Most people in business are familiar with the minefield of rules, regulations and hoops to be jumped through which is recruitment in current times.
The process is so fraught with multi-party stress and is the ultimate in time-consuming, unpaid work, so I am already begrudging of the time before the first interviewee has walked through the doors at APM.
Whatsmore, keeping the process completely PC and adhering to the ever-changing rules of employment law, whilst aiming to delve deep to gain an insight of character requires the skills of a practiced negotiator – I am thinking SAS Who Dares Wins levels.
It is a challenge.
That is why, I am also determined to employ well, train well, look after my team and retain staff for as long as is physically possible, thus cutting down on the much-maligned interview days.
However, with new contracts comes the need to recruit new staff and so the cycle continues; I am resigned to being more positive and optimistic about recruitment!
I recently recruited for a new area Contract Manager; great response, relatively easy selection process and the interviews went well, win/win,….or so I thought.
Offering the job to my perfect candidate and feeling rather smug about my newly found acceptance of the process, I was turned down. Noooooooo! Back to the drawing board.
From the backfoot of a lose/lose situation, I bounced back, Contract Manager secured. I was however blindsided yet again when the original candidate expressed regret over not accepting my offer of employment.
A change of heart or genuine mistake (we all make them), I may never know as it seems this has turned into a bit of a lose / lose for us both.
However, keeping my new-found, although battered, recruitment optimism, the person in post is thriving and I hope will turn out to be a long-term staff member.
As for the original candidate? I am actively securing new contracts, as we speak and hoping to turn this into a win/win for all!
