Friday, August 2nd, 2013
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As recruiters, we need to remember that people want to be wanted. That’s why performance management seems contrary to that. That’s why recruiters need to understand the sensitivity behind breaking the news to someone that did not get a job, especially to internal staff. I don’t doubt that people leave their jobs because they don’t feel appreciated, they don’t feel wanted.
Think about it for a second.
When you get the news of not getting a job, how does it make you feel? Many times there is little to no feedback. What are you supposed to think? I mean, your qualifications fit the bill, right?
When handling internal staff it’s vitally important to let them know, that despite the circumstances, you need them in the organization. If you don’t want them in the org, well, that’s a different story. While some in the industry may say that performance plans are HR’s method to exit someone from the company, it should really be looked at from the ‘we value you as an employee and want to get you on the track for success’ perspective. The same goes with getting turned down for promotion or another position. ‘You do some things very well, and you can get there. The areas to concentrate on developing are… is that a path you want to pursue?’ The person may be responsible for their own career development, but the manager should be there to help and guide.
I’m in the people business, it’s important to know how to handle people.