I have a lot of experience in recruitment. I have often advised and supported individuals I worked with through the process of getting the post they were after. But this was different, the person asking my advice was some one I didn’t know, the partner of a colleague. What’s more the post in question was the one I was just about to leave!
Who better to explain what the post was about and what my boss and the organisation were looking for? I wasn’t involved in the recruitment process and had left the organisation by the time the short listing and interviews took place. I was initially pleased when I heard the person I had informally coached/advised had been appointed. Interestingly the news did not come from him. Maybe he thought my role in his success was too peripheral.
He was reportedly a disaster in the post and lasted less then a year. The former colleague who informed of this referred to it as surprise appointment given the individuals experience but that the Director was rumoured to have said he couldn’t understand how someone could present so well in interview and be so hopelessly out of their depth in practice.
I could be over stating my role in this appointment. Not everyone I have helped/ coached has been successful, well not at the first attempt. But I did feel some responsibility for the organisation and my former boss making such a bad appointment. I also felt bad for my part in saddling my former team and colleagues with such a dud.
Where as I would always be willing to coach a member of my team seeking a career advancement, even if I thought they were not quite ready, I am far more selective in supporting people whose work I am not directly familiar with. This is a bit restricting for some one who considers themselves to have the experience, knowledge and skill to operate as recruitment advisor and coach. Which is why I prefer to pass on my insights in articles rather act as a consultant.
Whoever if approached by a friend or former colleague on some one else’s behalf I find it difficult to resist especially as the circumstances are usual someone who is felling very frustrated that whilst getting interviews they are not being appointed. In these circumstances I say I may be able to help if the individual sends me their CV and a copy of their last job application plus JD.
People are usually willing to do this as it requires little effort on their part. Next I ask them to rewrite the section of their application which is headed “ supporting information” or the part where they are expected to show how their experience, knowledge and skills equips them for the posts. I make some suggestions based on the information they have given me as to where they need to expand, the type of examples that might be useful, maybe some comments on style and layout to make it easier for those short listing to make the comparison with the Person Specification.
At this early stage some people don’t pursue my help either because it seems like too much effort or because they can’t see the point in reworking their CV/ supporting information as they have proved good enough to get them interviews. Which of course is their first mistake because that Supporting Information doesn’t just get you the interview it sets the tone and provides the openings to manage the interview.
