dictate your future

Don’t Allow Someone to Dictate Your Future

dictate your future

Today we are talking with more and more people that are somehow stuck in a company or career that someone else has dictated. Now is the time to change that.  The economy and the labor market are so strong that you don’t need to be stuck somewhere you don’t enjoy. Now is the time to look at making the change for the next 5-10 years.

Are you stuck with a company you really don’t want to be at because of your boss? Your boss might be fantastic and really has your back, but if he/she can’t get anything changed to make the company a better place to work, it might be time for a change in scenery.

We work with many banks and credit unions throughout the US and we are seeing some interesting trends on this. I was just working with a candidate that was employed at a bank because his culture essentially forced him to work there because he had a relative at the institution who’s a senior banker. It would be frowned upon if he didn’t join the bank to work with his family, even though they didn’t want to work there. Why limit yourself to one institution or employer when there are hundreds of great employers out there?

Cultural expectations

Maybe you are like many people that I speak to within the Banking Industry that feel they are stuck in their current job due to “cultural” expectations. Many cultures have certain expectations of when and how you can move jobs. We are in the US, the land of opportunity! When you decide that you are ready to leave, don’t look for a job with the same cultural experience as you’re in now. If you do, you will just be “stuck” in the same position you were in before.

Don’t be afraid to try something new

Try something completely different that offers you the opportunity you are looking for. If your company has the culture of winning at any cost and you’re uncomfortable with that, don’t go down the street to a similar company that has the same mentality. Or if you are of foreign descent and don’t want to work in a company that is run by you’re same demographic, stop looking at those opportunities, even though you may feel you’re expected to work there within that culture.

Family is a big influence

Maybe your spouse/significant other doesn’t want you to leave your current company. This one is very difficult, but the best advice we can give you is being honest with them; have your thoughts written out as to why you want to make a move.

Maybe your parent/family member helped you get the job you thought you wanted. You have been there for 3-4 years now and are just miserable working there. Have the conversation with your family and find the company you want to work for. They will likely understand and respect your decision.

Remember, we live in an amazing country. A country that you can build your own career path with whoever you want to work for. We are in the strongest candidate-driven market that we may ever have in the history of modern times; now is the time for you to make the path you desire. And if you’re tired of someone dictating your future, reach out to us! We’ll help you find a new career path that you’re passionate about.

How To Hire For Culture Fit

How To Hire For Culture Fit

How To Hire For Culture Fit

As a company, we have been putting more and more emphasis on hiring for culture fit both internally and for our clients. “Culture fit” is more than just a buzzword, it is rapidly becoming a standard in business around the world. But… what exactly is it and how the heck do you hire for it? At its core, cultural fit means that employees’ beliefs and behaviors are in alignment with their employer’s core values and company culture. (Business News Daily) And as important as it is for us to define culture fit, it’s just as important to define what culture fit is NOT. It is not a way to hire all of your best friends, it is not a strategy to hire people who are all the same. You still need to hire a diverse team that brings different experiences, different points of view, and even different goals. So how do you sort through the thousands of candidates on the market to find the one or two people who are not only going to be a great fit but also make an immediate impact on the growth of your team?


This may seem like an obvious suggestion, but please take a moment to step outside your shoes and look at your company through the eyes of a candidate. Is your company culture obvious right off the bat? Does what you read online align with what you’ll see in the office and hear when you talk to current employees? If the answers to these questions aren’t clear, it’s time to make some adjustments. It may be as simple as making your brand known, or a little more complicated process of defining your culture and getting everyone on board.


So often, we put candidates in rigid boxes because they do or don’t check off every box on our desired skills list. This is resulting in so much missed value! Just because someone doesn’t have every skill doesn’t mean they can’t come into your open job and make a huge impact. Remember, skills can be taught but culture fit cannot. If you’re intrigued by someone’s background, or they fit some criteria but not all, put them in the “yes” pile. You will be amazed at how much you learn and gain just by talking to these candidates.


We’ve all seen the standard list of questions that everyone asks during an interview. “What are your weaknesses?” “Tell us about yourself…” By changing the way you ask questions, you change the type of talent you bring on board. I love this list of culture-fit specific questions from Harvard Business Review. And don’t stop at just changing the questions you ask! Maybe ask the candidate to sit in on a meeting and give their thoughts on a current project, or give them a homework assignment very similar to what they would be doing day to day, or even take them out to a team lunch to see how they interact with everyone. By taking candidates out of the “typical” interview process, you will be able to uncover outstanding talent.


Something that I love to say when I’m interviewing someone is “this interview is a two-way street.” I like to put the power in the candidate’s hands by asking them to tell me what they are looking for in a job or career. Trust your candidates enough that they feel they’re able to open up to you, and you’ll be able to get to know their true selves and if they will truly be a culture fit on your team.