Hiring changes


Has hiring really changed?

The need to find and hire talent has always been one of the biggest challenges for most managers, no matter their position or how long they have been doing it.

Although the need never goes away, accomplishing it seems to be a moving target.

Startups are no different.

For decades joining a startup meant giving up benefits, perks and salary in return for the opportunity to work on the bleeding edge of tech and doing something that could have global impact.

Then the easy money faucet turned on and many startups found themselves drenched with cash.

So much so, that they started offering Google-style perks, six-figure salaries and sign-on bonuses to, mostly, young, white males who could code and were willing to work “insane hours” as a badge of honor.

picture on hiring

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Recently the easy money faucet was turned way down as investors returned to the old fashioned values of profit and sustainable business models.

That meant that well-funded companies, such as Dropbox, started eliminating perks and cutting staff — good news for companies, such as Google, Facebook, etc., who have the revenue to continue to offer the good life.

But those companies are under fire for their lack of diversity — the lack isn’t new, but the loud push to change it certainly is. Google in particular is actively working to address what HR boss Laszlo Bock refers to as “unconscious bias.” (There’s also attractiveness bias in both hiring and investing.)

Unconscious bias, the sometimes useful tendency to make snap judgments (that subway car is empty for a reason), guides us into unexamined bigotry (she’s a woman, not a leader). 

None of this is really new; what is new is the current crop of candidates/workers (AKA Millennials) who don’t have a clue, because they haven’t been in the workplace long enough.

Two things guaranteed to keep changing are candidate attitudes/expectations and the investment flow from money faucet.

The trick is to have hiring skills to confidently recognize talent, no matter the source or the available labor pool.

I tapped Miki’s blog to find info to help you make hiring a core competency and some useful info on how to accomplish it.

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