Recruiting Dilemma: Matching the Journey to the Job

2017-hiring-outlookThe Execu|Search Group has released its 2017 Hiring Outlook: Strategies For Engaging With Today’s Talent And Improving The Candidate Experience. It bilaterally offers professionals information regarding deciding whether to apply for a job, join a company or leave what they’re doing now while giving employers suggestions for attracting and retaining top-notch candidates in a job seeker market.

The survey found that 50% of employees plan to stay at their current company for only two years or less, not surprising in this millennially mobile career era. Let me present the bigger picture: 80% of workers in their 20s want to want to change careers, 64% in their 30s and 54% in their 40s with only 14% of workers feeling that they have the perfect job, according to a Harris Survey for the University of Phoenix. A recent Gallup “State of the American Workplace” report produced the disconcerting statistic that 70% of Americans surveyed either hate their jobs or are completely disengaged from them. A report by the Conference Board, a New York-based nonprofit research group, revealed that 52.3% of Americans show up for work unhappy.

The crisis we are facing in the American workplace is less about the legitimate need for some companies to improve their hiring process and create a culture of engagement and opportunity and more about the need for individuals to find, free and follow their true passion for what it is they want to do and to create and adhere to a personal definition of success.

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While the scope of the 2017 Hiring Outlook no doubt precludes diving deeper into the American career crisis, job dissatisfaction reasons like lack of advancement opportunities, lack of salary growth, negative work-life balance, and poor corporate culture may be masking the true reasons why 427,000 resumes are posted on Monster each week by workers looking for meaning in their work lives. Until we can get the journey-to-job match right, even the best recruiting efforts will retain short-term vision on guarantees and conversion periods at the cost of true employee engagement.

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