Glory be it to Freya, the Goddess of Fridays. Even after the audit working life is still frenetic and adrenal-draining. I've never been a big "TGIF" person but TGIF. My body succumbed to a cold last weekend and its dregs are still glooping within. Fortunately, while I'm fighting on several workplace fronts, I'm generally winning and where I'm not I'm not particularly caring.
Glory be it to Freya. We will be moving into a new apartment shortly. It'll be our space and domain. Running tracks are yet to be established but hill repeats of a certain mount are expected to be part of it. The search was an interesting one: We had one campaign earlier in the year but ran out of time and energy. The time and energy were just enough to get through the search and nail shut one of the two offers we got. Generally it was easy to tell if you could live in a place. You just know. And I'll be agents or landlords know it too when you come to inspect. And such is the case with interviewing new staff. And one of my work campaigns is very similar to this, the process of hiring new staff.
Recruiting is funny business. I've had full control and responsibility for hiring for about 6 months until just recently. These six months have had some hits and some extraordinarily bad misses. I remember early on the HR manager often told me about her feelings after speaking to someone over the phone - and often her feelings were proven true. I really should have listened to my feelings rather than believe in the potential of others to surprise. On this side of the interview table, first impressions are crucial information about whether to invest time and attention to any particular candidate.
If it weren't bad enough to be relying on first interactions, recruiting lets you understand customs better. Profiling. Works. (Most of the time, of course. And it is often recommended as a practical method when you are time poor and need someone who's more chance of being reliable.) I won't say what profiles are not the best bets. We've had three interviews just recently: One gave a poor impression over the phone by being impolite when we tried to bring the interview forward 15 miuntes; when that person arrived, they matched also a non-desired profile, and didn't really appeal in the interview. One gave a positive impression over the phone and looks the good in the interview, now it just remains whether they join the team and perform to expectations. I've learned through some painful experiences that certain demographics have a much higher risk factor.
But that being said, if I wanted to remind myself of the lack of hard-and-fast rules, the worst act of inappropriacy came from a teacher from the most reliable demographic. And that will be remembered for a long time.
The more I recruit and manage people the more I realise something that is rather obvious. Employment is an incredibly odd situation to be in: a new employee has to adapt to a bizarre new world; be told what to do, what to value; be assessed on your words and actions; have expectations put upon them. Simply put, it's unnatural. Not surprisingly it's not for everyone, except for that fact that it has to be for almost everybody. Work is the most common way of generating the main part of our wealth. Being both unnatural but necessary, most workers come with baggage, tics and scars. And it's hard not to let it show.