How To Leverage Newly Reported Job Outlook Optimism & Recruit Great Talent

Optimism regarding finding a quality job is at an all-time high.

“For the first time since Gallup began tracking the question in 2001, a majority of Americans (54%) say it is a ‘good time’ to find a quality job.” What’s created this massive upward swing?

Also per Gallup: “People’s optimism is affected by the political lens through which they view the country’s economic health. However, the overall trend in the quality job measure has generally tracked with official statistics about how the job market is doing, including the severe drop after the Great Recession and the improved outlook in recent years as unemployment has reached the lowest point in a decade.”

How can you leverage this improved climate of optimism? As a leader/organization seeking quality talent, or as the talent looking for a quality role, here’s how you can get tuned up and ready to maximize this rise in optimism in the job market.

Leaders: Leverage Optimism And Recruit Great Talent

If you are a leader, this may be a great time to dust off your current impact descriptions. If you are still using job descriptions, this may be a great time to create impact descriptions.

Impact Description – Not Job Description

Impact descriptions help both your team and your candidates to understand that every role exists to impact the organization in some specific way. All roles make a difference, move the needle, and change the game. All roles have customers. No exceptions.

Here are some of the items we recommend including in an impact (formerly known as job) description.

• Who we are (company mission, vision, values)

• Who you are (describe who a successful fit is)

• Why this role matters (how the role impacts others—both internally and externally)

• Who your internal customers are and how this role delivers value to them

• Responsibilities

• Requirements

• Performance metrics/KPIs for this role

• Potential career path (possible roles this role could evolve into, and/or job skills and leadership skills to be gained)

• Leadership level of role (see leadership levels graphic)

• Learning and development opportunities

• Compensation

• Once you have the right person in the right role, they need to understand and agree with what is expected of them.

The biggest net-net of having impact descriptions is they create a smaller pool of talent which is more clearly aligned with what you want to achieve with a given role. A smaller pool that is closer to what you want saves time and energy, and will ensure your next team member is the best candidate for your organization.

Redefine Recruiting

Once impact descriptions are used, our clients find that if they recruit for values and accountability, then the talent they interview are completely aligned with the values of their organization. Recruiting for values and accountability is a great way to leverage this boost in optimism around finding quality jobs.

Many clients ask for help in streamlining their recruiting processes. Here’s how we often find that they are going wrong:

• Candidates aren’t being screened for alignment with company values

• Candidates aren’t being asked enough self-revealing questions

• Recruiters aren’t using rapport techniques to powerfully put candidates at ease—which would result in them revealing who they are

A job interview is a candidate’s “Rock Star Moment”—they’re showing you their best face, so it’s up to the recruiter to ensure that it’s an accurate face, a face we can rely on, a face that is representative of who they truly are. Here’s a sample list of recruiting questions that apply to all roles in a company:

• Which of our company values are most aligned with your personal values? Why?

• Please tell me some times in your career when you’ve most powerfully embodied our values?

• What are the five career accomplishments you are most proud of? Why?

• What are five adjectives used to describe you by: colleagues, bosses, friends, yourself?

• What makes a working environment most compelling?

• Where do you want to be career-wise in three years? Five years?

• What is your mission in life and why would working with us help you achieve it?

• What is the most important thing in life? How do you ensure you honor it?

– Christine Comaford, Forbes.com

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