Wednesday, June 22, 2016

The Forbes 10 Unmistakable Signs Of A Bad Place To Work

The recruiting department is often an ignored touchpoint towards shaping a person's opinion of a brand. How companies treat their prospective employees is often a glimpse into its culture. Some recruiters take the time to connect and build relationships for future openings, while other companies struggle to send a 1st touch within 2 weeks of pasting a "text version" of your resume. **

** if you're reading this and have purchasing decision on whether to renew an applicant tracking system that prompts applicants to paste a text version of their resume, we need to talk. ASAP. 

Saw this Forbes article by Liz Ryan (@humanworkplace) pop up on Facebook. Liz is the Founder and CEO of Human Workplace pop up on Facebook. The comments were brutal with much of it focusing around trolling towards millennials. The funny part, Liz isn't a millennial.

via Forbes: http://www3.forbes.com/leadership/ten-unmistakable-signs-of-a-bad-place-to-work/
 >> (yes, it's 11 pages of clickbait, but worth it)

Article Top 10 Signs:

  1. No-Moonlighting Policy
  2. No Reference Policy
  3. Progressive Discipline
  4. Payroll Deductions
  5. Dictated Hours
  6. Managers Control Internal Transfers
  7. Formal Performance Management
  8. No Casual Time
  9. Pay Grades Make the Man (or Woman)
  10. Interview Process
My Take:
  • These are indicators of potential red flags, not absolutes that require all 10 be present
  • Some of this can be directed towards influence of millennials entering the workforce and moving up the ladder. You're welcome
  • Any company that requires 2-3 references about you, but is unwilling to provide 2-3 references about their company might not be a place you want to work. 
  • For a manager to be selfish enough to sabotage your career growth via a veto power to block an internal transfer is either a signal of a weak manager that lacks confidence, or a company that is not serious about retaining you throughout you career. This is typically found in large companies. 
  • Pay Grades, I somewhat disagree on this one. While the salary ranges within a pay grade can vary greatly, sometimes tens of thousands of dollars, the idea of setting expectations for where you are within your current role / pay grade can be helpful. Further this is beneficial for the company budgeting head count, and for the employee to understand as you grow within the company what other roles might be worth exploring and, including if they are a lateral (same pay grade) or a growth opportunity (higher pay grade). 
I've long thought HR and recruiting are one of the most important groups within a modern company. It's a crucial representative of your brand, and company values. There's going to be lots of applicants. Only so many can be hired at this time. It's important to not burn bridges or create a negative view of the brand. That applicant that spent real time customizing a cover letter and tweaking a unique resume, only to never hear back, could be the perfect fit for a different role a fews years from now, only to not be interested. Worse, that same person could hold decision making authority for who wins an RFP or if a vendor's contract continues. 

The big takeaway, if you want average talent, the old industrial age formula of management works great. If you want great talent, innovative talent, then the same principles the marketing department uses around customer journey, needs to be applied to current employee journey, and applicant journey. 

Fortunately there are many companies that see the benefit here. 

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