They are vetting you. Do the same back to them. #jobsearch

Key Concepts

• Two-Way Vetting Process: The core idea that both employers and job seekers should actively vet each other during the hiring process.
• Employer's Perspective: Companies are primarily looking for reasons not to hire a candidate to avoid the costs of a bad hire.
• Candidate's Perspective: Job seekers should similarly look for reasons not to accept a job offer to avoid negative impacts on their career.
• Career as a Business of One: Treating one's career with the same strategic approach as a CEO would manage a business.
• Red Flags: Warning signs or indicators of potential problems with a job or company.
• Turnover: The rate at which employees leave a company, which can be a negative indicator.
• Career Profile: The overall perception and strength of an individual's professional history.

The Two-Way Vetting Process in Hiring

The transcript emphasizes that the hiring process is a two-way street, where both the company and the candidate should be actively vetting each other. In today's job market, companies are primarily focused on finding reasons not to hire a candidate, aiming to avoid the significant costs associated with a bad hire. These costs can include training, hiring expenses, and salary. Therefore, candidates must adopt a similar, proactive approach to vet potential employers.

Stages of Vetting and Candidate Actions

The transcript outlines several stages of the hiring process and suggests corresponding vetting actions for the candidate:

1. Resume Vetting (Employer) vs. Job Description Vetting (Candidate):

   • Employer: Reviews the candidate's resume to determine if they are a potential match or not.
   • Candidate: Should thoroughly vet the job description to assess if the role is a good fit for their background and to identify any potential "red flags" or warning signs.

2. Interviewing (Employer) vs. Interviewing the Employer (Candidate):

   • Employer: Interviews the candidate to assess their suitability.
   • Candidate: Should actively interview the employer by asking pertinent questions. If concerns arise, they should be addressed directly during the interview. The goal is to avoid accepting a position with an employer that could negatively impact the candidate's resume through rapid turnover.

3. Background Checks (Employer) vs. Employer Track Record Vetting (Candidate):

   • Employer: Conducts background checks to uncover any unsavory aspects of a candidate's past.
   • Candidate: Should investigate the employer's track record, specifically looking at their history of layoffs and financial performance.

4. Reference Checks (Employer) vs. Candidate Reference Checks (Candidate):

   • Employer: Contacts previous employers and colleagues to verify the candidate's identity and work history.
   • Candidate: Should also check the employer's references. A particularly valuable approach is to seek out individuals who used to work at the company and in the specific department the candidate would join. While these former employees might have a biased perspective if they left on bad terms, they can offer significant insights. A key question to ask them is: "Would you go back and work for this hiring manager or in this group again?" These individuals can often be found on platforms like LinkedIn by using filtering options for former employment.

The Rationale Behind Candidate Vetting

The transcript argues that vetting out a bad job opportunity is crucial for the candidate because it can lead to:

• Quick Turnover: Leaving a job prematurely can weaken a candidate's overall career profile.
• Weakening of Career Profile: Frequent short stints at companies can create a negative perception of the candidate's stability and commitment.

Treating Your Career Like a Business of One

The overarching advice is to approach one's career as a "business of one," where the individual acts as the CEO. This mindset encourages strategic decision-making, including the critical step of thoroughly vetting potential employers to ensure alignment and long-term career benefit.

Conclusion

The transcript strongly advocates for a reciprocal vetting process in hiring. While employers meticulously assess candidates to avoid costly mistakes, job seekers must equally scrutinize potential employers. By actively investigating job descriptions, asking critical questions during interviews, researching company track records, and seeking insights from former employees, candidates can protect their career trajectory and avoid positions that could lead to negative outcomes. This proactive approach is essential for managing one's career effectively, akin to a CEO managing a business.