Woodruff and Colleagues

ncreasing Team Productivity

I once was told by a friend that they had been “recruited” for a job and that the process involved meeting with 5 people face-to-face and then an offer.  The recruiter had discovered this potential employee on LinkedIn and knew a person who had worked with them.  The recruiter arranged for all five meetings, the final being with the CEO who commented “This is just a formality as I’ve been instructed to hire you”.  The offer, according to my friend, included an amazing compensation package prompting them to accept the position.  It was within the first 2 weeks when my friend started to believe the age-old adage that “if it sounds too good to be true, it probably is”.  This was because they became aware that this was not a 9 – 5 job, and pressure was on my friend to arrive early and leave late, a definite values mismatch.  They refused to comply and immediately began looking for another job.  They were in the wrong position for a grand total of just under 3 weeks.

 

Upon hearing of my friend’s experience, my immediate thoughts were “What was this employer thinking?”, “How is it possible that in 5 meetings not once did it come up that the expected hours this person would be working far exceeded 40 per week?”, and “Have they no concept of the cost of attrition, and the benefits of retention?”.  Given the 5 meetings were with people of management level, I expect the bare minimum of cost involved for those 5 meetings would be $300 - $500, and that wouldn't even take into account the amount of time it took to research and find this person, or the costs of training for the time they stayed.

 

Are you an employer who has had the experience of hiring a wrong candidate.  That doesn't mean they weren't a good candidate, but it just wasn't the job for them.

 

I suggest that if you’re an employer, who would prefer a candidate remain in the position for at least 3 years, and preferably 5, before considering alternative employment options then it is imperative that you be authentic and hire authentic.  Be honest about what you and your team are like to work with, the type of team you find works best in your company, the values your team shares, and how the team contributes to the company and what it offers to its' clients.  At the very least the potential employer MUST be authentic in who they are, what their company views as a desirable hire in the position, and outline the specifics of what, and how, the successful candidate can contribute.

 

Would you like 3 unconventional, yet very valuable, tips that will help to ensure you're hiring the ideal candidate?  You can find these tips here.

The content in all blogs is the point of view of the blog author and is based on their experiences.  Readers have the option to disagree, and/or, disregard any information in any blog.

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