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Solving lasting employment
Has it occurred to anyone that one of the biggest problems with recruitment is that there is no easy way for candidates to determine if the roles they pursue are a right fit for them? The problem is further compounded by the fact that it takes a lot of searching, applying and interviewing to find a suitable role and get hired. It can be quite frustrating for candidates to go through painful recruitment cycles only to discover later that their roles suck in terms of culture, values, management styles, rewards and recognition, career opportunities, enabling infrastructure and overarching purpose, which causes dissatisfaction and disengagement. 56% of new hires quit within 6 months of joining the company. Worldwide employee engagement stands at only 63%, so some companies can end up cycling through their entire staff every 3 years. Why is this problem not addressed yet despite platforms such as Glassdoor and LinkedIn?
- ronykroy 9y agoLinkedin: is an advertising platform.. for the candidates and the companies alike.. would a candidate rant out at a corporate culture on linked in..? a platform where hiring managers look at.. almost by habit for more details about a candidate's past would a company post anything but the rosiest of the rosiest reviews about their culture on linked in... a platform where candidates rush to by default when they happen to start their job search...? glass door: who is going to spend time and effort inc complaining about a bad boss experience in a company.. the best revenge a software engineering candidate can have against an employer is to not reveal the real reason for quitting.. which is usually a bad boss... leave it for the next candidate to figure it out and ruin the organization, systematically.. slowly .. till the organization realizes that the manager is the problem... and then... there is this situation.. the organization realizes that the manager is the problem the problematic-manager knows that he/she is the problem.. and thus will not spend time grooming the next rung of leaders.. to replace him/her... IF the problematic manager is going to get promoted... the problematic-manager's manager realizes this situation... and decides.. its better to this situation to go on till i retire.. or decide to move to a different company.. the problematic manager is then.. the incoming candidate's headache... the glass door [as above] part sounds diabolical but trust me that's how it is.. in India A hiring manager is heavily incentivized to hire (duh!) do you think he/she will reject a candidate because they are not a good cultural fit... at the last stage of the interview..? To quote House MD: "everybody lies" it will be so till people abandon the platforms altogether just because its full of liars and touting half-truths about themselves and the companies they work at.
- vineetsingla 9y agoI agree. The central relationship between managers and employees plays a critical role in driving engagement, not compensation, not benefits, yet this fact is often overlooked. Wouldn't it be great if there was more transparency into these employment challenges so that future employees could be warned with sufficient data? Shouldn't managers be held accountable for employee success just as much as on speed of hiring? I haven't seen examples where this issue was given any kind of importance, not just in India but in other places too.
- PaulHoule 9y agoYou have a point there. On HN you always see people asking questions about: "how do I hire people?" or "how do I get hired?" -- you hear these questions much less often that you hear "what do I do with people once I have hired them?"
- vineetsingla 9y agoTotally agree. Companies spend a lot more on hiring than on retaining employees in the long term, yet very little importance is being given to address this problem.