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Is ‘real world confirmation’ possible before extending/accepting a job offer?

August 11, 2010 at 6:41 pm | Posted in Uncategorized | Leave a comment

Recently I was browsing the internet and came across an interesting discussion involving an employer looking to recruit a senior IT professional and several potential candidates. The employer was complaining that all CV’s he was reviewing for his vacancy contained far too much ‘fluff’ and very little or insufficient evidence of the actual technical competencies required for the role.

His comments provoked a strong reaction from a number or people identifying themselves as potential candidates who turned the tables and accused the employer of not providing enough information about the role and his company.

I was reading through the comments made by the employer and the candidates and realised that they were discussing an issue that most recruiters and search specialists face on a daily basis. The so called ‘real world confirmation’ is something that both employers and candidates find extremely important but rarely know how to get it.

So how do you get that essential ‘real world confirmation’ before accepting a new role with an employer you barely know? If you are using the services of a professional recruitment consultant ask them to provide you with as much information as possible about the company and the role you are applying for. First of all ask your consultant why the position is available and what the reasons for the incumbent to leave were. Make sure you ask the same question when you have your first interview at the company.

My experience as a recruiter has taught me that nothing is more important in a new role than to get on with your boss. You may join the best organisation in the world and this will be almost entirely irrelevant to you if you have problems with your boss. So make sure you have enough information about your direct manager/s before committing to a job.

If you have any doubts about the company you are about to join, speak with people currently working within the organisation. You should be aware however, that many organisations designate certain employees to be their ‘ambassadors’ and meet with external candidates to give them ‘an independent’ view of the company.

These designated ambassadors are usually employees that are more or less biased (in favour of the company) and their views may not give you the ‘real world confirmation’ you need. However, I believe that in most cases talking to ‘company ambassadors’ will add value to your research on the company as long as you ask them the same questions that you have already asked your recruitment consultant and company management during your interviews with them. If the answers to the same questions differ, this could be a warning signal for you to do some further research.

Unfortunately in the current market recruitment has become extremely transactional and candidates often do not get the opportunity to ask questions. The only way to deal with this difficult problem is for candidates to be selective and choose non-transactional recruiters. This in turn will encourage employers to be more selective too and retain the services of non-transactional recruiters.

Employers on the other hand can get their ‘real world confirmation’ relatively more easily. It is usually achieved through professionally conducted behavioural based/targeted selection/ interviews, verbal reference checks, and ability and personality tests. A strong relationship with an experienced recruiter or search specialist who knows your organisation well and understands your requirements will help you get the ‘real world confirmation’ backed up by a placement guarantee.

Write to us and let us know what your thoughts are on this topic. SCI offers personalised services and career coaching to candidates at mid to senior management level and works exclusively with some of the leading small, medium and large organisations in the Chartered Accounting, Commercial and Public sectors in New Zealand.