Dream Employers, people who offer Dream Jobs, have a lot of advantages. They get applications from the most talented people. Those people thoroughly prepare themselves for selection. They arrive ready to hit the ground running, seek to add value, are committed and loyal.
Being a Dream Employer is a worthy aspiration. So how might you tell if you are one? Here's an interesting question to ask yourself: "Would anyone buy a book about how to get a job at your company?"
- If you're Google, the answer is YES – there is literally a book called "How to get a job at Google".
- If you're Amazon, it's a YES. Again, there is such a book.
- If you're McKinsey, Bain or Boston Consulting Group, it's a YES too (in fact there's a competitive online industry in training would-be consultants to pass the notorious 'case interviews' these firms use to select the people they seek – and note that applicants train for these jobs at their own expense).
Is it all about seeking high salaries then?
- Well, what about the Army? YES, there's a book.
The power of the question, "Would anyone buy a book about how to get a job at your company?" has nothing to do with the size of the business. Businesses of any size and in any industry can offer a Dream Job (just as businesses of any size can offer a job that's a nightmare).
If you treat this question as a thought experiment, you'll come up with some useful perspectives, especially if you decide the answer is NO.
Then the follow up question becomes, "What would we have to be like to change the answer?"
For more on this idea, here's an extract from Committed Action...
What kind of employer are you?
Attracting and retaining talent remains, and will continue to remain, a key concern for leaders. Have a look at the following image: “What kind of employer are you?”
If you are a commodity employer you’re probably having a hard time. For many roles, the jobs companies are offering are undifferentiated. And unimaginative attempts to differentiate “employee value propositions” using bolt-on perks like health plans, gym memberships and flexible working arrangements are easily matched by competitors.
The employees you are getting that way are not going to give you their best. They can’t. There may be an initial sugar rush because of a signing bonus but people soon habituate. If the work is only motivated by extrinsic carrots and sticks, they’ll get bored, start going through the motions and then look for a better deal elsewhere. You could argue that’s what the carrots and sticks approach incentivises them to do.
In contrast, what about people who say they have a Dream Job? If you can find someone who feels that way, ask them what makes it so. They will not say, “because it pays more and has a great health plan.” They’ll talk about intrinsic motivations. They’ll probably talk about meaning: it’s different for everyone, but they might enthuse about their relationships at work, the pleasure of helping a customer, the fascination of learning about technology or the impact of the company’s purpose.
A great indicator of a Dream Job Employer is that people train themselves at their own expense, beyond just doing extra qualifications or routine interview coaching. They take responsibility for their own preparation and ongoing development. They build their experience with the job in mind. They actively try to build relationships with hiring managers rather than just submitting their application form – a commodity – through the front door of HR.
Action point: Here’s a great way to clarify what being (and staying) a Dream Employer would look like for you. Can you imagine someone writing a book called, How to Get a Job at <yourcompanyname>? What would it have to be like at your company for people to want to get the book?
Read a free sample chapter of Committed Action: the three-step method to inspire your people to take ownership and get results (also gives you access to bonus resources).