“You’re not the exception. You’re the rule. If he wants to call you, he’s gonna call you.”

– He’s Just Not That Into You (2009)

Job Seekers: Want to know how to tell if the job you’re applying for is into you? Here’s how you can tell:

  • They’ll call. Trying to find a candidate is already tough enough stuff. There’s no such thing as a company feigning interest just to make you sweat. If they don’t call after two weeks max then I’d suggest depositing eggs into another basket.
  • They’ll stalk you. You’ll notice that someone from the firm has viewed your LinkedIn page or you’ll notice a new follower on your Twitter account. Companies these days are trying to find out about you in the same way that you’re trying to find out about them.
  • They’ll tell you. Again. If they want you, you will know. Dot your i’s, cross your t’s and say your prayers. The rest is in the hands of HR and the Hiring Manager.

Human Resources Professionals: Want to know why your best people are leaving? Here’s what they’re not telling you:

  • Your corporate culture sucks. Just like in dating, a pretty face means nothing without a great heart to match. If you best people feel threatened, unappreciated, or worse under paid, then odds are they’re not-so secretly looking for another job. What are you doing to motivate your employees to stay?
  • You shun technology. Let’s face it, we live in an age where technology is a major factor in just about everything we do. If your processes are hampered due to archaic systems or you have a “no cell-phone” policy while at your desk. Odds are you’re going to rub an employee the wrong way. If you can’t embrace technology then odds are your top talent (and Gen Y specifically) isn’t going to want to embrace you back.
  • Nothing in life is free. It’s the little things (read: benefits) that make people want to stick around. Free birthday cake once a month, free sodas, telecommuting, and Casual Friday’s make people want to stay. Invest in your people and they will want to do the same for you. Remember dating – err- employee engagement is a two-way street.


Did I miss anything? What are your thoughts about the points in the blog? Leave a comment below: