Why Recruiters Lose Candidates

Being a job seeker again showed me the many ways the recruiting process has changed, for better and for worse. While looking for work, currently and in the past, I’ve worked with some fantastic recruiters who provided a great candidate experience from start to finish, but that is beginning to be far and few between. Unfortunately, bad experiences with recruiters have somehow become commonplace. Yet, these are the same recruiters who are wondering why they’re losing candidates right and left.

Don’t get me wrong, I’m not trying to sit on a high horse. During my talent acquisition career, I’ve definitely made some recruiter faux pas. But I learned from it and changed my approach. Some bad experiences with recruiters were obviously a one-off event, while others blatantly show that it’s an ingrained function. Perhaps they’re in an environment that promotes that sort of behavior. Maybe they were trained that way, or not trained at all. Or maybe they just don’t belong in a role that deals with people in this capacity. Regardless, here are some of the top reasons that make candidates not want to work with recruiters:

 

  • They don’t listen: In many cases, candidates will tell a recruiter what they do and do not want out of an opportunity. Some things would be salary, job function, company culture, benefits, type of employment (i.e. temp, contract, perm) and distance. Some things may be negotiable but there is at least one that is firm. Despite recruiters knowing this, some still aggressively pitch jobs that clearly do not meet the requirements set by the candidate. After a couple of times, a candidate could become frustrated by the fact that the recruiter clearly didn’t listen or didn’t care about the expectations set forth.
  • They’re too pushy: This one kills me. Recruitment is not supposed to make people feel like they’re being pressured by a creepy car sales person or an obsessive ex. There is no need to call someone, leave a voicemail, send an email and send a LinkedIn invite and THEN call again within the hour if someone doesn’t answer. Even if we were free, that many touches in that short amount of time is overwhelming. The same could be said about pressuring a candidate to do an interview with a company/job they aren’t 100% sure about. If a candidate says they need a day to think about it, give them the day to think about it. Hounding them to make a decision and trying so hard to sell a position during their thinking period can be a huge turn off for many candidates.
  • They aren’t respectful of people’s time and/or situations: I completely understand that there’s a level of urgency in recruiting. Hiring managers are demanding candidates for positions that may have been needed to be filled weeks ago. That pressure can trickle down to the recruiters and some may not be able to mask that high level of stress when they’re talking to candidates. For one example (and this has happened on more than one occasion), I’ve had a recruiter call me about an opportunity and ask me to go in for an on-site interview within a couple hours. They barely explained the job or the company. A couple hours wouldn’t be enough time to even do extensive research on the company/opportunity. But besides that, the recruiter knew I was still working somewhere else at the time.Even if I wasn’t working, why do some recruiters think people can just drop everything and run to an interview? I’ve heard recruiters claim candidates aren’t serious about finding a job, otherwise going to a same-day interview wouldn’t be an issue.  But working candidate or not, there are some other situations that may not make it feasible, such as: the fact that a candidate needs time to research a company to even see if it is what they’re looking for; coordinating logistics around kids; transportation issues (especially if people commute via public transit); other responsibilities in life, such as caring for someone/something other a child; continuing their education; and so on.Once again, I understand a level of urgency and candidate control. Recruiters can’t let candidates lollygag, but there is also a line that shouldn’t be crossed. The aforementioned are understandable and recruiters shouldn’t be rude or blackball someone if a candidate reasonably asks them to respect their time and situations.
  •  It’s all take and no give: Some recruiters will bombard a candidate nonstop every day with phone calls and emails, trying to get the candidate interested in a role or trying to prevent the candidate from falling out of the interview loop. But if something doesn’t work out, some recruiters may fall off the face of the earth. For example, if a candidate who didn’t get hired or pulled out of the interview process decides to connect with the recruiter about other opportunities, they may be met with silence. After days, weeks or even months of a recruiter staying tight with them, suddenly they disappear. This only shows a candidate that the recruiter wasn’t trying to forge a professional relationship and that the candidate was quickly discarded once the recruiter had no need for them. Even if the recruiter had nothing available, a simple email or phone call saying as much could keep that relationship intact.

