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Wewere viewed as paper pushers, weren’t strategically aligned to the business, and the scapegoat
for all that was wrong in the organization as a whole.
I was determined not to assimilate into the culture where it was hard to see where an individual
or a team added value. Where employees were berated and scorned publicly. Where you were
to do what you were commanded and not ask questions or offer suggestions on improvements.
Poor leadership stifled progress and made being at work sometimes unbearable.
Our internal customers were so used to poor service that when I did something I thought was
small, like actually call a candidate, partner with hiring managers, or take responsibility for a
and execute on items that were part of the TA process it was like I had cured a disease. I was
used to an environment where “Be Remarkable” was the motto, the expectation and the norm.
Where employees were acknowledged, rewarded, and sincerely appreciated. It was because
this culture was so ingrained to into my psyche that I was able to build trust and relationships
with coworkers in and outside of my immediate group. Some of them grew to be close friends,
mentors, mentees, and voices of reason.
The personality, values and behaviors demonstrated by the Talent Acquisition Organization
were in direct conflict with everything I sought in an employer. If hindsight is 20/20 then
foresight is 20/10…even better. Had I focused less on the anxiety and desperation brought on by
impending temporary unemployment situation, I could have saved myself a lot of heartache and
disappointment.
As you embark on your career, take these lessons learned from my experiences to aid in choosing
your future employer.
• Execute a targeted career search. Don’t just apply for jobs.
• Whenever possible, interview onsite during regular work hours so you get an idea of daily
work-life.
• Use your alumni network and sites like Glassdoor and LinkedIn to discover what current
and former employees say about working for the organization.
• If you value your time (and you should) pay close attention to a prospective employer who
doesn’t appear to offer that basic courtesy.
• Ask direct, pointed, questions regarding employee turnover rates for college hires as well
as those who have been with the organization for two years or less.
• Obtain a clear picture of how the work you will perform aligns with the organization’s
values and mission statement.
• Relax, and trust your gut feelings.