Thanks for replying! That last point is quite interesting. So if I'm understanding correctly, companies would develop relationships with an employee potentially months or years before an actual job or application is on the table? If that's correct, what do you envision taking it from a casual relationship to an actual job getting offered?
For example, is it about getting in touch with prospective employees who are content in their current role but may be interested down the road when their circumstances change? Or perhaps about identifying people who seem promising, but aren't ready for the job yet, and maintaining the relationship as they develop? I'm curious because I've thought a bit about the latter option, of companies giving potentially promising candidates insight into how they can develop to become competitive for a role, and have wondered why that doesn't take place more often.
Yes, I think both scenarios you outlined are what the companies that are most successful in the changing world of employment will do. They will both get to know people far in advance so that when the timing is right, they are able to get the best of both worlds—highly qualified talent when needed.
In addition, companies will look ahead to anticipate which talent might be a strong fit in the future and keep tabs on them as they develop in their careers. I think the honest truth as to why it is not happening more today is that it is so difficult! One part of the solution is building software that has this model for hiring as key part of it works, and that is Lever's focus.
Thanks for asking such a great question and offering your commentary as well!
Very interesting stuff! I've wondered quite a bit what this would look like in the future, so it's cool to see that companies are thinking about how to change the current state into something that is more effective in the long term. Thanks again!
For example, is it about getting in touch with prospective employees who are content in their current role but may be interested down the road when their circumstances change? Or perhaps about identifying people who seem promising, but aren't ready for the job yet, and maintaining the relationship as they develop? I'm curious because I've thought a bit about the latter option, of companies giving potentially promising candidates insight into how they can develop to become competitive for a role, and have wondered why that doesn't take place more often.