Taking a new job or changing a job is not as simple as buying a pack of gum. This is someone’s livelihood and it shouldn’t be taken lightly. Even if a candidate is in a very bad situation, such as being underemployed, unemployed or in a hostile work environment, that still doesn’t mean they are willing to jump at any opportunity. A candidate is looking for something better, whether that is better promotion opportunities, culture, salary, benefits, or what have you. The point is, they are taking special care to make sure they’re trading up, even if it’s a slight change. Therefore, let them have a moment to breathe and assess their options before making a decision. It can save a lot of time and headaches for all parties involved. If recruiters continue to give a negative candidate experience, they may not only lose a candidate for the current position they are recruiting for, but indefinitely.

* Note: I am not generalizing all recruiters, because there are plenty who are great at their jobs. This is merely a post to showcase why some candidates aren’t willing to work with ones who have these traits.

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2014 at a Glance

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Wow. We’ve made it through another whole year and it seems like they’re flying by faster and faster. As I take a moment to reflect on my personal and professional highlights of 2014, I’m reminded of how much can change in a year. It’s a nice reminder of what can be accomplished, but also that there is still so much more to do.

From a personal standpoint, I moved from Charleston, SC, to Boston, MA. After over a decade of dreaming about travel, I finally took my first European trip to Paris and Rome. I took the leap and became a puppy parent. And I made plans to finally tie the knot with my long-term fiancé in 2015.

From a professional perspective, I continued to build my strategic skills for the talent acquisition space, specifically in recruitment planning and employment branding. I finally had an opportunity to attend a human capital conference, which I absolutely loved. I was even able to meet professional contacts I connected with via social media over the years. Currently, I’m in the process of switching my employer/career, but that will come in due time.

As for blogging, here are the most viewed blogs posted in 2014:

 

Overall, I was both surprised and happy to see that my top post of all time was one of the first ones I wrote on this blog back in 2012: Basic requirements: A candidate’s search for a qualified employer. Since writing this post, my professional career has changed so much. I’ve learned more than I could imagine, gained so many new skills and really saw my potential. I was challenged often and always found a way to rise to the occasion, no matter how impossible it may have seemed.

As I restart my job search in 2015 and finally have a moment to reflect, I reviewed this specific blog post from 2012 and realized that even years later, the things I want from an employer still ring true today. I’ve had a great opportunity to work for a company that hit most of these points for the last 2+ years, letting me know that these companies really do exist. I’m hopeful and looking forward to seeing what 2015 has in store for me.

Happy New Year!

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Rediscovering Your Identity

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Identity is a funny thing. We spend our time trying to distinguish it, both personally and professionally, and then spend our lives trying to build and protect it once we know what it is. Our experiences and surroundings transform it. We go through cycles of trying to fit in, to making sense of who we are. Other times we are trying to stand out and become indispensable. And when we find a place where our identity makes sense, we get comfortable with the easy flow of knowing who we are and where we fit. But what happens when that comfortable place is gone?

It’s been a while since I’ve written last, mainly because I’ve been going through a transition that has tested my feelings towards my identity. In 2012, I developed my personal brand without even realizing it. I started this blog, joined online discussions, participated in Twitter chats, guest blogged, networked and so on. I was sharing my knowledge about HR, talent acquisition and business. And with each conversation, research and experience, my knowledge continued to grow to the point where I was able to provide valuable insight and suggestions. From the people I networked with, to the company I worked for and the clients I supported, I was able to make an impact. I started to work harder, I tied my name and experiences with my professional work and I truly believed I was going to build my career with that one company for at least five years, if not more. I was set… until I wasn’t.

