Hiring ‘The One’ in the Matrix
Number of job switches is one of the most commonly accepted factors in the screening process. The thumb rule is lesser the job switches, better the candidate. But is it always right? Based on the employment duration and career stage, I have identified few patterns among the job seekers.
“Short career span and high number of job switches”
Most of the times these are the candidates who have entered into the field because of peer pressure of parents, family, friends and society. They have seen tremendous growth of close friends or family members. However, they are living in the era where the industry is not as lucrative as it was before. Thus they choose the easiest option – Switch the job and go for better hike. These candidates absolutely no idea if they are acquiring right kind of skills which are useful in the long run. The moment they achieve financial stability, they get into comfort zone, just like the rabbit in the story!
“Short career plan and Minimal job switches”
These folks have chosen their career out of their own interest or might have chosen in peer pressure but have developed interest while walking on the path. This is the breed of candidates who understand that they will achieve whatever they want, not instantly but eventually – just like the tortoise in the story. They understand that it will take some time to create an impact and they are ready to give such time. In a way they equip themselves.
“Long career span and constantly switched their jobs”
Just like the settlers used to roam around from one place to another in the quest of gold or diamonds, these guys keep moving from one job to another. The quest monitory or technical or positional, but they never spent significant time at a single organization
4. The One
“Long career span and minimal job switches”
‘Neo’ in the ‘Matrix’! Dream employees for every organization! They are the infinite players in the industry. They might have ups and down in their career but their career graph moves in upward direction. This is the breed which delivers maximum leaders.
How Organizations should define resource matrix?
Organizations not only require leaders but also followers and temporary performers. There are two basic criteria to be considered while selecting the employees.
Every organization is not always in the search of ‘The One’. If complex technological skills/architecture is need of the specific project for a shorter time span, it is always better to hire the settlers as it might be difficult to bear the cost of the ‘The One’ in the long run. If Organizations hires all the Tortoises, the project speed is likely to get hampered.
Stakeholders in the talent acquisition should consider all the dynamics while defining the hiring strategy. In the Era of globalization where technological and socio-economical paradigm is shifting at a rapid place, it would always be beneficial to have the right combination of all 4 types of organization and define the percentage of every category as per business requirements.
Post Script (PS)
As the name ‘Human Resource Management’ itself suggests, recruiters need to deal with ‘human beings’ and every human being is unique. His/her psychological quotient changes with age, socio-political-economic factors. A candidate, who was a ‘rabbit’ few years back, may transfer to ‘the One’ and ‘the One’ may transform into ‘settler’. It is always advisable to start the fresh discussion without preconceived mind while starting the process of Talent acquisition.
Blog Article By: –
Talent and Culture Strategist