match ? This generation largely was not looking at where the office was located , what the company ’ s carbon footprint was and if the company included everyone at all times .
Well , wake up ! We have moved the cheese again , and now anyone looking for a new job has a combination of economics , readiness and geography when making their choice of career and who will be lucky or good enough to hire them . Now it is about purpose , place and path . These recruits desire a purpose for their work and it could be anything , but gone are the days of presenting your company as “ we make x amount of widgets .” Now the thought process of the recruiter and recruit is , “ why do we make those widgets , how do they make things better and how can I use my talents to be a part of the making it better .” Purpose must be authentic and well communicated .
Path is equally important . “ How will you and I grow ?” Is there a clear path that is achievable in a short amount of time to keep me engaged , or is it just a “ go for it ” mentality ? Path must be presented and clear but leave room for independence based on the individual .
Finally , Where are we going to exercise our feeling of purpose ? Does the destination offer everything we need to keep me housed , clothed , fed , loved and motivated ? We both need to work hard in this area because , as we have seen with the affordable housing crunch , they aren ’ t coming if they can ’ t afford to live the life they feel they deserve . They aren ’ t coming if they don ’ t feel included , and they won ’ t stay if they aren ’ t motivated . They have choices and won ’ t settle .
So speaking to the old desires isn ’ t going to get you the hires you need or want . You have to change your language and commitment to why you do what you do . I am confident if you look deep in your reflection , you will see that purpose , path and place are what you were looking for at the genesis of your career ; you just didn ’ t use those terms . At the very end of the day , it is about authentic connection . Isn ’ t that what we all want ?
Kimberly Grey is an experienced Global HR strategic thought leader focused on designing the strategic talent direction of an organization . As Head of Talent and Inclusion for TopBuild , Kim leads an integrated talent management and diversity and inclusion team who delivers this framework across the organization .
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