Why do people take the wrong job? Using an article from Harvard Business Review as the backdrop, I explain why.

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I'm Jeff Altman, The Big Game Hunter. I'm a career and leadership coach the head
coach for JobSearchCoachingHQ.com. Now someone asked me a great question. It's
kind of like a variation on why women shoes bad boys and it's really the
question of "why do people take bad jobs" or "why do they take the wrong offer?"
people go into a job search because there's something wrong at work I
remember a time when I was still doing recruiting and I found that a great
opportunity for this woman and she was going to take a counter offer my
position checked all the boxes and when she called me up to say you know I think
I'm gonna take a camera and stay I said to her can we take you to lunch I want
to hear what this is about and let's talk about and as we were
sitting over lunch you know she told me that the other firm had offered her $500
more than my client had this is a long time ago $500 was a lot of money so I
said there when we spoke to Beth what you were looking for you listed this and
went through a series of things that were important to her she said in our
next job or organization and how is the thumb addressing this well hard and
we went through five or six different items that were not gonna be any
different just the money was gonna change and she said thank you
You know, you've reminded me of something and I really appreciate it." And she took
my offer here's what happens people go into a job search yes money is important
but they forget about the sense of mastery or competence that they'll feel
in the work they look for community you know like people that they can get along
with to work with and work that involves meaning and purpose now generationally
you may prioritize different things like if you're younger you may think of
if you're older you may think of that whatever it is it comes down to money
the feeling of competence and mastery community with the people that you work
with, meaning and purpose related to the work. Now, what happens most of the time,
and I'm gonna draw from Harvard Business Review here where they did an article
I thought was wonderful and the writer and I'll come back to who that was in a
second, the writer points out to what we settle
for is money talks and people listen and that becomes priority number one is the
money and as a result we start to tolerate or accept positions where we
have to tolerate things that are not really in our wheelhouse or an
organization where the work really isn't that good but the money is. So we go for the
money. So issue number one is money talks and people listen and number two is
people are good at tolerating bad jobs now remember when you tolerate a bad job
you come home as a zombie your mind hasn't been activated the work isn't
interesting. Maybe your commute is intolerable that's a different
conversation it's not related for the job per se but the conditions of the job
and the money was good and you still have to live with the impact of doing
bad work. There's also the issue of people aren't always aware enough to
know what's going to happen on the job they don't have the sense that they're
not going to be in an environment that's going to propel them forward and there's
also the issue of it's hard to know what to expect now here I'm going to give you
a funny example and I'll just simply say from the time I started training
recruiters back when I would tell them three jokes joke number one is how can
you tell the job applicant is lying team and the answer is their lips removed how
can you tell a company is lying to you?. Their lips are moving. And people, if
They were asked "how do you tell the recruiter's lying to you?"
Their lips are moving. Everyone's posturing for advantage in the transaction. No
employer ever says to you "the reason why the last four people in that chair left
they left so Eska doubt that find out why people leave talk to some of the
people in the organization and say I'm sure you're painting a wonderful picture
you honestly believe this but what's wrong here where am I going to struggle
You know, have some fun with it so it's not something that puts them on the
defensive period and if they said "oh, it's perfect around here. Oh what is the last person
leave?" Someone's left the group. After all, statistically, that's true, right? So, ask
them why did the last person leave? What was wrong to them?
"oh, they couldn't keep up with the work. Does that mean that they were incompetent or they were
working crazy hours you know we don't know that from this scenario so the
result winds up being we're left to wonder is it the work environment, the
employee, what is? And start to sort it through. By the way, the article on HBR
was written by Toomas Chamorro-Premuzic. He's the chief
talent scientist at Manpower Group. So, I hope you found this interesting. Remember,
money is a factor and it should be and it shouldn't be the only factor as
you're making choices remember these other alternatives these other variables
and don't neglect them because eventually the chickens come home to
roost and you're left with the consequences of your decision and
sometimes it's hard to extricate yourself from I'm Jeff Hoffman the
Big Game Hunter. hope you have a great day. If you'd like more, visit
TheBigGameHunter.us. I've got thousands of posts in the blog there
watch them listen to you read them have a great day take care


Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching, job coaching and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1700 episodes and “The No BS Coaching Advice Podcast” and is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was named a Top 10 podcast for job search. JobSearchTV.com is also a Top 10 YouTube channel for job search.

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