If you missed last month’s blog, you can catch it here. To bring you up to speed, I talked about insurance as an assorted mix of both companies and functions, with people at its core. I come across a variety of people and personalities in both employee and company settings on a daily basis. I delved into one type of group, the “urgently-need-to-make-a-job-move” camp. I shared my approach to those meaningful conversations that I’m fortunate to regularly have with candidates. That writing got me thinking about some other categories of candidates, including one in particular.
You have the “get me out of here” crew on one end of the spectrum, then you have the “thanks, but no thanks” group on the other. This type of candidate may not even want to take my phone call, let alone entertain the possibility of leaving their current role. This could be for any number of reasons. Maybe they’re heads-over-heels for their company’s culture, or they recently landed in a well-earned management role after years of toiling as a front-line worker. Who am I to argue with them about whether they should leave? In fact, I’m elated for them! That said, we know whether it’s weeks, months or years, nothing lasts forever. All it takes is one manager to leave, one new initiative from leadership, or one downturn in the economy. In these scenarios, rather than judge, I pose a simple question:
It’s great that things are going well today; what if things changed tomorrow? How would you feel and are you prepared?
This is not a recruiter’s pitch, but a simple recognition of today’s professional market. While it was commonplace thirty years ago for employees to remain at a single employer for decades, it’s now a rarity, and at times even detrimental. Therefore, it’s no longer a matter of if you’ll switch companies, but when.
As I do with many candidates, I ask them to sit down with their own thoughts, play through various scenarios, and reflect on how each would make them feel. Would the change whisper ‘opportunity’ or scream ‘trouble’? For example, if your company announced today that they’re going to make cuts, dissolve your department, or put your job at risk, who would be on your list of industry contacts that you can pick-up the phone and call for a job? If you have no such list, could you make time for more ‘Meet and Greet’ conversations with decision makers to build those relationships?
At the end of the day, there is no right or wrong answer, and it’s OK if you don’t know how you would feel until the situation unfolds. The point I try to instill is to have a plan. If candidates need help brainstorming about what that plan could look like, I’m happy to be a sounding board, too.
As a recruiter, the diverse array of personalities and job situations poses a unique challenge. The “thanks but no thanks” category is no different. It’s OK if an employee has no interest in leaving their current job, because if that’s the case then they’re likely in a great opportunity! However, the reality of the market demands a more prudent approach from professionals.
Through explorative conversations, I encourage the individual to reflect on the “what if” scenarios, and then gently challenge them to craft a plan. This may include knowing who your industry contacts are or having more frequent interactions with influential professionals. If they follow through, they’ll get the benefit of enjoying their time in their current role while being assured they have contingencies in place should their situation change.
By Matt Nickens, Partner, Coleman Search Group
