What Candidates Want: The New Rules of Engagement with Today’s Top Professionals

John Sumser's Recruiting RoadshowStudy after study shows widespread employee dissatisfaction in the US workplace.  One such study conducted by Yahoo! concluded that 40% of the 33 million U.S. working professionals will change jobs this year.

Results from a June 2007 SHRM study concluded that 21% of working professionals lack job satisfaction right now – equating to more than six million working professionals.  But according to the June 2007 Job Openings and Labor Turnover Report published by the Bureau of Labor and Statistics at the U.S. Department of Labor, only 424,000 professionals left their jobs voluntarily that same month. 

By any account, that leaves a tremendous amount of American working professionals primed to make a move – more than five million, in fact.  The motive to change jobs clearly exists, like a highly combustible stack of timber just waiting for a spark.

Yet making a career move is not only time consuming, but it can also be risky business for the working professional.  Anonymously combing job boards may be discreet, but can also be very time consuming for candidates. 

Every staffing professional has most likely heard a friend, colleague or family member confide in them in saying, “I wish I had time to look for a new job, but I’m just too busy doing the one I have now.” (Or perhaps the reader has indeed, uttered these very words firsthand at one point).   And posting one’s resume publicly can seriously compromise whatever is keeping an individual coming back to his or her present job each day. 

It’s safe to bet that the boss will quickly catch wind of the subordinate’s career promiscuity either directly or via a colleague, as in,  “Hey Bob, doesn’t this person work for you? I spotted her resume out on the job boards.  You might want to have a chat with this person…”

If your present online recruitment advertising strategy is based on th  job boards, it means you’re missing 80% of the available market for candidates.  You’re probably already well aware of this, as is evident by the paucity of good resumes crossing your desk.  You’re probably saying “I know there are good candidates out there, but I’m just not seeing their resumes.”  I assure you, they’re out there, it’s just that their not looking at ads on job boards.

This presentation is about helping you reach this attractive, yet illusive pool of candidates by understanding what’s important to them in a web 2.0 world that’s wired with text messaging and IM, packaged by personal branding, and driven by top professionals on their own terms.

Posted by: Rob McGovern


  1. Lavinia Weissman

    Rob, the problem you describe, has been reported out in almost any significant company employee satisfaction survey back to Apple in 1992 or 3 and in the emergence of downsizing in the 1980’s

    The American Field Worker’s Association(high tech professional association) in the 1990’s did a study that pointed out that managers did not know how to lead organizations that sparked their subordinates to give their best performance, in particular the most recent entrants to the workforce. This study was completed before the word Millenial was spoken.

    Virtual Team research that I completed, while at Accenture ISC in the early 2000’s, revealed that most virtual teams were unable to construct themselves effectively and the ones that did – kept secret the story that had them be effective and just sent people reports on company roi. What I validated with my research is that academic methodologies do not actually provide the methodology and action needed to shape a workplace that assures Human Capital Potential that can translate into a valuable intangible and tangible asset. In fact, most places in my experience that provide satisfying jobs and careers for workers, are not studied, because their
    annual report shows the results of high performance that grows out of a satisfied workforce.

    Jeffrey Pfeffers’ case study in the Human Equation about Apple, outlined a case study that possible describes the greatest harm that MBA mentality can do to a company, while the emerging sector of SRI companies has grown to $2.3 Trillion in size and possibly has the most productive sector of intelligent and satisfying employment.

    I am sorry I am going to miss your presentation and I am looking forward to watching your new venture and thought leadership direct new opportunities for candidates and employers to align for high performance and job satisfaction.

    Lavinia Weissman
    http://www.laviniaweissman.com underconstruction
    founder, http://www.workecology.com (currently in a morphing lab to emerge with a new form and action plan).

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