December 2024
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?”