Businesses have adopted many innovative strategies for recruiting new talent in recent years. This includes using relevant software from companies like Jitterbit to help with the onboarding process. I suspect that the best hiring practices for businesses in 2021 will be radically different than what is happening today.
One key trend I’m seeing in my business is that hiring is moving toward a model that I’m calling “recruiter-controlled hiring.” Recruiters now work as part of a system that enables managers to hire the person that fits the best into their company culture and hiring plan. This goes back to what I called “specialization.”
If you want to hire someone with expertise, you don’t take a mass of people. You take the people who have the skills that you need and you hire them for your team, like you would a good employee for your team. The idea that you can turn someone on an assembly line into a professional is not only outdated but in reality, not possible. Specialization is a great thing. Specialization is the ability to take someone who has limited skills and skills, train them up to that level, and then gradually train them out of the role. In my opinion, the goal for hiring is to create a system that enables managers to hire the best person for the job, at the right time, for the right purpose, like they would a good employee for their team.
I want you to get the message that the goal is to hire the right person at the right time for the right purpose. The goal is to build a career system that aligns individual careers to the needs of the team. In other words, every career should be structured as a job within the team and defined as an objective for the team. The job should exist to give you the resources that allow you to accomplish your job on a daily basis, every day, and that’s the idea. The reality is that most teams don’t operate this way, and if they do, it’s rarely for a short period of time and often for a very long time, in most cases, a career is not really established. It’s a temporary job within the team and it becomes the identity of the person.
Most people don’t get fired when they go on a job. If you are fired, it’s because your employer believes that you are failing. Whether it’s a temporary job for a specific period of time or a permanent job, you are a failure if you are fired.
There are so many things for a recruiter to consider that a little assistance from a background checker can be a huge help. A background check for employment can check all sorts of things like criminal records, health status, drug use and even social media, making it easier for you to whittle down your candidates. These checks ensure that you can not only trust your new hires, but also make reasonable adjustments in the workplace for them should they have health issues that they can’t do anything about. This might mean providing them with a standing desk, or allowing them to go for toilet breaks more regularly with no questions asked.
That’s the idea behind the idea of hiring a recruiter, or better yet – using employee onboarding software. It’s one thing to say “I’m going to hire people for my team,” and that’s the idea. The question is how do we get the best person for the job for the right purpose within the organization? We can’t expect a recruiter to figure out this whole career system of building a career for each of us. That’s what I want to teach, but I can teach the process of building the career. It’s up to you to build the actual career system of building a career.
I’m in the process of launching a new career education program. As I was laying out the design of the program, I wanted to focus on how to build a career system in a way that it’s not just a job, it’s the ultimate career.