Ending the week by sharing a bottle of wine with a friend is most satisfying. Especially, someone, you hold in high esteem. Faith is one of those people. She is a confidant and muse. She is my ‘go to’ person for a different perspective, including comparisons between dating and job search. Oh yes, there are many parallels as both activities are about developing relationships. Her insight can be profound. An added benefit is that we share the same taste in wine. I always defer to her recommendation. Sometimes, I need her help to sort out the week, to select the topic for my article.
I arrived a little early to secure a strategic location at the bar; then selected a favorite vintage and uncorked it to breathe. Faith arrived shortly thereafter. After she told me about her week, she asked about mine. She was most interested to hear about my experience as a panelist speaking on “Alternatives to Traditional Employment.” Holding a good job is difficult today as companies struggle to adapt to the digital age. Considering alternatives to traditional employment is worthwhile.
I was invited because I left the corporate world to start my business and for my work supporting freelance consultants. We talked about the need to follow our passion when picking a business. We reinforced the need for confidence to strike out on our own. Perseverance through difficult times was recognized as a fundamental requirement. We all agreed that the major reason for starting a business is to gain control over one’s life and career, especially in a highly volatile environment where tenures are short.
The audience was mostly Baby Boomers. They’re generally healthy, competent, and technically savvy if not necessarily perceived as such by potential employers. They have solid interpersonal skills, more so than their younger peers, but don’t necessarily recognize this strength.
One member of the audience surfaced the issue of age discrimination. I told Faith I found that a bit odd for a discussion about alternatives to a traditional job. Age discrimination is a significant concern for Baby Boomers, albeit overblown, in my opinion. It is less of an issue during periods of full employment. It is also less of an issue at smaller, emerging brands. In many cases it becomes an excuse for difficulty finding a job. After hearing the question, I thought the issue was less about age discrimination and more about his presentation. He lacked the image and energy employers expect from someone at his level.
When I mentioned that point, Faith’s expression changed significantly, indicating an ‘ah ha’ moment. She had a flashback to a conversation with our mutual friend Hope. I was a participant in that conversation, well more like an interested observer.
Hope was talking about a conversation with her brother who was puzzled that another romantic interest had fizzled. He was perplexed that she was still single as she’s an attractive woman with an effervescent personality. However, she seems unwilling to risk being hurt again. Hope said he asked if the guy had “crooked toes.” I was clueless as to what that meant. I have learned that these ladies often talk in code that requires a debriefing after the fact. As I think back, I remember that I listened to them as if they were speaking a foreign language. I didn’t interrupt for clarification though, as the wine was awesome, and I was in the company of two beauties. Besides, they were having a great time and I didn’t want to spoil the moment. I just enjoyed the fun.
Faith reminded me that the code-word, “crooked toes” means “unidentifiable, unspoken reasons one does not find the other attractive enough to continue dating. Or, when one candidate is selected over another, when all else is equal or favorable for the candidate not selected.” In my world this means the unsuccessful candidate wasn’t the best fit. Faith had done it again. She found my topic for the week!
All things being equal, ‘fit’ is the ultimate consideration. From an employer’s perspective, all new hires carry risk. A bad hiring decision can be very costly. The more important the position, the greater the risk. Fit is the critical criterion, as all finalists will have met the quantifiable selection requirements.
Lack of fit means the hiring manager was not satisfied with the candidate’s personality, speaking skills, management style, presence, or energy level. As these details are seldom revealed, it creates a quandary as one doesn’t know how to become more competitive. However, success in job search or
When a runner-up hears that the person selected was a better fit, it is a signal to seek constructive criticism. Find a professional, or a trusted adviser with recruiting and selection knowledge. You must get back into the game. If you have crooked toes, fix them!
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Jim Weber, Managing Partner
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Author of: Fighting Alligators, Job Search Strategy For The New Normal
