THE NECESSITY FOR CANDIDATE ADVOCACY AND WHY THERE IS SO MUCH SKEPTICISM
Why is employment advocacy a necessary breath of fresh air when it comes to navigating the world of recruiting, job hunting or whatever else you want to call it. There is much that is going out when comes to navigating job hunting process and the employment landscape. The ball is really in the court of the candidate but most don’t even know where to being. Also most working in the space don’t fully understand the entire workflow or even fully grasp the job hunting process. What is interesting since spinning this up and there has been much interest in our approach. At first we wondered why and now we starting to understand. They see the need for employment advocacy because the traditional approach is not yielding the long term need. May claim speed to market is the most important elements, perfect talent match to the need and at the end of the day the most important is really simply and that is EMPLOYEE RETENTION.
So we were going to hold off incorporating this decision into this article but FTC running on banning noncompete is just another shockwave going to further have employers likely to endure the need for candidates to have advocacy. This has been historical deterrent for individuals not to leave which was out of fear. Please feel free to review the article link below for more on this decision.
FTC Announces Rule Banning Noncompete | Federal Trade Commission
These only reinforces and validates nearly 30 years of recruiting experience. Candidate retention remains the number one concern facing US companies and companies across the global. There will be always layoff and unforeseen factors. Since starting my recruiting in the mid 90s the number 1 concern has been the ability to retain talent long term.
The belief has been if someone had a historically tenure and the skills matched up both professionally and interpersonally this was a safe bet. There is some truth in that belief. However there has always been a missing piece and that was the candidate had road map and process to when going through the interview process. So basically candidates have rarely taught how to be empowered when going through this process. Historically a brief interview prep call would take place right before the interview.
Sounds rational but again this process should have started even before the candidate, actually started looking for a new opportunity. That last sentence should be a game-changer for every person reading this article. This will be discussed further in future articles. For now sit thinking what would have happened if the very first step in job seeking process would start with an active setting standards for future employment. The issue of skepticism will should be ongoing them further discussion in future articles.
WHY SKEPTICISM CONTINUES TO EXIST WITH REGARD TO EMPLOYMENT ADVOCAY
In a world where having advocacy should like a window opening for fresh to blow in and still the skepticism remains. Most recruiting firms pitch the bit about matchmaking and it is true for the roles that they have to fill. However what about everyone else? There is we keep you on file, or if they are kind they will be sorry “we cani’t help you at this time” and filled into a database which is like a blackhole.
No wonder there is skepticism. So when someone comes along that is genuinely trying to help it makes sense why there is no way to avoid like this can’t be for real and plus you want to charge money for this.
To actually have some that will spend the time help develop individualize plan and not just quick prep at the time of interview. While this effort or process if the individual had work with someone from the start that was the advocate would have guided them to have a standard develop even before looking for their next career move. So it is why so many people would be skeptical. At then end of the job-seeker at core root start of their job search process with an overarching understanding and how this process will get them through the front door of their new job and where they will fulfilled.
Again this is what employers ultimately want for their employees to be happy and fulfilled because they will be more productive, will bond with teammate and asimulate will highly decreases the likelihood for this to end negatively. Please keep in mind employers only make the return on their investment in a candidate in about year without a recruiting firm and when using recruiting firm it closer to least two years. So the need is clear for both sides.
Yet with all of this said the skepticism continues for those individuals either new or have been struggling to navigate the job-seeking process. They see all the tools and it looks easy enough but once in the amaze of this process becomes overwhelming quickly. It’s similar to when we were developing a website. Share they are templates and can try to figure it out. However the results are slow and bring traffic is to sight is very little to none. Much of this goes on in the job-seeking process. There is some interest but nothing like was hoped for or expected.
When hiring a web and market firm there were similar uncertainty. However at the end of the day it was the risk worth taking because needed some to guide this process and us.
Hiring employment advocate is the investment going to payoff or just a waste of their time and money. There various way to validate the investment. Some of the way are easy. Simply just ask for a couple of references and ask some questions how would they approach this process from beginning to end. The answer should be clear and straightforward. For Superior Career Services for example there is initial planning and level set
The reality is this with every mentioned up above combined with so many different factors to consider. If a small investment did nothing else but help you navigate the above variables many be worth considering. This topic is going to be discussion and in-depth in the coming articles. What is interesting employers are setting up meeting to understand this approach not because it is costing them less but because they need the job-seeker be happy so they stay long-term and desperate to minimize their talent being recruiter away. IN for success should have happen even before they are started looking. It process where by individuals Ironically, this realization has only emerged once within the advocate sphere has been setting a of standards even before the job-seeking process begins.
t or ideally the potentially forever professional home.
You have so-called matchmakers, internal HR departments, and the countless organizations set up to that think they demystify this process. Then add in the fun times and impacts of COVID-19. As we all saw this overnight demonstrated remote work was just a theoretical option was reality literally in many instantly overnight on a global level.
The impacts of COVID are having long-term implications and the genie is out of the bottle in so many different ways. This topic will be covered in detail in a future article. Again, why having a career advocate who understands these impacts will help job seekers empower them with terms of better compensation options like never before. Don’t be surprised of things of the past don’t reemerge like pension. Every day there we are hearing this remerging.