A move to Boston from South Carolina made it difficult to keep up with the cost-of-living increase. I struggled but I tried hard to make it work. After all, I had built a reputation internally and externally. People from all levels, interns to c-level, came to me for brainstorming, mentorship or suggestions. My personal brand had seemed to merge into my company brand.  I excelled because my company was able to give me the things I needed to move forward that I couldn’t get myself. So, naturally, I wanted to be loyal and give back. We were a unit—an equal balance of give and take.

When it came to the point when I had to regretfully move on, I dealt with the loss. I fell silent; on social media, with those I networked with and with blogging. I had become so ingrained in the company and what I was doing there, that I truly believed that without my employment, all the things I’ve done over the last 2+ years was suddenly lost. As if with the end of that employment came the end of my worth and my ability to be impactful and valuable. It had been the first time I had felt so loyal and deeply connected to a company, that I wasn’t sure how to accept that I was now an outsider. I was no longer able to voice suggestions, develop strategies, author something or get recognition for a job well done. I was floating along without a home, without a purpose.

As I stated in my last blog, sometimes you just need time to handle the changes in life. You can be sad, in shock, in disbelief or even happy. Whatever you feel, it’s important you face it head on as soon as possible so you can start to make a plan for your next step. Over the last few weeks, that’s exactly what I did. I dealt with the sense of feeling orphaned and questioned who I was as a professional. Would my opinions matter without the backing of an organization? Or would I just be a random person who’s “faking it until I make it” and in which everyone can see right through?

But then I remembered something.

I built my personal brand before this company found me. My blog, my conversations and my interactions on social media were mine. Even while employed there, my thoughts were still my thoughts. Some of the ideas we implemented came out of my head based on what I knew or researched and my ability to make sense of it. Sure, my work at the company did help me learn more and helped me develop my professional skills because of hands-on experiences. But my capability to absorb that and develop it into something useful was because of what I knew on my own.

My identity is still my identity as long as I’m still breathing and pursuing it. It didn’t come about as some Frankenstein experiment developed by a specific employer. No; it was a compilation of several experiences and the way I processed it. My identity won’t change unless I change it myself, no matter if I’m employed by one employer for the rest of my life, work for myself or become a freelancer. This identity comes with me.

And with that notion, I began to feel better about the change. Maybe I haven’t found my “home” yet, but I no longer feel like I’m a wanderer that doesn’t belong. This is all about growing up and the sooner I get used to it, the better I’ll be at bouncing back without missing a beat.

I know well enough that I’m not the only one who has experienced this situation when going through a transition, voluntary or not. Letting go, moving on and getting used to a new chapter in your life (personally and professionally) is not always easy. An important reminder is to know that no matter what happens; you don’t lose yourself or what you’ve accomplished when something comes to an end. In fact, it’s just another addition to help shape your transformational identity.

 

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Overcoming Professional Failures

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A few weeks ago, I had the opportunity to host a career-based chat for soon-to-be college graduates. Overall, it was a positive conversation and I was excited to provide suggestions to help these students prepare for their future in the working world. As always, I welcomed fellow chatters to connect with me if they ever need to network, brainstorm or just need general advice. Needless to say, I was happy to see that someone took me up on my offer and the discussion got me thinking.

One student brought up her concerns about her future and asked me how I overcame professional failure. It was an interesting thing to revisit, especially because only a few short years ago, I was struggling with my own disappointments and downfalls. As an introvert, it’s not always easy for me to get out of my own head, particularly with less-than-favorable scenarios. But, as always, I find a way to dig myself out and move forward. In the end, those situations were what helped me provide the advice I was able to for this specific individual and hopefully it will allow her to look beyond her own setbacks and know that things do get better if you let them.

