Accessability Links

Wearing your work hat

Posted by
03 Nov 2016
When speaking with candidates and clients alike, a major difficulty both parties can have is deciding whether a move would offer the right ‘cultural fit’. Candidates are rightfully concerned that they want to work in an environment where they are happy, and numerous studies have shown just how important this is when it comes to achievement and career progression. Conversely, this also a vital area of concern for client. Hiring an individual who is the wrong fit for your firm will ultimately lead to a number of issues. Starting with the impact on overall morale that a bad hire can cause, further issues such as reduced productivity and overall staff retention rates being impacted ­this mistake can prove to be more costly than simply the time and salary in hiring the individual.

So how is this avoided? 

For candidates I would always give this advice; understand what you are really looking for in your next role and write this down. Next, write down all the extra things you would appeal to you in a working environment. Maybe it is that a company has a 5-a-side team, or the opportunity to be involved in community work. Really consider what you have enjoyed in previous environments, but also then compile what you want to avoid.
By doing the above you can refer back to this when it is time to make the big decision, and by removing the emotion from a situation (it can be very flattering when a firm says they want to hire you), you massively increase the chances of making the correct decision for the future.

For clients, the interview process plays a huge role in getting the right person on board. Whilst it is clearly important to ensure a candidate can ‘do’ the job, interview processes can often be weighted too heavily towards this. Ensuring the interviewers understand the culture of the teams they are hiring into is vital- especially for organisations where the interviewers don’t work in the teams themselves. Other tips include creating a personality profile before seeing candidates that the successful applicant will have- again removing the emotion from decision when you come to reflect.

In many moves, a recruitment agency will be involved. The part ‘we’ play in this can often be dictated by candidate and client. I would always advise taking the time to consider which agents really understand your business, or your career goals if you are a candidate. Invest the time to give full specifications to those who representing your business in the market and being paid to filter those who are unsuitable.

Candidates should be open and honest about what they are looking for with their recruitment agents and choose someone who has taken the time to understand the situation. If they seem like they just want your CV and aren’t interested in what you are looking for, avoid them and look for someone who is. All industries have the good and the bad, but there are plenty of people out there who understand just how important making the correct match is, don’t be put off by those who are not.

Finally, the litmus test? Whilst it is not a gut feel, it is also not a million miles away. Would you have to put on the proverbial ‘work hat’ if you were to join the firm. Are there parts of your personality you don’t feel would fit in or help you succeed in that practice? If so, it isn’t the right fit. Find a company where you can go in a be yourself as this will maximise your chances of being happy in the workplace, and with it being successful in whatever form that may take.

For employers, the test is this; do you feel you can give an accurate picture to the candidate of life in your business? If you  don’t want to discuss career progression, or bonus structure, staff retention or social side because you feel it will put the candidate off, they are probably the wrong candidate for you.

Whether you're looking for a new role or need assistance with you recruitment needs, contact me on 0113 243 9775 for a confidential chat. Alternatively, check out the legal section of our website for the latest roles and recruitment news. Legal recruitment
Tagged In: Employment, Recruitment
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