By Mary Ann Faremouth, CPC
“See You In September,” performed by the pop-music group “The Happenings” in 1966, was in some ways about leaving the past behind and going back to school. The song also suggests that although we might be leaving the fun days of summer behind and new loves might take over, there might be hope of recapturing the good times we had.
As a recruiter for many years, I see some interesting metaphors to investigate as we all go back to school, literally and figuratively, if we really want to recapture the fun times of the past. In other words, we all might need to develop a new attitude to be successful in what I like to call the New Work World!
Both employers and prospective and current employees are facing challenges and changes like never before. However, a changed mindset can lead to positive results. While this is certainly true across the business world, many industry sectors are poised to reap the rewards of adapting to shifting circumstances through new perspectives. And new attitudes in regard to recruitment and retention are critical to success.
Let’s take a look at how we could all benefit going forward from being open to changing our mindset:
Employers
What if we all took out the metaphorical fishing rod and became open to “Fishing in Different Ponds” for that next great hire? It’s important to recognize that unprecedented talent shortages across all industries have created an applicant market — job candidates in some ways have the pick of the litter at the moment and can be very particular in their job selections. As I mentioned in many other articles, to find good candidates, hiring managers need to widen where they find them, such as networking events, and consider new ways of hiring, such as internships and job fairs at colleges or working regularly with college career centers. They also should be more open to trainees. Additionally, get away from thinking candidates must have every box checked on your job order and perhaps drop degree requirements, do more cross-training and be more flexible with hybrid or remote requirements. In the climate of an applicant market, keep in mind that candidates are sizing up your operation as much as you are sizing them up. They may have other prospects, so don’t require a skills assessment before a preliminary interview — it can be a real turnoff. Finally, remember that salary isn’t everything. Providing team-oriented activities such as sporting events, conferences, group dinners, etc., can be enticing to a motivated employee.
Employees
If you are an employee or prospective employee, what is the bait you need to catch that big fish? In other words, what can you do to get the boss to notice you or get that offer with that great company? How can you go “back to school” and learn how to stand out among the competition in these changing times? Maybe you need to be willing to drive a little farther for that amazing next job, take a bit less money to start and be determined to work hard to prove yourself to get that good raise. As I have mentioned in prior articles, take stock of your job-satisfaction non-negotiables but equally where you can compromise; for example, get over the fully remote requirement. If the lack of a certain skill led to a rejection letter or being passed over for a promotion, take classes on your own time to build skills in Excel, SAP, etc. Keep abreast of industry news; your insights, even in casual water-cooler conversation with a supervisor, show a level of engagement that could reap dividends. Additionally, try to adopt an attitude of “we” as opposed to “me.” Come in early and stay late if needed, express a willingness to help a colleague meet a deadline or mentor a new hire, and volunteer for companywide activities. There are countless tangible and intangible ways employees can expand a business’ platform and boost its bottom line.
What if we all were committed to going back to school to engage a new mindset that could produce amazing results? Let’s let the month of September allow us to be open to new ideas — and more positive and determined outlook. Let’s let the good days of the past be expanded by the new love of a changed mindset and a commitment to focusing more on the “we” than the “me” so we can have a more harmonious New Work World that provides happiness and fulfillment and profits for all.
I look forward to seeing all of you in September with a new attitude that produces amazing results!
Mary Ann Faremouth
Mary Ann holds a CPC (Certified Personnel Consultant) credential, was certified by the Board of Regents of the National Association of Personnel Consultants in Washington, D.C., and was awarded an Advanced Communicator Bronze, Advanced Leader Bronze Awards by Toastmasters. She cofounded Jobs: Houston magazine in 1997. Mary Ann maintains affiliations with professional organizations, including oil and gas, financial, construction, IT, and structural, mechanical, and civil engineering. (www.faremouth.com)
Mary Ann’s award-winning first book Revolutionary Recruiting has been listed by Book Authority as Number #1 Best 100 Recruiting Books; #1 Best Seller, Non-Fiction, Amazon (2019); Top 20 Recruiting books, Recruitics; Readers’ Choice finalist (2019), Houston Literary Awards; Best Non-Fiction (2018), Best Cover (2019), and Best Self-Help (2018), Authors Marketing Guild. Her books support individuals and corporations, tap into each candidate’s unrealized potential to find the right person for each job, maximizing both employee satisfaction and the employer’s bottom line. Mary Ann showcases her expertise of the recruiting world on a monthly podcast for The Price of Business and weekly articles for USA Business. Her new workbook, Revolutionary Reinvention, was recently released on Amazon. Mary Ann lives in Houston, Texas.
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