It takes real talent to acquire real talent. Bridgeway is a vertically integrated search and recruitment firm. Our team of experts specialize at building core teams on behalf of clients in the practice areas of Construction, Engineering, Life Sciences, Tax, and Financial Services.
JULY HIRING INSIGHTS
This month’s hiring tip is a good one, and it’s framed around modern career management theory. Not so long ago, people often spent their entire careers at the first company they joined. The end of pension plans marked a shift towards “entrepreneurial career management.” Today, we are all entrepreneurs, selling our time and expertise to the companies we work for.
Companies should expect not only performance but also a certain commitment in terms of time. That’s why it’s crucial to discuss expectations of tenure with a new hire at the time of offer.
SET CLEAR TENURE EXPECTATIONS…YOU WANT QUALITY + LONGEVITY
When discussing how long you want someone to remain in a role during an interview, it’s important to approach the conversation with transparency and clarity. Here’s a guide on how to address this topic effectively:
Introduce the Concept
Start the conversation naturally:
“At [Your Company], we believe in setting clear expectations from the beginning, including how long we envision someone in this role.”
Explain the Reasoning
Provide context for the expected tenure:
“This helps both parties understand the commitment involved and ensures we’re aligned in our goals. Typically, for a role like this, we expect a tenure of [specific time frame, e.g., 3-5 years].”
Highlight the Benefits
Emphasize the advantages of this approach:
“Setting this expectation allows us to invest in your development and career growth within the company. It also gives us a timeframe to plan meaningful projects and contributions.”
Clarify the Next Steps
Explain what happens at the end of the tenure:
“It doesn’t mean we expect you to leave after this period. Instead, we plan to meet with you at that time to discuss your next steps and potential growth opportunities within the organization.”
Invite Their Perspective
Encourage the candidate to share their thoughts:
“How does this timeframe align with your career goals? Are you comfortable with this level of commitment?”
SPECIALIZED SOLUTIONS
BRIDGEWAY CONNECT
If you’re not prepared to undergo the search process, Bridgeway Connect guarantees that your job opening reaches every pertinent candidate. Utilizing cutting-edge recruiting research and intelligence tools, we develop an outreach strategy that transcends traditional job postings. With Bridgeway Connect, you’ll yield exponential effectiveness over traditional job postings, ensuring your position garners attention from precisely the right candidates.
BRIDGEWAY SEARCH
When urgency, importance, and the need for engagement converge in a hiring decision, our search service becomes the ideal solution. Since 2005, we’ve facilitated over 4000 strategic hires, positioning ourselves as experts in the field.
At Bridgeway, our search methodology is built on the premise of targeted, proactive access to top-tier talent. We go beyond mere identification, investing our time in ensuring the perfect fit not only accepts the offer but also aligns with expectations, preventing missteps. Our impressive client retention and hire stick rates underscore our proficiency in this regard.
A LOOK INSIDE OUR HIRING PHILOSOPHY
OUR THINKING ON REFERENCE CHECKS
Everyone knows it: reference checks are ineffective interviewing strategies in 90% of the cases. But done correctly, both the company and the prospective hire can benefit from a quality reference. READ MORE
OUR THINKING ON HIRING MODELS
A Hiring Model can be defined as the brand your company maintains for best in class hires. An extended time frame is responsible for losing more desirable candidates than any other two reasons combined. We know 5 other things that can protect your reputation in the market READ MORE
OUR THINKING ON STAFF EFFICIENCY
E + QE + S = P We know what that means and you should too. Most companies have staff performing below 80% efficiency. If you don’t hire right, it’s hard not to. READ MORE
OUR THINKING ON HR AS A HIRING KEYHOLDER
Friend or Foe? As a critical function within every large corporation, we know what the answer should be. Can’t we all just get along? READ MORE
OUR THINKING ON COUNTER OFFERS
Counter Offers are a part of 21st century career management. There is a time to consider them and a time not to consider them. We can explain and walk you through both. READ MORE
ABOUT BRIDGEWAY
At Bridgeway Search Group we welcome the headhunter label. We embrace it and our clients require it. Finding the best individual for a position means going beyond posting jobs, broadcast emailing and surfing LinkedIn. It takes one-to-one communication with both client and candidate to match their values. It takes the unique ability to inspire a candidate to pursue an opportunity. Headhunting takes real talent to acquire real talent.
HIGH PERFORMANCE
* Hiring results are calculated using a 5 year term of all hires completed between 2006 to 2018. Results are updated each year in January to reflect most recent data available. Useful measurements require a 5 year tenure term- 2018 is the most recent year for that.
**Detailed responses including metrics and guidelines for the above statistics are available upon request.