By Jeff Altman, Big Game Hunter
As a person who helped create this myth more than 30 years ago, as mass advertising meant to run an ad in a local newspaper, what may be a passive candidate for those who do not use a job board but may have been introduced to someone through a referral or contact them through LinkedIn can actually (sky ban!) Be an active applicant with a resume on a job board. How do you find out what category they are in?
Back in the Stone Age, as some of us did not want to invest in an advertising budget, we would tell our clients that we were not just trying to find the best person who happened to read an ad on Sunday but the best available person. Do you sound familiar?
Now it is the best person who was referred to you, the best person with a personal advertisement on a data page or who happened to have a message on an online forum, stack overflow or github. . . or who responded to an E email from a database.
And once you have the passive applicant interviewing with your client and they decide to put their resume on a board and interview with others, they suddenly become exhaustable because they are now actively looking for a job?
A person’s passive may be someone else’s active ad response or search request or respondent.
When after all, with 6-8 interviews a day plus reporting requirements, meetings with managers, communication with search companies and other responsibilities, when will they do this?
Now for the most logical part of the argument, the best person is the one the manager chooses, regardless of source. To reject someone because they decided to be aggressive with their career instead of being an obedient slave taking what crumbs their employer or manager give them because their department struggles through any guilt on theirs, affecting their career settings or because they decided that changing jobs were financially advantageous (a job change who gets a $ 10000 raising effective raising They change positions in another time of 3 years.
So since the primary qualities that make someone a great employee are competence for competence, character, self-confidence (perhaps charisma, even) and chemistry attributes that are translated into personal management, the source of these attributes should not be involved. That the person has them must be the only determinant of expertise.
And given the number of employment made from active applicants, it must in itself say that companies appear to be constantly disagreeing with this myth.
© The Big Game Hunter, Inc. Asheville, NC 2017, 2021, 2024
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About Jeff Altman, Big Game Hunter
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