer took things a bit further and actually checked his references (which were all glowing) before sending him through one more round of panel interviews. Unfortunately, even though everyone up to that point thought Alan was an awesome catch, the last crowd didn’t agree. He was left stunned, going from the top candidate with an imminent offer, to being told “never mind.” The worst part was feeling upset that he had troubled his references and now had some explaining to do for the false alarm.

There are plenty more examples of poor behavior and broken employment brand tales to add, but here’s the issue: employers can’t expect top talent to land at their doorstep, then subject them to countless hoops to jump through, steps to climb, and personalities to read–only to reject them for no apparent reason, and sometimes without follow-up. Everything from inadequate and misleading job postings to excessive numbers of interviews and abrupt, unexplained dismissals points to a severe lack of concern for the candidate experience.

So what can you do? Think about your employment brand. Your brand is the image two groups of people have about what your company is like to work for. The first group is the people who already work for you. The second group is those people who do not work for you–the people you may need to influence in the future to fill your open requisitions, or to recommend you to their contacts. Figure out what your brand is currently and what you want it to be. Great employment brands don’t happen by chance. They are intentional. Then teach your employees how to promote your brand properly. As the economy recovers, employment branding will re-emerge as a critical issue. Employers can’t afford to mistreat or neglect anyone who might be a source of revenue, references, referrals or business leads.