The right person for the job or the right job for the person?

IMG_3695We’ve had a few changes in our team recently as people decide that the role of Holiday Representative isn’t really for them.  Speaking to them about why they have decided to resign from their role was quite enlightening….  If only they had known the reality of the role before heading out to France then their resignation mid-season could have been avoided.  What a missed opportunity for them and for ‘Happy Holidays’.

Often recruitment is seen very much as a one-sided process, with the employer taking the lead and deciding who they want to employ.  The fact is that the recruitment process is most successful when there is an honest, two-way conversation about what the role really is about and the skills / experience needed to do it successfully.  A ‘no surprises’ approach if you like.  People can then self-select if the role is for them and feel more engaged in the process.

As an employer are you brave enough to do this?  There may be things that you would rather not openly publicise or say about your organisation, but new employees will find them out eventually and may feel disappointed or mislead that you didn’t tell them earlier.  It doesn’t have to be presented as ‘bad news’ or as a negative thing about the organisation – it is just giving an honest, holistic view of things so your potential new recruit can make an informed decision.

You may well find that they return this openness and reveal more about themselves, which will help you make a better recruitment decision.  In the end, we’ve all had seemingly ‘ideal’ candidates who shine at interview, but never quite live up to this when they actually start doing the role.

Surely a grown up, two-way conversation about the reality of the role is best to save everyone wasting time, effort and money on recruiting someone who only stays a matter of weeks or months? Why not give it a try.

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