You never know what you’re going to get? Or do you!

At the very beginning of an employment relationship with a new team member starts with the advertisement, and who knows you as an employer – so…your reputation for employing staff.  Being very clear about your expectations in the advertisement is great – because this is the way you attract a person to you (but not the only way right?!), and a must, but it needs to be flipped to a two-way street when it comes to the interview.  We are now removing the title “interview”. In its context, you are trying to evaluate whether the person sitting in front of you will be able to do the job you need them to.  In a way, we hold in faith what someone says as the truth and then hope like hell that they are going to be “the one” once they’re employed.  On the other side of the table though, the person you are interviewing, is having the same thoughts.  Will you be someone who will be able to provide an environment where they can thrive and do the work they are employed to carry out.

So, we are now in the era of the conversation.  Moving to the conversation is both ways and needs to be met with questions, identifying and protecting each other. We need to establish a common understanding of whether both people will be the right fit. Especially if you already have a set team, but that’s another blog! It is important to understand the difference between the interview and the conversation at the beginning – this will save everyone a lot of heartaches.  This is also where the Culture in your team begins – establishing the right fit in your team.

Today it’s an employee market, and good people can leave whenever they want. Especially if the grass is greener on the other side.  We need to become not only an Employer of Choice – but an Employer of Trust.