The Quest for the Human Element
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Today I was pondering the 5th step of the Faremouth Method™—Be a Hunter. This step was originally designed because of the many clients who would call me with search assignments requiring the criteria that the candidate have the “Hunter – Go Get ‘Em” mentality. A candidate, if you will, who would seek out and pursue ambitious goals, as opposed to the “Gatherer” type candidate who more or less gathers the data, follows status quo, and handles repetitive type tasks.
In this Shelter-In-Place and Post-COVID-19 Phase of the work world we are facing now, Employers, Recruiters, and Candidates will have to HUNT FOR THE HUMAN ELEMENT in the employment world to accomplish a more harmonious working environment in the coming weeks and months as we get back to work.
We might all have to utilize more “Emotional Intelligence” or “Soft Skills” going forward to move to a future allowing us all to achieve important goals which keep the HUMAN ELEMENT as our main focus more so than we ever considered in the past.
Let’s look at how these three groups can employ the “Human Element” practice going forward.
Employers
I believe a key requirement for companies now might be to avoid broad policies which don’t take into consideration the unique circumstances different employees face. For example, company decision-makers might ask themselves which employees are more senior and, therefore, might be more vulnerable to re-opening? How are they being served? Which employees do not have the necessary space and working conditions in their home to be able to work productively, and would therefore be a candidate to come back to the office sooner rather than later? How many employees might be challenged with mental health issues that could be exacerbated by social isolation? To what extent do some employees have a deep need for social interactions, which makes it more important for them to be with other workers sooner? A deeper understanding of the needs of the employee, beyond just safety, will make for a better get-back-to-work phase.
With all the calls I am receiving from employees who still have a job but are fearful they might be cut, communication might be a very important variable at this current stage. It might be good practice for employers to now work on a future that might be different than the past and work to communicate the business plans to their employees and a sense of purpose of their employees as input to their planning process.
Recruiters
Many recruiters are challenged with having fewer job orders to work on these days and are reluctant to visit with candidates who have lost jobs that might never be replaced. This might be an opportune time for Recruiters to think about TRANSFERABLE SKILLS and how they can assist candidates at this time with hope and anticipation that their skillsets may still be utilized in another industry. Recruiters might also be building their pipeline of candidates into their database to have a solid list of placeable candidates when the companies do start hiring again. Taking an online class on how to fully utilize Zoom, Skype, or other digital equipment that might be the NEW NORMAL for interviewing might also be a good idea. Joining online forums that might advertise jobs via special groups on LinkedIn or other professional affiliations might also give them ideas and leads on where to go to assist organizations that might need their services.
Candidates
These times are very fearful ones for a large majority of candidates. What I keep hearing from candidates who are calling me is, “I don’t know if they will keep me, and if they do, my job might be changed dramatically.” I think it’s always wise to have a Plan B in most business situations. Candidates might begin working on their resumes or seeking out professionals that can handle writing a professional resume to have this important document ready just in case they need it. They might also seek out a mentor, coach, consultant, or their Minister or Priest to talk with them about their fears or concerns. It’s always better in times of severe change or fear to have support in our network. Getting back in touch with a Sorority or Fraternity, a Baseball Coach you really liked, or your great “Uncle Bill” who has had his own set of challenges where he has risen from the ashes might serve as a good contact at these times as well.
And let’s not forget collaboration with all three of the above categories. I heard of a situation recently where a candidate I placed in a company shared the name of a previous Mentor/Boss he had worked with in the past with the President of his current firm to help him get specific information on a new business deal they were working on. That collaborative effort helped all three parties. It kept the employee in contact with a previous Boss/Mentor who might need the candidate someday. It showed his current boss that he was invested in the best interest in the company and helped the boss get important information that might be instrumental for the companies growth, and the Recruiter who placed him there might get some repeat business down the road because she placed a valuable candidate with the company.
The HUMAN ELEMENT is a key ingredient in the workplace going forward. Isn’t life really about relationships anyway and about how we can help our fellow man?
The 5th step of the Faremouth Method™, “Be A Hunter,” might just be the wisdom we need during these tough times to HUNT FOR THE HUMAN ELEMENT we might have ignored in the past.
We are being given an opportunity now to take a chance on ourselves. Perhaps this is the time to tap into our other interests or talents, which we did not make time for in the past. How can we take those interests and skills into a new career? By opening our minds and entertaining new ideas, there can be a new rainbow waiting for us. Just like employers and companies are having to learn new ways to do business, we are also learning new ways to fit into that new world.
Mary Ann Faremouth has been a regular contributor to the USA Daily Post since April of 2020 and to The Price of Business since August of 2019.
Kevin Price, the host of The Price of Business, is known for getting the big interviews — New York Times Best Selling Authors, Multi-Billionaires, National News Personalities, and More. Price is a multi-award winning journalist, author, speaker, columnist, and business news media personality.
The Price of Business is one of the longest running business shows in the country. It is nationally syndicated and distributed by USA Business Radio.