Most of our team have always worked in staffing in a fast-paced, competitive sales environment. We are used to dealing with uncertainty and often thrive on it, even if we understand that not everyone feels the same. The economy has been giving off mixed signals this year, and candidates are considering that as they consider new opportunities.
That’s smart, and we want candidates to think carefully when we talk to them about changing roles. But we’ve been hearing something new from a couple of candidates, and we think it’s worth talking about. We’ve listened to worries about changing jobs in an uncertain economy and being “the last hired, so first fired” if the company runs into trouble.
It’s normal to feel anxious about the future; the pandemic taught us all that things could change in a moment. But we think the concerns about being let go because you’re most recently hired are misplaced. Here’s why.
Staffing is an industry that focuses on performance and potential. Good managers are experts at recognizing both. It’s true that experienced recruiters have a stronger track record of success (in most cases). Still, companies also value newer hires who show potential to contribute to performance and culture of their team.
What does that mean for a newly hired recruiter? Your manager will be looking at several factors in your first few months with the company. They’ll look at your contribution to the team’s culture: are you full of energy? Do you have a positive attitude? Are you connecting with clients and your team?
Are you showing signs of promise in performance? Are you doing the right things even if you haven’t yet hit your stride? Following the plan, trusting the process? Are you putting in the work? If you are, it’s only a matter of time before you start making your numbers and hitting your goals.
When you consider all this, it doesn’t make sense to let high potential employees go, even if they’re a new hire. Our President, Rich Thompson, is a former Chief HR Officer for one of the top staffing firms in the world. He has sat through quite a few meetings about layoffs and reductions in force (unfortunately.) He’s been in sessions that stack ranked employees to make tough decisions about who to keep and who to let go. In fact, he’s seen companies make room in other departments for high-potential workers whose departments were experiencing layoffs.
He’s heard it all, Rich says, but one thing he’s never heard is someone asking about a worker’s date of hire. “We made decisions based on performance, potential and contribution to culture,” he says. “But never on how long they’d been with the company.”
If you’re thinking about changing jobs, you’re thinking about it for a reason and looking for a better culture fit, a more challenging role, or the next important step In your career path. Whatever your reason, you should always make decisions based on what’s right for you. Don’t fear change, as least enough to make your decision based on fear. It’s true that the economy may take a turn for the worse. Nothing is certain, but everything is cyclical. When the economy recovers, wouldn’t you rather be part of a great team that’s the right fit for you and your career?
Take your shot. Talent trumps temporary circumstances every time.