Friday Happy Dance time! In this episode of Seinfeld on Marketing, Elaine is talking to her bitter friend, Cynthia, who is having a hard time finding the right guy:
CYNTHIA: There’s just no men out there, you know? I mean the problem is that the good ones know they’re good. And they know they’re in such demand they’re just not interested in confining themselves to one person.
ELAINE: I hate the good ones.
CYNTHIA: Well, the mediocre ones are available, but they’re so insecure about not being one of the good ones that they’re always going, “Well, I’m not good enough for you, what are you doing with me?” and eventually I just go, “You’re right.”
ELAINE: You know, maybe you need somebody between good and mediocre.
CYNTHIA: No, maybe I need somebody who has nothing, somebody who just has to appreciate being with me because he’s so desperate.
The above graph not only explains Elaine’s friend’s distribution of guys, it also show the talent distribution of job applicants.
HR managers can find plenty of mediocre job applicants – ones who stumble through your doors because they need to pay the bills or because their commute would be cut to less than 10 minutes. The “have nothings” simply need a job and are willing to work long hours churning out just enough to get what they want. But it’s the good employees who are hard to find.
But to get uber-great employees, you’ve got to be an uber-great company. (The same goes for customers). The more remarkable you are as a company (inside and out), the greater the chance to attract remarkable employees.
So if you find yourself with good enough employees mindlessly producing good enough products for good enough customers willing to pay good enough for you to survive, don’t blame the HR manager. Instead, do something remarkable that no other company does.
This post is part of a weekly series, Seinfeld on Marketing.