… And Why There Is So Much Skepticism.
It’s a fact of life, “The Only Constant, Is Change”. Due to world events and societal change, this is never more true than in the job-hunting industry. In this article, David Stephenson Chief Career Advocate of Superior Career Services, looks at why Candidate Advocacy has become a necessity for today’s job seeker.
Employment advocacy has emerged as a vital component in the realm of recruiting and job hunting. Navigating the employment landscape is complex and often overwhelming for candidates, many of whom don’t even know where to begin. Additionally, those working within the industry often lack a comprehensive understanding of the entire workflow and the intricacies of the job hunting process. This has led to a growing interest in employment advocacy, as it addresses long-term needs that traditional approaches fail to meet. While many claim that speed to market and perfect talent matching are paramount, the most crucial factor is employee retention.
In my nearly 30 years of recruiting experience across the United States, one major belief stood out: if someone had a long tenure, there was a good chance they would be a good hire, provided their skills matched both professionally and interpersonally. While there is some truth to this belief, Superior Career Services was created because even well-trained recruiters often missed this aspect due to time constraints. This highlighted another crucial element: empowering candidates to develop standards and navigate the job market themselves. Many recruiters overlook this critical step, even when they are trained. I also witnessed that long-term retention did not always correlate with success. This realization led to the creation of Superior Career Services, aiming to ensure candidates are well-prepared and understand their own needs and goals.
The employment landscape is filled with matchmakers, internal HR departments, and countless organizations claiming to demystify the job market. The impact of COVID-19 further complicated this landscape, transforming remote work from a theoretical option to a global reality almost overnight. These changes have long-term implications that will be covered in future articles. Having a career advocate who understands these impacts can empower job seekers with better compensation options and a renewed focus on long-term benefits like pensions, which are making a comeback.
Employers of all sizes are interested in this advocacy model for various reasons. While it may cost less upfront, the bigger issue is the rapid loss of talent at the 3 to 7-year mark, compounded by a wave of retirements post-COVID and among baby boomers. The loss of tribal knowledge is a significant concern. Having a knowledge advocate helps level the playing field and offers huge benefits for employers. If future employees carefully evaluate their options and establish standards before starting the interview process, there is a greater chance of long-term retention, which is more critical than ever.
Another major issue on the horizon is the increasing defense manufacturing in many countries, driven by various global conflicts. Employers need stability in their go-to-market solutions, but they are struggling to meet their commitments due to talent shortages and retention challenges.
The need for employment advocacy is gaining attention from employers. They are trying every possible option, but long-term retention remains a problem. The traditional employment process needs an alternative approach, as companies are paying enormous fees without recovering their costs. The necessary talent is being missed or not correctly matched.
Skepticism toward employment advocates is understandable. Many candidates and employers are wary of new approaches, especially when traditional methods have not delivered the desired results. The illusion that job hunting should be free further complicates this issue. The ongoing lack of understanding about the job hunting process results in lost hours and dollars. It is essential to present the advocate approach differently to disarm existing skepticism.
Employment advocacy firms can complement traditional hiring models rather than compete with them. Realigning expectations with the job-seeker market can improve the experience for everyone involved and enhance positive retention for future employees and employers. The future workforce has different values and communication styles compared to their senior counterparts. These differences need to be unraveled and understood to ensure successful employment outcomes. Experienced career advocates can help candidates identify red flags and navigate the interview process effectively, setting them up for success rather than failure. Despite the skepticism, employment advocacy is beginning to transform the industry, much like how increased awareness has started to change the car industry. Recruitment firms, internal HR departments, and traditional organizations are doing their best, but the demand for a new approach is clear.
Employment advocacy firms, like Superior Career Services, are dedicated to bringing comprehensive awareness and coaching candidates through the entire process. This approach involves articles, videos, testimonials, and introductions to industry professionals who have successfully worked with these firms.
In conclusion, the necessity for employment advocacy is undeniable. It addresses the deeply personal matter of career development with trust and credibility. Future articles will continue to explore these elements and the ongoing need for employment advocacy in the ever-evolving job market.