Professional failure can come in a lot of different forms and for a lot of different reasons. It doesn’t simply stop at getting terminated. As I considered my own ups and downs, as well as my peers’, I realized that there are many things that people can deem a failure. Aside from being fired, being laid-off is also one that people consider a downfall. Even if it was for reasons beyond them, it’s a terrible feeling knowing that your livelihood is suddenly stripped from you. Counting pennies is never fun, nor is the constant stress from wondering when you’ll get back on your feet. But, failure still doesn’t just stop there.

You don’t need to be jobless to feel the sting of failure. For example, perhaps you were counting on a promotion or working hard to move laterally or upwards within your current company. When you finally put yourself out there, you are shot down. It’s heartbreaking to know that you’re working so hard only to find out that your peers don’t believe in you. It can feel the same way when it comes to performance review-based or annual raises. As long as you’re meeting expectations, it could be expected to get some kind of bump in pay, even if it’s just to manage any cost-of-living inflations. Maybe you are just doing your job or maybe you’re exceeding expectations, even performing duties outside of your role. If you’re denied that raise, it’s hard to stop wondering why you weren’t deserving of it.

A lot of other things can be considered failures aside from the ones mentioned. It all depends on what a person values, needs and expects from their employer. It’s ok to fail and to experience the emotions that go along with it. It’s ok to ride out the sadness, disappointment and pain. The key is to know when and how to move on from it, which some people find it hard to do.

I’m a big believer in letting yourself feel what your body naturally wants to feel. If you are angry or sad or lost, feel that. Let it all out, even if it’s a few hours, days or even weeks. Repressing it isn’t going to help, but neither is drowning in it. After you succumb to whatever you’re feeling, you eventually have to come to a point where you’re like, “Ok, enough is enough.” And that’s the point where you can put it behind you and move on. If you’re struggling to get to that point or if you’re at the point but have no idea where to go from there, you need to remember that your failures don’t define you. That one little moment or one thing will not negate all the progress and success you’ve had throughout your working life. It’s important to embrace that and go with it.

Am I saying to pretend that the failures didn’t exist? Of course not. Sometimes people truly do fail because of something they did. Learn from it. Sometimes people fail for things that were out of their hands. Also learn from it. The important thing is to take those lessons to help you be better prepared for your future. But even so, this shouldn’t be your sole driving force and this shouldn’t be on the forefront of your mind as you try to propel forward. The good you’ve done in the past matters and those are the things that are going to matter in the future. When you are speaking to your next potential employer or your next potential manager (if you’re going for a promotion), you need to think about that. Let that build your confidence and let that provide you with that steely resolve that, yes, you are the right person for this job. Don’t let that little sense of doubt make your conviction wane.

Failure happens to everyone. You’re not the only one, so don’t think that you’re singled out with a big sign on your back that says, “I messed up,” or “I’m not worthy”. You’re not the odd man out and, chances are, you will continue to face these challenges throughout your career. It’s just the way things are. The important thing is to learn how to move forward without letting any of these roadblocks put a hold on your progress.

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#UCFBizChat: Uncovering Company Culture through Social Media

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A former colleague of mine recently reached out to ask if I would host a Twitter chat for her students at University of Central Florida (UCF). As a career center advisor, she was excited about the prospect of her business students getting exposure to seasoned recruiting professionals and the opportunity for them to get sound advice when it comes to careers after college. Of course, I was honored to contribute to the conversation, especially since the topic focused on investigating the company culture of prospective employers via social media.

Not so long ago I was in their shoes, aggressively looking for work at an employer I could feel excited about and one that seemed to match my personality and values. During my search, I discovered how informative social media was when trying to uncover that culture fit. Even after I finally landed a job, I often tell those who come to me for career advice about how important this research could be in terms of finding an employer that’s right for them. And for both students and experienced professionals, this should be a major part of the job seeking process. Digging deep with multiple resources allows a candidate to get a better sense of what the company is all about and may limit any surprises if they end up landing a job with the company.