Employers of all shapes and size are interested in this model for various reason. Yes the cost less upfront for them. However the bigger issue is this they are continuing to losing talent at such a rapid rate at 3 to 7 year marker combined with vast number of retirements after COVID when comes requiring the return to office policies. Then add baby-boomers already retiring mass numbers. There is a real issue with being able retain tribal knowledge. You can see having a knowledge advocate start to level the playing field has huge benefits for employers. If the future employees are carefully evaluating their options during interviewing and has established a set of standards before even starting the interview process of inherently due there is great chance of higher long retention which is more critical than ever before
There is another major piece looming and it is not hard to see countries across the global have been increasing defense manufacturing. Please just look upon the internet or any platform there is various violent nation conflicts heating up. Again employers need stability their good to market solutions.
Company are having real problems meeting demands they are committed too. This continues
e. The loss of tribal knowledge and the has that knowledge base
and in future articles there will be entire topic had this has impacted salary negotiation in favor of the candidate regardless of the market they are in like never before. There will be many other aspect with regardless to post COVID world we live in. Again why it is important to career advocate because they factor these elements when they are guiding individual in the job hunting process.
Then added in a future workforce that has a completely different value driver and thought process with a desire of communication that is very different internally compared to their senior counterparts.
Add just these elements it is critical for future employees to careful to unravel as much as possible. These initial insights will become the necessary determining for future factors for success or failure for all involved. An experience firm or individual in being a candidate advocate can typically help the individual see the pink vs red flag warning signs. They will help the individually unpack through the interview process that was said or wasn’t said. The career advocate can careful assist in the preparation process which will afterward determine what an individual should consider when potentially accept or actual avoidance of a situation where a candidate is being setting up for failure. Many times, there’re are dynamics a season career advocate through past experience they will unravel the
Also help While existing and emerging old guard at odds. Now the new answer is to get individuals back in the office. So a one fits all approach to this multiple-facet challenge is not going to work. As the demand grow organically for an advocate approach the push back by job seekers is no wonder.
We haven’t even mentioned the countless technical and online tools that were designed to make this process easier for both the candidates and entities hiring. As this problem runs out of control there appears to be nothing that can curve this issue. We also, realize and accept this issue is not limited to a certain disciplines is impact every work of life. This impacts cause shocks waves throughout the Global and US economy. This has been factor while retention numbers still remain enormous concern across the corporate landscape globally.
The need for employment advocacy is starting to get the attention of employers. Employers are literally trying every possible option and the candidates to continue miss the market long-term and retention is spiraling out of control. When you also consider the landscape. They are starting to realize there needs to be an alternative idea for employment process. As corporate landscape paying out enormous fees without even the likely reality to recuperating their cost. The necessary talent is being missed out on or not being correctly
So the reality of skepticism is ligament for good reason.
You have the masses continue to get lost in employment cracks and worse yet end up in positions that are a disaster for both parties. The question needs to be why with all these elements and alternative options the so call emerges firms that offer the candidate advocacy are pushed back on by the very elements that needed it the most.
In today’s market, consumers / prospective customers for advocate representation are more skeptical because the illusion that has existed as mentioned above and then told it should be free. This cost ironically amazingly in expense with the amount of hours and dollars lost with the ongoing lack of understanding of how the job hunting process functions. It is why the way this present to both the job-seeking and employer need to be approach differently to disarm what has been going on in market. There also needs to realize by the other parties to supporting traditional models of hiring should not see advocate drive firm can be part for those elements not competitor.
There is a legitimate chance to help realign expectations with job-seeker market which will help improvement the experience for everyone involved and again enhance positive retention for the future employee and employers while help every other facilitate involved in this process witness overall mutual positive returns for all involved financially.
Because the talent is not stay is approach per professional discipline will be discussed in future articles. However for now imagine you the candidate find a career where you would want to stay for your entire career and could almost eliminate or reduce to such a lower percentage of being let go. will say this. It uncontrol problem across every discipline.
It is easier to see why skepticism exists for individuals when they are introduced to employment advocates. You have recruiting firms that state they are matchmakers. Well, they are for the roles they are hired to fill roles for from their clients. However, how does anyone remain non-biased if the entire fee structure is covered by the party in need of the services and entities are told there is zero cost for them and continue experience zero to no education how this process actually functions. doesn’t need the real help.
So it is easy to see why there is a growing distrust of this entire process. Many have viewed the car industry has faced much of similar distrust but thank goodness awareness has begun to transform this industry. Well, the employment industry is needed for similar action. For that ever reason why employment advocacy and firms like us exist.
We need to be kind to the many recruiting firms, internal HR departments and organizations that are out there Otherwise, organizations like us and many others would have never been born in their ashes. The recruiting firms and teams are committed to educating but at the end of the day, their job is to rapidly fill their client’s needs. HR teams are overwhelmed do the best they can and do the various organizations that have existed before the realization of the need for employment advocacy.
So as stated above there is a considerable amount of skepticism. Interestingly enough we daily experience complete disbelief that there are firms truly committed to bringing comprehensive awareness and willing to coach them through the entire process for a minimum fee or they have recruiting doing it for free. The answers to this issue is being addressed through articles like this, videos and published written testimonials from past success stories, and most importantly whenever possible introductions to industry individuals who have worked with firms like this.
The reality is simple until an organization that claims to be an advocate needs to provide it. Bottom-line regardless of the industry or discipline until creditability exists. The organization is unworthy and hasn’t earned the opportunity to unpackage the concerns of the individual because this is a deeply personal matter and trust has to be generated. Have witnessed time and time again that this has been created for the success of the individual and those in the most need. These various elements and concerns will continue to dominate the need for employment advocacy and will be at the root of future articles.