Sleight of hand
The art of recruitment, pt 4
Of course, recruitment isn’t warfare.
Not everything warfare-related should have a place in how you recruit.
“All warfare is based on deception. Hence, when we are able to attack, we must seem unable; when using our forces, we must appear inactive; when we are near, we must make the enemy believe we are far away; when far away, we must make him believe we are near.”
So, why is this still a truth that many recruitment processes hold to?
The notion that making someone think one thing, while doing another, has its place, but maybe not when dealing with people’s livelihoods.
If you agree with that line, do your actions show the same?
£Competitive salary
Misrepresentative job descriptions
Stated values and culture that have no bearing on how they are experienced
Hyperbole in advertising that says nothing at all. Looking at you ‘innovative and progressive marketing leading employer of choice’
Scammers pretending to be recruiters or hiring processes
Claims and promises that disappear on start dates
How recruitment is experienced compared to what you intended
And many more. What impact do you think this has on hiring the right person, hiring the wrong people, and retention of good performers?
If deception is commonplace, why wouldn’t this be reciprocated by candidates?
I’d wager many of these examples (and many more) are from employers who don’t realise they are deceiving, and it’s only through the candidate’s eyes that you can find the deception.
Indeed, I’ve spoken to many out-of-work Talent Acquisition folk who tell me they didn’t realise how bad it is out there for jobseekers.
I’d hope that if they are to find suitable employment, they have an opportunity to be the change they would have desired when out of work.
These same principles are why the Gemba are so valuable as an opportunity to improve recruitment.
“To know your Enemy, you must become your Enemy.”
By understanding how what we do can be perceived as deception, despite our intent, we can find straightforward improvements:
Transparent compensation philosophy
Clear, accurate and representative job descriptions
Critical path hiring processes that are delivered as planned
Tools, resources and advice on how to know you aren’t a scammer
Effective expectation management and timely communications
Pre-boarding, onboarding and inductions so that candidates become employees with no surprises
And with these points (and many more), tell me how these don’t directly benefit your recruitment process?
Maybe, by understanding how we deceive, how it’s experienced, its consequences, and how we might do differently, there is a lesson after all.
That’s proper sleight of hand.
Thanks for reading.
Regards,
Greg
p.s. this one’s for Jayke.