As I’ve gotten more involved with things like employer branding, I’ve seen the hard work employers put in to try and provide valuable insight into their organization and jobs. They’ve really incorporated a ton of information about their culture, perks, videos, “a day in the life” campaigns and images of events or daily happenings. Although employers go through great lengths to provide a detailed and positive image for their companies to attract talent, I also know there are external factors that play a big part in the full employer brand, including news resources and employees themselves. Job seekers should incorporate this information too to ensure a more realistic and well-rounded view of the organization.

So, some simple research tips I suggest are as follows:

  • Career sites: Career sites are always a great starting point and may provide more information than just a job board. This is a place where employers can include updated information about the organization, specific roles and locations. Be sure to click around and review things like their videos, blogs, benefits details, corporate social responsibility and so on. Also, see if there are any external links to review, such as their social media sites.
  • Social media: Try to find career-focused social media sites for the company or their main social media sites if they don’t have it segregated. Review their postings, see how they interact with people and even investigate some hashtags they are using. This could help you discover current employees that are also using the hashtag to promote life at the company. It could provide you some more candid insight than what the employer shares on its own. Usually Twitter and Instagram are great for researching these things.
  • Google search: Performing general Google searches or setting Google Alerts can allow you to stay current with what’s going on at the company. Press releases, blogs, new jobs and news about the company keeps you updated with both good and bad. It could also help you get a feel for the direction the company is going in before you decide to apply to jobs. After all, you wouldn’t want to accept a job offer for a company that has been experiencing major lay-offs or is being acquired by a company that has a completely different culture. This can help protect your decisions.
  • Social networking: As I mentioned earlier, social media allows you to discover hashtags and current employees. If you’re really interested in a company, social media could be an easy way for you to connect with employees and get some real feedback about what it’s like to work there. If possible, I would also suggest trying to find an employee that either works in the location you’re looking at and/or an employee who might work in the same role or department. This can give you a direct look into the working conditions and culture of that particular office or role. Just because a company is tooting its horn for having an awesome company culture doesn’t always mean this trickles down to each location, department or role. It’s best to hear it straight from someone who knows.

School might be getting out, but doing your homework during your job search can save you a lot of headaches! Make sure to research on multiple platforms to ensure you’re getting the full story.

For those interested in this discussion, be sure to join #UCFBizChat on Friday, October 24th at 11:30am EDT.

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Recruiters: Pick Up the Phone

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A few weeks ago, I wrote a blog post covering some of my findings during an independent research project regarding recruitment shortcomings. Mainly, my discoveries covered a multitude of faux pas regarding initial resume screening and outreach. Some situations were commonly found within the industry, while others were inexcusable. Mostly, though, it seemed to boil down to the fact that these issues could be attributed to poor training and/or unrealistic and irrelevant goals and metrics. Unfortunately, these issues continue on to other areas of the recruitment process, creating new opportunities for poor candidate experience. Let me tell you about the latest blunder I’ve come across…

They tell you that you should always be passively looking for new career opportunities, no matter how loyal and happy you are at your job. You never know what could happen, such as: layoffs; a new manager who is a bad fit; lack of job growth and/or salary growth; relocation; unethical situations from leadership; and so on. There are plenty of reasons why a person should always be building relationships with potential employers. With the recruitment process being somewhat longer than in years past, it’s best to get a head start in case you suddenly find yourself in a less-than-desirable situation with your current employer.

With that being said, I decided to investigate my new stomping ground of Boston and passively see what was out there. Moving from South Carolina up to this city, I was sure that there’d be plenty of opportunities for HR and talent acquisition at desirable companies. Plus, I already had my resume out there for the resume research project and had received plenty of calls and emails from recruiters. Why not actually speak to a few… or should I say TRY to speak to?

