Help Wanted

View from an airplane window at the wings and flying over a scenic landscape of green hills and rivers

I am solidly of the mind that employees do the job the way they get the job. I am also of the mind that employers manage/evaluate/retain employees the way they hire employees. There is a correlation between energies, resources, tactics, and values in the job seeking and job offering process…a correlation many do not understand, accept, honor, believe. Do we reap what we sow?

Consider: A candidate for a fundraising job who does not cultivate a relationship with those hiring is likely not to be a good cultivator of donors on the job. A candidate for a job who dominates the interview will likely dominate important conversations with colleagues or customers. An organization or company that frequently reschedules appointments with candidates probably does not hold time and appointments as sacred and essential. An organization that rigidly haggles over compensation and benefits (i.e. being really inflexible and non-negotiable) will likely be an organization where employees will not have the resources they need to do the job effectively and still be held accountable for reaching the goals. A candidate who is hired quickly simply to occupy a role will always be viewed as a person simply occupying a role and not essential to any goal achievement.

The employment process is not only about what you (candidate and organization) will do for one another. It is also about how you want to be with one another. The search must go beyond the exchange of service for compensation and benefits. It must focus on relationship…right relationship between the employee, colleagues, customers, donors, advertisers, volunteers, vendors. It’s a very big “and”… can the candidate do the job and…? Can the employer offer a job and…?

Job seeker: What kind of relationship do you want with your employer? What do you want to accomplish in the world by the job function you do? How does your approach to your job search demonstrate the kind of employee you will be? Name ten specific things–beyond compensation and benefits–that are essential to you in the employment relationship. What’s right about this opportunity for you and how do you know it?

Employers: What kind of relationship do you want with your employee? How is this candidate essential to you meeting your overall goal? What are you demonstrating to the candidate about the kind of employer you will be by how you are conducting yourself in the search? Name ten specific things–beyond fulfilling job related tasks– that are essential to you in the employment relationship.

How are you showing up?


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Gary M. Groth, MS, PCC, CPCC

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