In life, we often rely on trusty checklists to keep us organized, whether it’s for groceries, weekend getaways, or daily tasks. These lists faithfully track our completed items and those still waiting for our attention.
Recruitment checklists, in a way, are like strategic roadmaps for building your dream team. Impressive resumes? Check. Technical skills? Check. Relevant experience? Check, check, check. But here’s the catch: merely ticking off these boxes doesn’t guarantee a successful hire.
It’s a common misconception to believe that having all the right qualifications ensures a perfect fit within your organization. Just as a well-designed job ad doesn’t guarantee finding your ideal candidate. Recruitment is more than just ticking boxes; it’s an art. It thrives on your ability to identify the unique qualities that set candidates apart, to seek the daringly exceptional. Success isn’t achieved by marking checkboxes; it happens when you look beyond them.
During the interview process, candidates are selling themselves to us, but remember, we’re also selling ourselves to them. Companies often present an ideal image, claiming, ‘Oh, it’s like a party here every day. ‘Well, there are some days like this, but they should also share the challenging ones. Sharing openly that we work hard, and there are moments when it gets tough. However, in those challenging times, you’ll discover that we have a culture that takes care of each other. Yes, we experience stress, but our spirit is remarkably strong. We can confidently say this because it’s the truth, and candidates will experience it first-hand anyway.
So, I firmly believe we should recruit with 100% honesty. We should provide candidates with a genuine glimpse into the conditions they’ll be facing and the culture they’ll become a part of, not just listing job requirements on a checklist or painting a rosy picture.
