Tim Talk Podcast

Who’s the hiring teams’ real competition?

Marcie Glenn, Chief Talent Strategist & CEO at Another Source, recently appeared on the podcast #TimTalk where she discussed how hiring teams should view the candidate experience and why employers should reexamine their hiring processes. 

Watch the full episode here.

About #TimTalk: #TimTalk “is a podcast for people that believe that ‘every day is a school day,’ [for] the curious and for people with a growth mindset.” Host Tim Hughes is the author of Social Selling: Techniques to Influence Buyers and Changemakers and features expert guests in sales, marketing, leadership, future of work, wellness, and tech.

Show Notes

• How is hiring different from ten years ago?
  • The goal of hiring hasn’t changed, but how interview has
  • What about purpose and impact? Planet?
  • Two drivers
    • Different generations want different things out of the time spent working 
    • The pandemic gave us a greater awareness of how we qualify the time we spend doing things 
      • To compete, employers must help candidates qualify their time 
  • There are now 1.6 jobs for every unemployed worker 
    • Sharing your story is critical 
    • Transparency and value-driven – what do you offer? How do you offer that? Does that align with what candidates are looking for?
    • Importance of succession plan – clear path of growth

• What are hiring managers competing with?
  • Their own lack of engagement 
    • “Interviewing is like dating” is a reactive approach 
  • Need to get clear on their value proposition because candidates have more choice 
    • What are candidates looking for? 
      • How is my work relevant?
      • Am I using my gifts? 
      • Work-life balance, team, etc. 
    • We must talk about equity when we talk about hybrid 
      • How does offering hybrid to certain employees impact others who are on-site? 
      • Certain industries (e.g. retail, hospitality) are still dealing with impacts

• How do we share our value proposition?
  • For example, financial analyst – what is it about this role makes this unique?
    • The way they collaborate? How they extract data? 
    • Is that work relevant to me? Impact on the organization? 
  • Example: Decrease in interest in Sales jobs 
    • Generally, people attracted by unlimited compensation 
      • Must align to their relevancy 
      • Narrows the pool – not for everyone

• Realistically, Wall Street rewards short-term gains. How should we incentivize executives to think about the organization’s long-term health? 
  • At play: 
    • Population shortage 
    • Questions we pose to leaders – business case or opportunities to solve 
  • Will probably be monetary resources

• Are our systems getting in the way of a positive candidate experience? 
  • Many younger jobseekers: “I would never apply to a website whose font is in Times New Roman.” 
  • Reexamine the application process. What could be considered a barrier to screen out candidates? 
    • Requirements such as cover letter, diversity statement
      • Professionals are typically fatigued
        • Adding things to do is disengaging 
        • How are we giving back to the candidate?
    • Are requirements being used as a weapon or a tool?
      • Less an issue on the technology side and more with the requirements 
      • How do I create conversations with top talent? (it might look different than it did in the past)

• Retention: Do companies lack incentives for people to stay with them? 
  • Overall, companies lack overall robust succession planning
    • Employees might feel like they’re not getting something they want in their current role 
      • It’s typically not compensation!
      • Perhaps it’s leadership roles 
      • What growth opportunities are available for individual contributors?
  • Empowering employees to grow 
    • Organizational design has to shift 
    • A lot of planning is involved