Lessons for employees and company leaders.


Most of the time, there’s a gap between the company and its employees. I do understand that the primary reason for looking for a job is to find a secure, sustainable source of income. However, if this will be your only reason, longevity and impact are rarely expected outcomes.

In the massive job market today, there are so many companies looking for the right person to join their team. As company culture evolves as well, businesses and human resource are now more focused on the right fit instead of someone who can do a task. At the same time, high-achieving applicants are looking for a place where they can thrive and not be trapped in a repetitive, uninspiring job.

To clear out the mess of employer-employee mismatch, the two sides should be open in communicating what they want.


Gone are the days where you can walk in a coffee shop, submit your resume and get called in for a contract. In today’s market, you can simply assume someone will always be better than you, smarter, more charming and enigmatic. So, how do you beat the odds? How do you find the right match?

Finding a really good company to join is challenging, but that doesn’t mean you should just stop scouting. Though most of us want to have a rewarding career in a “family”/team that can guide us to greatness, there are still other job options that can help you get there.

Most of the time, we believe too much in ourselves. That’s not saying you’re not talented enough to land a job; it just means that we are dismissing so many opportunities because we have this grand idea of what a dream job looks like: paid vacation, paid sabbatical, paid dental, commute-free Fridays, casual dressing and so on and so forth. We are too set of what we believe we deserve that we don’t give attention to jobs that can be even more fulfilling.

Instead of looking for the best benefits, find the BEST POTENTIAL. Look at the challenges of this company and see how you can use your skills and knowledge to make it better. Challenge yourself to rise to the occasion. Because what you need to understand is that companies need leaders that provide solutions, not complete a task. The ones you see on TV shows, Harvey Specter (Suits reference), the reason why they’re at the top of their game is they solve problems.

It may take a two years or five years but a record of you providing value and success to a company is even more valuable than three short sprints at the top corporations in the world simply because these were not a match.

So, go out there and look for problems to solve, not the benefits you could casually get.



The workforce culture 30 years ago is so different that what we have in 2018. The richness of the diversity from age, cultural background and even levels of experiences. You have 22-year-old managers and 38-year-old social media managers. It’s not topsy turvy. It’s just the way it works now.

But as the diversity grows, so do bigger companies. Unicorn companies continue to grow and fall. New startups are being born each day. Finding the right talent to do the job is challenging because not every Valedictorian out there will fix it. There are even college undergraduates who are better than those who got their diplomas. It’s simply how our world is right now.

So, how do you attract the right ones?

First off, you define your Company Brand. It’s more than just about the job description. You should define what you stand for and basically let everyone know why you’re here. Why are you serving your clients?

The purpose is the highest priority for any successful company. It doesn’t matter if you’re a 2-person team or a 15-thousand multi-national conglomerate. If the leadership knows what the purpose is and let their employees and applicants know what they stand for, it’s easier to find the right people who believe in the same values.

The next is the practical application. There are so many people out there who “claim” they can do a job, but when it comes to the actual work, nothing gets done. That’s why you need to have tests during the screening stage. This lets you know what their habits are and how they will perform during work.

Do they make excuses? Were they late? Was the grammar incorrect? Were they not professional?

These are easy red flags. Yes, there are times when unexpected circumstances are inevitable, but most of the time, it’s just the person. Habits are formed in years and if this is how a person interacts in one email, one correspondence, one meeting, then this is how he or she probably is all the time.

Lastly, dig deep during interviews.

I’ve been in hundreds of interviews; both from the interviewee and interviewer’s perspectives. The questions are so shallow that the other person just want to tell you what you want to hear instead of risking honesty just to tell a possibly wrong answer.

I believe HR has been doing it all wrong. You have to know the person first, as if you’re getting to know a new friend. Because if you’ve already did the culture fit, finished the tests and checked their punctuality, well the only thing left to do is to know if there really is a person behind the resumé. What are their hopes and dreams? Does that fit the company at all? Do they just want to travel the world? If yes, then that’s okay, but it probably is not a good fit if you’re company is hiring for full-time in-house staff.

Get to know the person behind it all and assess with your gut. At the end of the day, even if that person is the smartest, most charming, enigmatic one in the roster, if there’s this ticking voice at the back of your head saying, “This won’t work!” it’s probably worth listening to.

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