By Jeff Altman, Big Game Hunter
“A leader’s role is not to control people or stay on top of things; But rather to guide, give energy and excite.” – – –Jack Welch, former CEO of GE
The role of a leader is to lead. Sometimes, as Jack Welsh points out as well, it involves guidance, energizing and exciting. Sometimes it requires the leader to bind to the bridge when the hurricane arrives and shakes his or her fist to the sky and screams, “I’m here! I’m not going anywhere! Come and pick me up! “
Sometimes this leader has to meet the facts and insist that everyone in her or his organization is facing them.
A guest on my A few years ago, podcast cited a study that said that knowing what they now know would 80% of employment managers not hire the person they have previously hired. That percentage seems pretty high to me so I will change it and say, MOST Leaders would not hire someone they have previously hired. More than 1 out of 2 employment managers would not restore anyone!
Maybe it’s because their expectations of people are too high. I know it was true with several hires I made when I started hiring for my first agency. Interns went into my door and put their happy little smiling button on, said they were willing to work for the lean salary I offered to start, and then I would ask them questions about their background and experience. 30 minutes later I had to make a decision.
I don’t think I’m the only hiring leaders struggling to hire people. Most leaders I encounter in my role as a headhunter do not know how to evaluate and/or assess people to work for them. Almost every job hunter can answer detailed questions about what they have done at a previous company and allow a manager to correlate this experience with what will be required in their jobs. Yes/No. Can they do my job? It’s easy.
Hiring decisions often breaks down in two areas.
The first is “Fit.” I went to several dictionary sites for the definition of fit and was left completely unhappy with the definition of the word.
“Adapted or suitable; appropriate ”No.
“Correct or becomes” no.
“Qualified or competent?” This was covered by the skills assessment and not right for how companies define the expression.
Then I hit, “suitable and correct according to accepted social standards.” Eureka! With the help of my practical Dandy Master’s degree in social work, I can see how this breaks down.
Accepted social standards are open to interpretation.
Accepted social standards may vary depending on the incident.
The new rent is never told what the accepted social standards are.
The new rent is told the wrong thing about what they accepted social standards are.
For example, there was recently a news story about one of the banks that fired another year analyst because of a memo he sent to trainees containing some beautiful moronic suggestions.
I recommend bringing a pillow to the office (a yoga mat works too). It makes sleeping under your desk much more comfortable in the very likely scenario that you have to do it.
Never take off your jacket at work. This is an investment bank, ladies and gentlemen. Other groups may be more liberal when it comes to the summer clothing code. Unfortunately we are not.
We expect you to be the last to leave every night … no matter what. That’s what good summer analysts do. (Also come in earlier than I would be a power movement – you should enjoy your relaxed 9:15 pt arrival time this Friday, but I wouldn’t get used to it).
The second year’s analyst was fired. Obviously, a collapse of understanding acceptable social standards (meaning: “You can say these things but not put them in the e -mail where we can be embarrassed by the media,” is the standard). A person who came through the employment system and worked for the company for more than a year did not understand that this was not acceptable.
Another reason for a breakdown is that the employment manager’s expectations are unreasonable and not communicated. Using an example from recruitment, the company’s recruits already have 25 tasks to be completed yesterday For a difficult to find skills for $ 20000 less than what the market usually pays for the expertise. Too other, their company is unwilling to move someone and does not transfer an H-1B visa for a potential new rent (Don’t answer by telling me that people who are legally employed in the United States who work during an H-1B take jobs from Americans and keep wages down; Both points have been disproved by objective sources and are neither the poenget with the article nor the example).
Convicted! The person is seen as incompetent internally and will have to spend years recovering their careers with this company or of course changing jobs to avoid the impact of unreasonable expectations.
So you ask managers to assess for FIT when they are poorly equipped. They have no training; They have no access to tests that would identify their personality type and help them seize it with others.
And of course, your system invites people to be interviewed to lie (Safe! I can fill 25 positions in one day).
Oh! I forgot to mention that this poorly equipped manager is taking weeks to make a decision because they move from a light shiny item (potential rent) to another over weeks or months at a time before deciding to discover only the person they finally chose, took another position and have been on their new job for several weeks.
All because leaders are left to a notion of fit that is both subjective and prone to bias of hiring people just like themselves. How does it work for you when more than half of your leaders would not restore anyone?
Let’s meet the facts.
Hiring is broken.
We all know.
It is past the time when your organization has to tolerate such mediocrity from so many.
And in case you think I refer to shooting people to this, I’m not. It is systemic and cross -organizational. Don’t believe me? How many organizations interview employment managers (and above) for how they interview potential hires? Judging by what I hear from people after an interview, pretty close to zero.
Like the bank needed to implement the re-training of what was an acceptable use of email, managers need training.
And so do many of you in Corporate Mr.
Train them.
© The Big Game Hunter, Inc. Asheville, NC 2015, 2021, 2025
I made my desired salary! Is it ok to fix it?
About Jeff Altman, Big Game Hunter
People hire Jeff Altman, Big Game Hunter to give no BS Job Search -Coaching and Career Counseling globally because he is doing job search
Job search reigns
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You have to solve stupid hiring.
He hosts “No BS Job Search Advice Radio”, # 1 podcast in iTunes for job search with over 2900 episodes over 13+ years.
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