Here’s a recent situation that had me shaking my head and really question companies’ approach to talent acquisition. Recently, I was sought out for an HR coordinator role at a Fortune 100 global company. I was intrigued to see what it was all about, being that the company had a well-known consumer brand and is huge. After getting an email from the recruiter requesting some more information about my background, I decided to take a peek at their Glassdoor page. It had no branding and had some fairly low ratings. Normally, that would be a red flag for me but I decided to feel it out instead to really see if it was that bad or if it was just because a specific business unit or location drove down the ratings.

I emailed the recruiter back with the details they were asking for. It was pretty standard and I assumed that I would either never hear from them again, would get a phone call to set up a phone screen or would receive a generic rejection email. I was surprised to get an email back from the recruiter in less than 12 hours requesting more information again, however, this time it was 10 specific questions. As I reviewed the questions, I realized they would have been typical questions you would ask a candidate in a phone screen. I thought it was odd but I complied anyway just to see where it was going. After submitting my answers, I then received a new email asking to meet with him and the HR Director for a 3 hour interview on-site by the end of the week.

It is a candidate’s dream to have such quick turnaround and responsiveness from a recruiter. But, for that quick turn around and for a request for such a formal interview without even being screened seemed sketchy. I did research on the recruiter to double-check that it wasn’t a scam or that it wasn’t a third-party agency. I found that the recruiter was in fact an in-house senior talent acquisition manager for the company. I also verified that the name of the director was correct. My mind was reeling at the fact that the talent acquisition department of a well-known company would be that archaic. Not once did I receive a single phone call from anyone at this company, even if it was to simply schedule the on-site interview. There was no personal interaction whatsoever and I was unappreciative that they didn’t take the time to at least phone screen me. The reason being is that the phone screen isn’t just for a company to feel out a candidate, but it’s also an opportunity for a candidate to feel out the company. Maybe the position wasn’t a right fit, maybe the salary was too low or maybe the culture was not aligned with what I was looking for.

The next thing that bugged me was the fact that I didn’t have an opportunity to ask them anything about the role or company, but they knew plenty about me, especially the fact that I’m working full-time. Why would I waste 3 hours (not including travel time) to meet with a company that I knew nothing about? For all I know, I could have gone to an interview to find out this position was not at all what I was looking for. Do companies actually think passive candidates (especially employed ones) have time to waste by blindly walking into a time-consuming interview? Needless to say, I passed on the opportunity. For someone who is involved in HR and talent acquisition, I could easily tell that these processes seemed to be stuck in the past and there would be no way I could work at a company that wasn’t progressive, especially with things like candidate experience and recruitment in general. I understand that technology is changing the way people communicate, but I just found the lack of personal communication to be unacceptable.

Maybe the position was a great one and would have offered a competitive salary for the new increased cost of living I’m experiencing. Maybe the company actually was progressive and the HR and TA departments would have offered me the best career development experience I’ve ever had. I’ll never know, though, because the recruiter never took the time to pick up the phone to establish that relationship with me and I’m sure that I’m not the only one who’s experienced this before. Unfortunately, companies who don’t train their recruiters to provide a better candidate experience will be missing out on amazing talent, both active and passive. It’s sad to know that during my research I have only experienced a couple positive and impressive interactions. It really makes me wonder what happened to the recruiting profession.

Poor training doesn’t stop at initial outreach. Companies need to focus on a well-rounded training program that teaches their teams to provide a seamless and positive candidate experience from initial resume screening all the way to onboarding. That’s the ticket to building a strong pipeline of engaged talent that will eventually convert into engaged new hires.

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How Working at a Startup Could be Good for Your Career

While in college and early in my career, it was beat into my head that startups were not a viable choice as an employer. My peers and I were taught that startups were unstable and hard work. We were told that they couldn’t offer the desirable things that big corporations could, such as career growth, benefits and a retirement fund. But as years went by and people within my social circles matured, I’m now suddenly surrounded by individuals who have/are creating startups, work for one or have a desire to work for one. And by learning from them and comparing corporate experience against startups, I’m starting to wonder if we were all taught wrong.

