Momentum is often unappreciated.
Momentum is defined by Merriam-Webster as the tendency of a body to remain in motion. In simple words, momentum is your force or speed of movement.
For years I witnessed its value and impact, both on the positive and negative sides of the ledger, back when I was working in produce sales and marketing. Today, in executive recruiting, we see its impact on both employers and candidates.
I have to admit, what inspired me to write this story are a couple of recent incidents. And yes, perhaps I’m venting a bit—but what I’m really looking to do here is inspire a few readers to pay attention to momentum and use it to accomplish your objectives. Perhaps the next time you’re dealing with a candidate or employer—or recruiter—you’ll keep this in mind.
If you’ve read my stories in the past, you’ll recall that, “Ready…Aim…Fire,” (in that sequence) is a common theme. Unfortunately, in produce, there are more than a handful of “ready, fire, aim” people. Hey, it’s hard to argue with success, and some of these “gun-slinging cowboys” are quite successful. They’re willing to gamble and lose sometimes, and we actually have to slow some folks down in making a hire. We want both parties happy long after the first day, first 90 days, and first year. For a good hire, it takes time to vet the candidate(s), check references, etc.
On the other side of this, taking too much time can be just as disruptive to a chance at the right professional pairing.
In reflecting on this time, I would say momentum is a close cousin to tempo, which can be an issue with both those folks who move too fast or those who move too slowly. Momentum can be a challenge for a variety of reasons.
Seven Momentum Killers:
- Procrastination
- Loss of interest
- Paralysis by analysis
- Indecisiveness
- FOMO (Fear of missing out) for something possibly better
- Lost sense of urgency
- Too many cooks in the decision kitchen
Loss of momentum for any of these seven reasons can happen for both employers and candidates.
Let’s be clear: I am not advocating for decisions and/or actions happening too fast. This is about a reasonable and manageable tempo from the perspective of a professional third party who manages these scenarios frequently.
Please keep in mind that how employers and candidates conduct themselves and make decisions has an impression on the other party. Employers want to hire decision-makers; professionals want to work in an environment where decisions are made efficiently and without bureaucracy.
Candidates walk away, decline offers, and/or become disenchanted if the wait is longer than expected. Especially if the offer does not come through with reasonable strength.
Meanwhile, employers rescind offers and/or become disenchanted and even insulted if their offers are not met with enthusiasm and negotiated with the right tone and timing.
I have seen passive candidates become enthusiastic when they become comfortable that a change is in their best interest. This is why research and the work pre-hire is crucial. But, at the end of the day, professionals should not negotiate an offer they are not prepared to accept for any reason other than the strength of the offer itself. Come with a strong, reasonable initial offer, no negative surprises, and an awareness of what points are open for discussion.
Don’t rush and don’t lag—use momentum to your advantage and get it done right. Enjoy the journey!
Here are tips at each stage of the hiring timeline:
