As the pool of qualified candidates becomes smaller and smaller in some job categories, employers are requesting longer and longer guarantee periods to ensure that candidates they have selected to start have what it takes to do the job. We recruiters, like the proverbial willow tree, have been bending to this trend and continue to do so. However, both the employer and the candidate can take the mystery and the wait out of those first few days or months of employment to see if the relationship is working out for both parties. The process of ensuring a guarantee starts with good information. Employers, candidates have a right to know exactly what is expected of them up front.

Performing the proverbial bait and switch to a new job after the candidate starts creates unnecessary stress and suspicion. Consistent job descriptions and their companion pieces, job orientations, help candidates and employers adapt to each others style and culture. They are foundational in building effective business relationships. We recruiters can help you with this process. Our job is to gather as much information about job duties as possible at the front end of the employment search. Withholding information or providing incomplete details about a job is like building a house with half a blue print. We cannot hit the candidate target if we do not have an accurate or complete job description. Candidates, many of you get frustrated because you cannot locate the job that fits your background or meets your most passionate employment needs.

Would you be willing to work a shift or two to prove your effectiveness up front? The problem is not what you bring to the table on paper. The challenge is to prove your employment-worthiness in a variety of other ways. Gather job testimonials and references. Have referral sources take the initiative and call the prospective employer. They are the last ones who want to see you fail. College grads, does your current internship translate into the job you desire? If it does not, why are you doing it? You will have plenty of time to perform volunteer work as an adult to address the social ills of our world. Make internships count! Finally, employers and candidates need to plan their success from day one. Both should construct an outline together that provides a path to future growth and success. Candidates need a person to approach when they have a question or are confused. Employers need to create time to sit down with a candidate to see how they are doing. We recruiters can provide our customers with any guarantee they desire. What is on paper is less important than the performance of a happy new employee and a happier employer.

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Open Dialogue Equals a Stronger Guarantee