5 ms·

68% of high-performance employees get new job opps at least once per month

30 points by wbelk 9y ago

kem 9y ago
So... you identify HPEs by saying "Are you a HPE? If so, fill out our survey"? There's a certain circularity to this, in that people are probably more likely to self-identify as a HPE if they're getting lots of offers. It may have little to do with their performance per se, and more about their skillset or connectedness.
josh_fyi 9y ago
Recruitment-spam is not well-correlated with true job opportunities, nor with the recipient being a high-performance employee.
ryandrake 9y ago
If they are saying "68% of high performance employees get pinged by a recruiter at least once a month," I'd believe it. Getting contacted by a recruiter is vastly different than having a new job opportunity. Also, at least in tech, companies are in this weird paradox dimension where they are simultaneously extraordinarily selective, yet tend to not offer much in the way of extraordinary opportunities (whatever your definition of extraordinary is--pay, interesting work, benefits, telecommuting, etc.). The funnel is wide and deep, and it's apparently not actually getting people through. The result, I suspect, is that there is a lot of recruiting activity going on but not a lot of actual hiring and job switching.
- kesselvon 9y ago
  Tech companies have a habit of hiring the absolute best people and have them do the most mundane work. Then they wonder why turnover is so high
  - sharemywin 9y ago
    It's even worse for non-tech companies that have tech departments.
  - npiazza83 9y ago
    Hey! I'll have you know I made a powerpoint over lunch today. I got to put a meme in it to keep people's attention. Its hardly mundane!
- lsiebert 9y ago
  This number is meaningless without a control.
jaclaz 9y ago
I would like to see the raw data, i.e. the list of (supposed) HPE's (divided by industry) AND know how (the heck) the recruiters managed to get their hands on it. I mean, provided that the survey is actually a valid representation of HPE's, 68% is too high to be "casual", it means that the recruiters have some way to identify those HPE's (separating the wheat from the chaff), but if they (the recruiters) can do that, then the percentage should be very near 100%. It is more likely that a percentage very near to 100% of employees in a given industry (let's say for the sake of the example software or IT) are contacted monthly (some weekly) and that a certain amount of employees in another industry (let's say still for the sake of the example manufacturing or architecture) are never or seldom contacted. Or - seen in another way - how often (still divided by industry) are APE's (Average Performance Employee) and LPE's (Low Performance Employee) contacted by recruiters (if contacted at all)?
LeeHwang 9y ago
I hear from my full stack web developer friends. They get new job opps at least once per week and thats on the east coast.
squozzer 9y ago
This article reeks of self-selection.
sharemywin 9y ago
Just put a few buzz words in a resume and post it to a job board or linkedin.com and your sure to get your share of emails. I get so many on-site contract ops all over the country, it's ridiculous. Not sure why I would move to 6-12 mo contract.

30 points by wbelk 9y ago

kem 9y ago

So... you identify HPEs by saying "Are you a HPE? If so, fill out our survey"? There's a certain circularity to this, in that people are probably more likely to self-identify as a HPE if they're getting lots of offers. It may have little to do with their performance per se, and more about their skillset or connectedness.

josh_fyi 9y ago

Recruitment-spam is not well-correlated with true job opportunities, nor with the recipient being a high-performance employee.

ryandrake 9y ago

If they are saying "68% of high performance employees get pinged by a recruiter at least once a month," I'd believe it. Getting contacted by a recruiter is vastly different than having a new job opportunity. Also, at least in tech, companies are in this weird paradox dimension where they are simultaneously extraordinarily selective, yet tend to not offer much in the way of extraordinary opportunities (whatever your definition of extraordinary is--pay, interesting work, benefits, telecommuting, etc.). The funnel is wide and deep, and it's apparently not actually getting people through. The result, I suspect, is that there is a lot of recruiting activity going on but not a lot of actual hiring and job switching.

kesselvon 9y ago
Tech companies have a habit of hiring the absolute best people and have them do the most mundane work. Then they wonder why turnover is so high
- sharemywin 9y ago
  It's even worse for non-tech companies that have tech departments.
- npiazza83 9y ago
  Hey! I'll have you know I made a powerpoint over lunch today. I got to put a meme in it to keep people's attention. Its hardly mundane!
lsiebert 9y ago
This number is meaningless without a control.

jaclaz 9y ago

I would like to see the raw data, i.e. the list of (supposed) HPE's (divided by industry) AND know how (the heck) the recruiters managed to get their hands on it. I mean, provided that the survey is actually a valid representation of HPE's, 68% is too high to be "casual", it means that the recruiters have some way to identify those HPE's (separating the wheat from the chaff), but if they (the recruiters) can do that, then the percentage should be very near 100%. It is more likely that a percentage very near to 100% of employees in a given industry (let's say for the sake of the example software or IT) are contacted monthly (some weekly) and that a certain amount of employees in another industry (let's say still for the sake of the example manufacturing or architecture) are never or seldom contacted. Or - seen in another way - how often (still divided by industry) are APE's (Average Performance Employee) and LPE's (Low Performance Employee) contacted by recruiters (if contacted at all)?

LeeHwang 9y ago

I hear from my full stack web developer friends. They get new job opps at least once per week and thats on the east coast.

squozzer 9y ago

This article reeks of self-selection.

sharemywin 9y ago

Just put a few buzz words in a resume and post it to a job board or linkedin.com and your sure to get your share of emails. I get so many on-site contract ops all over the country, it's ridiculous. Not sure why I would move to 6-12 mo contract.