How to make your job, the job that people want...

599 words or 2 min 23 sec of recruitment gold. I spent almost 20 years in recruitment.... so you don't have to. I hope it helps.

Why would somebody who is happy in their current job... want to do your job?

Many people cannot answer this question.

So what?

Well... let's see

Why is the answer to this question important?

For three reasons:

• It shows you know what is interesting about your job
• You are able to actually articulate what is interesting about your job
• There is an appreciation that the person you're speaking with has options...other than your job.

Let's learn how to sell your own job...Know what is interesting about the job

Use the 3x3 rule.

What work will the person be doing?

• Then think of 3 reasons WHY these are 'interesting things'
• The WHY is what people care about
• Because it's the WHY that brings the 'interesting things' to life

What team will they be joining and what will they learn?

• 3 Reasons WHY this is interesting, the way is easy - trying to understand the why is entirely subjective and as such requires some thought...

What is great about the company?

• It's probably on the website... the challenge is to try and understand why somebody would find that interesting. If stuck, think about why YOU find it interesting, the boss-level step is to then think about what this could mean for somebody's career...

If you have made it this far (take a breath...), you now have 9 reasons WHY somebody would find your job interesting.

If you are struggling with finding 9... Read on and we'll look at why people are considering you in the first place...

Have you ever been to an interview that has left you cold?

It's disappointing, isn't it?

Most of the time it's because the manager hasn't thought through the WHY of a job.

If you can't articulate the WHY about your job, you are missing the most important opportunity to hire the person you want to hire.

The person you're speaking with has options

Nothing is going to lose somebody's interest faster than acting as if the candidate should be grateful that they have an interview with you.

You need to respect that good candidates have options... as such... you need to do your preparation.

Sounds interesting... but I already have an interesting job... Why would I want to do YOUR job?

To answer this question we need to understand why people leave their interesting jobs... let's call these the 'push factors'.

In my experience, those 'push factors' fall into one of the following:

• No opportunities to use their skills... misalignment between how the manager sees the job and how the employee sees the job...
• Lack of Promotion... most people expect to feel like their career is moving forward...
• The workload is too great... You can only burn the midnight oil or ruin a weekend so many times before you crack...
• Salary... in most instances, people just want what is fair
• Lack of Recognition and Rewards... we all want our good work recognised if it is ignored we lose our self-worth...
• Toxic culture or workplace... If there isn't a shared purpose, some sense of community, if the team isn't supportive, or if the manager is not encouraging then you can only last so long...

So now we know what the push factors are... how do we turn them into PULL factors?

...This is the easy bit

Your language in job descriptions, interviews and recruitment marketing needs to address each of these - speak directly to your ideal candidate.

You need to say:

You will be supported to...

You will learn about...

You will work with...

You will gain experience of...

We will provide you with...

We want you to grow in your role by...

We can help you to develop...

You will benefit from...

...Together we will...

This subtle change in your language and perspective can turn even the most tedious job into a job you will have people queuing around the block to take... Or at the very least you should get the first offer you make accepted.

If you're reading this... you are likely a hiring manager in data or technology... not a recruiter.

Great! Recruiters forget to do this too. Now YOU have the edge.

Every company feels it is a market leader...

Most companies have won awards...

...And hybrid working is no longer a differentiator...

So back to the original question:

Why would anybody want to work for you?

You should now be armed with the 9 reasons that your job is great, you understand what is pushing your perfect hire to leave and you should be clear on how to address that head-on at the interview...

BUT WAIT

"I work for [Insert Company Name] if they don't want to work here... they're not right for us."

I have heard this many, many times in my career.

There is a logic to it.

All I would say in response is that to hire great people you need to show them how and why you are different.

Once you have done that if they still don't want to work for you...

Let them go.

However, if they do?

Good job, your hard work has paid off.

You will be choosing from the widest possible pool of great candidates... not just those without other options...

Go forth and recruit.

#CDO #datahiring

If you need support growing your team send me a message, I have something that could help. mclark@newlandscience.com

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