♥ Love Stinks... Even In Recruitment

♥ Love Stinks... Even In Recruitment
A great rock and roll song entitled ‘Love Stinks’ by The J. Giles Band once became an anthem for the jaded and heartbroken. Love can be painful because you pay a price for the time, energy and effort put into a relationship to end up with that horrible feeling in your chest – a broken heart. Metaphorically speaking, it is no different in recruitment when you come to the realisation that you have employed the wrong person – particularly involving a sales or other performance related role. Many business owners, directors and recruitment managers will have ended up with that similar sinking feeling in their chest when the truth dawns on them.

As a leader in your organisation, you will likely have experienced the real need or even desperation to hire top performers, particularly when filling vital sales or target based roles. You know the scenario: you are busy and should really be supervising some of your existing people, but they are not performing and you are forced to have to wade through piles of CVs and trudge the treadmill in search of that performance 'golden child'. The one who will deliver all that you hope for – that perfect blend of high energy, strong prospecting skills and excellent 'closing' ability at premium margins. One who requires a low maintenance relationship. This is the type of new employee or salesperson you could easily 'fall in love' with. But we all know that, as in personal love, first impressions can be deceiving with people falling head over heels for each other one minute, and the next, fighting about what went wrong! The sales manager-salesperson relationship (or any where high performance is required) is a very similar one.

In The Beginning…

OK, you find a candidate and then it happens. You decide this is the one. Don't laugh, but in a way, you 'fall in love'. You fall in love with their warm, charismatic personality, their engaging smile and poised, direct demeanour. Everything about them is just what you wanted and they are saying exactly the things you wanted to hear (they would do wouldn't they?) You can see the pound signs in each other's eyes as you talk affectionately about the exciting future that lies ahead.

You introduce your ‘new love’, your next superstar player, to the rest of your team. You hear people quietly whispering as you proudly introduce their new colleague. They’ve seen you this giddy before. Remember Fred, who eventually lost your biggest and best client late last year? They all smile and welcome your new 'flavour of the month' into the company. And then they wait.

A Few Months Later…

Your ‘love’ has disappeared and been replaced by despair. Your new golden child has completed the company training program with flying colours and has even gone on numerous sales calls with you and other top players. However, over the months, they have produced little or nothing - except an endless supply of excuses, most of which you've heard before and even a few new ones. What happened? Where are your sales? Why is this superstar not performing? Where's the euphoria? And a new song title such as 'Where is the love? by the Black Eyed Peas seems more appropriate! Let's guess – you had decided to hire the superstar based on just their self-serving CV and the interview? You then held your breath and hoped for the best? You did not consult a professional recruitment firm to first dispassionately assess your candidate based on true, inherent ability and performance. The independent job-match, behavioural and skills assessment survey you should have had done weren't and you threw out all of the other CVs because you knew this was the one? 

So, how do you minimise the risk and prevent getting that initial romantic, but very often incorrect, notion you have that you have hired a winner? People are usually the costliest investment most businesses have to make, so why not take the emotions out of the initial process and be a bit more factual and scientific? Once the facts are proven you can then, if you like, allow a bit of emotion into the equation. After all, would you invest huge money into a house without having an independent survey carried out? Would you buy a house where the key criteria was three bedrooms but end up buying one with just one bedroom because you fell in love with the garden? Or would you buy an expensive car without service history or at least an independent MOT survey? Then why take risks with your costliest business investment, i.e. your employees, particularly your high performers or sales people, without an independent report to back-up and supplement your own reasoned judgement?

And How To Prevent All That Heartbreak:

Get your candidates screened and professionally assessed first: It is not as costly as you think to quickly put them through their paces. If you're desperate for a high performer you must resist the temptation to take short-cuts. Desperation can cloud your judgement. A recruitment system, such as RecruitEasy’s, can include what you need. It’s a low-cost but full recruitment agency model where they review each candidate's background and work history and can even carry out a 72 point in-depth personality and behavioural analysis to discover the real person in the candidate for you. Their Job-match and Personal Blueprint is a comprehensive independent assessment that will guide you on whether it's even worth interviewing a candidate. This is VITAL where you need target related performance and will save you a lot of wasted hours interviewing. It will stop you from looking at prospects through rose-tinted spectacles and prevent you from 'falling in love' with the wrong person!

After initial screening, pre-qualify via telephone interview before considering face-to-face interviews: RecruitEasy includes pre-qualifying interviews in their service and can even records a 3 minute Audio-CV which brings the written CV to life. This gives you the opportunity to hear the candidate ‘sell’ themselves to you. You can listen to this as many times as you wish before drawing up your shortlist for face-to-face interviews. After having reviewed their written Blueprint and the Audio CV, the vital final interview will complete the process and reveal the 'real' person you are actually going to hire.

Hire top performers when you don't need them: If you find a real pro, grab them! Don't let them get away. Crunch some numbers or cut back on some other expenses if you have to, but get them on board. You will need them sooner or later. Probably sooner.

Don't 'fall in love' with the wrong person: The plea to you is to not 'fall in love' during the hiring process before you really know if it is the right person. This does sound like advice from concerned parents, but wait! This is business. Wait until you've gathered all of the information objectively from as many sources as possible. Remember that the salesperson you hire is responsible for generating the revenue that keeps the other people in your company employed and the lights on. This is serious. Don't let your emotions cloud your judgement. For the sake of your business it's wise to do your best to prevent a future break-up. Be cautious and do your homework. Better still, utilise the right recruitment service that will help you to do what is required.

Tags: recruitment mistakes sales recruiteasy employers featured

Manny Hussain John Turner
RecruitEasy Want to focus on your core business? RecruitEasy shows you exactly how to outsource the tedious stuff & dramatically cut your costs. Register your interest at www.recruiteasy.co.uk to get started immediately.

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