Yes, startups are hard work. As some have told me, there are a lot of challenges when it comes to working at a startup. There are times where one day things are going great and then the next day you could be out of a job. Long days and late nights are common. Also, let’s not forget the anxiety of the daily uncertainty that comes with working at a startup. However, despite all of it, these individuals still prefer that environment over a corporate one… and for good reason.

Startups can be a great experience for recent grads and young professionals who are still developing themselves. Even if you have 5+ years of experience working in an established company, an experience with a startup might not be a bad thing to consider. In fact, the experiences one would face at a startup might be the very things that help you progress in your career faster than in a traditional setting. Here’s why:

  • You learn to be resourceful and independent: Unlike in established organizations, things in a startup aren’t neatly mapped out for you with standard operating procedures and extensive training. Additionally, you may not have experienced professionals to turn to if you have a problem or need help. Even though this might seem like a negative, it can actually be considered a positive because you’d have to learn how to be resourceful through research and self-education. Being independently resourceful, working closely with others and experiencing trial and error can boost your critical-thinking skills more than learning through traditional training. Critical-thinking and problem-solving skills are among the most desired skills by employers, even more so than actual job experience sometimes.
  • You’re exposed to new job functions: Because a startup is typically in a development, maintained or growth state, organizational structure might not be set in stone yet. Also, many job functions may not have been established yet due to lack of capital resources to put towards those full-time salaries. It’s not uncommon for people in a startup to wear multiple hats in order to keep the company afloat and progressive. Because of the blending of roles and the fact that multiple departments will work together, you could be exposed to new skills and knowledge. Diverse skills can help you become better-rounded and understand business on a deeper level. Also notable, it might boost your engagement because you aren’t strapped down to a monotonous job function. Consistently being challenged is very important when developing yourself professionally.
  • You learn a sense of accountability and loyalty: Since startups are generally small or mid-sized, there tends to be a level of transparency in the organization. Not just about the company details but also how your contributions make an immediate impact. Some of the laxed atmospheres of startups also allow people to voice opinions and suggestions and work to make them happen. Having a voice and seeing how your work directly impacts the business can create a sense of accountability and loyalty. Suddenly, you know exactly how you’re making a difference and that can be something to be proud of. You can see how you’re valued. In larger organizations, it might be a bit harder to get that feedback and see how you are helping the company. Also, some might feel like they can be easily replaced because the lack of transparency.
  • You have more control of measuring your results: Going off of accountability and seeing your personal impact, this can also help you measure your results better. Because you’re deeply involved in processes from start to finish, you can have better insight into measurable results. This can not only help you improve processes but also gives you a better look as to how you are progressing in your role. Having control over this and truly understand how it’s being measured may offer better feedback than a traditional performance review.
  • You can keep your integrity: For me, this one is a big one. We’ve all seen it in the news; major scandals in large corporations; employees being mistreated; leaders stealing from pensions; unethical business dealings… just to name a few. Competition can get the better of companies and suddenly they’re overpromising to secure business and end up under-delivering. Boosting bottom lines can mean compromising the moral fiber of the company and then these leaders expect their workers to support those skewed values. It’s a pretty terrible feeling to compromise your own integrity just because the company culture has shifted into something lacking basic values. With startups (at least good startups that haven’t been tainted), people still believe in the greater good. They’re working towards something that matters. Yes, making money and staying afloat matter but egos, pressure and cockiness seems to be less present.

Of course, the aforementioned isn’t true for every startup or every traditional organization. The key is to be sure to do your research. There are plenty of types of startups out there, from small to mid-sized, shipping to funded and more. It’s important to know what your basic needs are to support your livelihood and understand what qualities you respect in an employer. Knowing these things can help you find the right startup culture for you and hopefully that can help you build the skills you need for a stronger professional path.

Looking for a job at a startup? Check out StartupHire.

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Filed under Career Change, Company Culture, Job Seeking, Startups