When you're deciding which job to take, what factors do you consider? Sure, money is important, but at the end of the day money won't keep you at a job where you don't feel satisfied, or feel that you haven't made any accomplishments or progress. It wouldn't keep you there if management gives you no direction or support. That's why job satisfaction is such a big factor to weigh in. In last week's AdlerConcepts newsletter, Kathy Barton explored what the common denominator is for all management approaches to motivating employees: setting clear goals. When people have clear goals to work towards, they can gage their progress and truly feel satisfied when they accomplish a task or can sense progress towards it.
How can you use this in recruiting? Adler talks about the 30% solution when hiring - which is offering a candidate a job that is 30% better than their current job - in terms of challenge, growth and compensation. Here's how job satisfaction is factored in:
The concept of greater job satisfaction can easily be added to the 30% solution. Just using a performance profile is a positive differentiator. Since a performance profile focuses on what a candidate would DO in the job, rather than the attributes the candidate HAS, you can talk about how your company has a commitment to providing its employees with clear goals. Discuss with them the specific things that the candidate would need to do to be successful in the job. Then tie these goals to company strategy and how it benefits the company's clients and you've just "branded" the job, giving it even greater value. . . The 30% solution also helps you tap into a candidate's desire for greater challenge and satisfaction from the job.
The big draw is to show how the company will help and support the candidate accomplish what they have to stretch for in this new role. Add a competitive salary, benefits and other fun perks and you have a great job offer a wise candidate couldn't turn down.
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