Over the years, more than one person has referred to JobLine as the “eHarmony of the truss industry.” I usually laugh when I hear it, but the comparison does make a point. The goal of recruiting shouldn’t be getting someone to change jobs. It should be finding the right match between a candidate and an employer.
That may sound obvious, but too often the recruiting process starts with a recruiter trying to fill a specific opening. A truss designer gets a call about a terrific opportunity, agrees to an interview, and before long is considering a job change that wasn’t even on the radar a few weeks earlier. Sometimes that works out. Sometimes it becomes an impulse decision that you may regret.
The recruiter tells you about better pay, better benefits, a growing company, and exciting opportunities. The hiring manager tells you everything is great. The interview goes well. Everyone likes everyone. A few days later, you are accepting an offer.
The problem is that you may be making a career decision based on a single opportunity rather than a complete understanding of the market. I know because I’ve done it myself.
During my career, I fell for more than one pie-in-the-sky opportunity. On paper, the job looked fantastic. The recruiter painted a great picture. The company said all the right things. The interview process was impressive. Yet after arriving, I discovered that the reality did not match the sales pitch.
A company may decide that you are exactly what they need, but have you determined whether they are what you need? Those are two very different questions.
The unfortunate reality is that a poor company can look like paradise during a phone call or interview. They show you the best parts of the operation. They introduce you to the right people. They talk about growth opportunities, culture, and advancement. They present the image they want you to see. Sometimes that image is completely accurate. Sometimes it isn’t even close.
You may not discover the real culture, management style, turnover issues, training problems, or operational challenges until after you have relocated, resigned from a good job, or committed your family to a major change.
Over the past 30+ years, I’ve seen candidates move for the wrong reasons. The resulting turnover was high, retention was low, and everyone involved paid the price. Employers lost valuable employees, candidates found themselves looking for another position, and recruiters simply moved on to the next search.
When I started JobLine, I wanted to approach recruiting differently. Instead of focusing on filling a single opening, I wanted to focus on matching people with opportunities that fit their skills, goals, and personalities. To do that, I needed more than a job description and a resume. I needed a thorough understanding of both the employer and the candidate.
Recently, I visited a new client looking for a truss designer. During that visit, I met with the Design Manager, General Manager, Plant Manager, and HR Manager. Each person provided valuable insight into what it would be like to work there. The Plant Manager walked me through the facility and yard. I was able to see firsthand how materials moved through production, how the operation was organized, and how the company approached efficiency and quality. The Design Manager explained the position in detail, including what they expected from a successful candidate and what resources would be available to help them succeed. I learned that designers worked in private offices equipped with multiple monitors and large display screens. The HR Manager reviewed benefits, onboarding, and company policies. We even discussed whether an experienced designer could negotiate additional vacation time beyond the standard package.
That information matters. Candidates deserve more than a job title and salary range. They deserve a complete picture of the opportunity.
The same is true on the candidate’s side. A resume only tells part of the story. Understanding a candidate’s experience, strengths, goals, and technical abilities takes much deeper conversations. That’s why we spend time developing detailed candidate profiles and evaluating technical skills before discussing opportunities.
When a recruiter finds you, the conversation often starts with a single opening. When you find the right recruiter, the conversation starts with your future. The best career decisions are rarely made on impulse. They are made after gathering information, exploring options, comparing opportunities, and understanding what is available in the market.
Before making your next career move, ask yourself one question: Are you evaluating the opportunity, or are you being sold one?