The age of loyal-til-you-die employment has virtually vanished from our great planet (as it should). There are of course lots of reasons for this. But the biggest is that human beings are more discerning about the world of work than they've ever been. They actually care about whether they are rewarded fairly for their contributions; how they socialize with others and the substance behind the relationships they build matter more than ever; if they aren't challenged and stimulated, they lose interest more quickly; and if they don't believe in what the organization is (really) there to do, then they were probably never signed-up to begin with.

Economic Currency + Social Currency + Intellectual Currency + Ideological Currency = Career Connection

Employers spend 10x the effort assessing a potential recruit than the recruit spends assessing a potential employer. Mostly because the recruit wants a paycheck. But even if they wanted to, they couldn't get the info they really need anyway. They'd get a couple of glossy brochures, a load of party line, and a superficial impression of the people they'd be working with. The rest? Well, that would be left to chance. Chance that it would all work out. And when it does't, who writes the check? The company, the customers, and those who are left behind.

When I recruit, I spend as much time figuring out if the candidates are going to fit into your Community Carbon than I do figuring out if they can do the job. If they don't really want to be part of that community, then they're as good as gone. And they're leaving on their terms, not yours.

• Recruit for fit first; hire for what your community needs, not for what your candidate thinks they want.
• Design a selection process that gives your community a real experience with the candidates and the candidates with the community.
• Work mostly with candidates who have options, not those who are looking for them.
• Screw the traditional channels; they're tapped.

Interested in recruiting as a community? I'd love to help. Email Me