Okay, in this video series I want to talk to you about hiring and the context of firm
need or the need that the company or the employer has for the individual that they're hiring.
Looking at it in this context will help you understand how to structure your approach
towards achieving employment in that given firm.
Let's start off with say in the hire need situation.
Well, in a large firm this is generally comes down once it's been established in the budget
and in the plans that you have a position to fill and you're given a timeline based
on the budget to fill that position.
Well this is high level of formal need.
So, with that in mind, the hired in need on the company sat the more bargaining power
the individual - the applicant for the position will have.
Now, of course, that power diminishes when the formal requisition process that is the
human resource process of bringing someone on board gets rolling.
The more applicants that you have for the position naturally increases competitiveness.
While there is a firm need within the organization that strengthens the bargaining power of the
applicant, the increased\'a0number of applicants begins to diminish that.
There is still a formal need so you know at this point that there is likely going to be
a hiring so again there's a balancing act there.
Small, mid-sized firms, it's a little bit different.
As we stated in previous videos, approximately 80 percent on jobs that exist in the United
States are never posted anywhere.
Well, this is a signaling that there is a low formal need.
That is, it hasn't been firmly establish that you need someone at that point.
Much of the hiring takes place based partially upon referral or that nature when a firm comes
across an individual value, they recognize the value that that individual can bring to
their operations to their firms specifically and they hire based on that.
Lots of times, they make a position for this individual based upon how proficiently they
carry out some functions within the - or their ability to carry out some functions that the
business could potentially need.
This is extremely common in firms that are expanding, that is they find an individual
and then they find a place for them.
So, in this situation, the formal need is lower.
The employer can be more selective.
They can wait and look for the right person because there's no budget constraints or anything
like that or approval period for which to bring on a new individual to the firm.
These changes or outlook, you generally have to be more convincing or demonstrative of
your value proposition for the firms.
Your attempts to impress the employer that - envision doing the hire - hiring has to
be more geared to how you can bring specifically value to the firm.
Rather than the demonstration that you show to the larger firm of the formal requisition
process that you're the most qualified candidate for the job that also fits with the organization.
Again, it's more of a plugging a niche individual into an organization with a small or mid-sized
firm when the larger firm again, you're looking for a standardized candidate that meet the
criteria on which the position, budget was approved.
If you look at it in that way and you seek to recognize the formal need level of the
potential employer that you're approaching about the position it will help you better
plan that approach and better navigate your way through the hiring process.
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