What is the candidate's job change mental journey?

What is the candidate's job change mental journey?

Deciding to leave a job is not an easy decision for most people.  It is emotionally taxing and generally something that most of us would like to avoid.  Research shows that less than a third of voluntary turnover actually occurs because of job satisfaction with their current employer.  Two thirds of turnover decisions are initiated because of an event of a personal, professional, or business nature.  Examples range from data breaches, company litigation events, M&A activity, business scandals to more personal milestones such as work anniversaries, major birthdays, or earned degrees.  

  • Do I trust my career to my current leadership team?

  • Is the management team a revolving door?

  • Are there any scandals or impropriety occurring by the management team?

  • Is their reputation solid?

  • Are they leading the company on a stable and resilient path? 

Then subconsciously the candidate starts to do a bit of a self-assessment and looks at her current stature within the organization and asks questions such as:

  • How “embedded” am I in the current company?

  • Have I been here long enough to have tight friendships and relationships to care about?

  • Did my peers leave in the past 6 months?

  • How is the culture and do I fit in?

  • How is the environment and does this fit with my desire for growth and meeting challenges?

The last step in the job change mental journey is to evaluate the level of difficulty in finding another more satisfying opportunity and how their skills translate in the market. 

As a talent acquisition professional, it is essential to understand the drivers that impact the candidates’ decisions and to analyze the personas of the candidates. 

Tags: ENGAGE Blog Point of View
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