People First - Please!!

I'm starting to sound like a broken record as I continuously rant on about the need to put people first, and I'm not going to apologise for that. This week I want to share two snippets of recruitment policy and practice that my twin sons have experienced during their search for their first full-time job after their A levels, one has been great, the other not so much.

The main difference between the two, one puts people first and offers a great experience, the other not so much.

I'll point out at this point as well, as I keep being asked the question, my sons have chosen not to go to University. There are other options available. I didn't go to Uni, I've done well for myself. I have since gained degrees, but more out of interest in the subject. University is not the only option, they may choose to go at some point, it's unlikely for one of them. Time will tell.

Son #1.

Wants to go into Engineering, looked at lots of different courses and apprenticeships and decided to explore his options and apply for a variety, talk things through and see what interested him most. The advanced apprenticeship with National Grid won.

The application process was a pain, largely because it had been outsourced to Capita (will companies never learn) and then brought back in-house (seems they did learn a lesson after all), so he did have to submit two applications on two different systems. A pain, but no biggie.

He was invited to interview, 50 miles away from where we live, he drover himself, it went well. He was invited back to an assessment centre at the same location, was there all day, enjoyed himself, was excited when he came back and a few days later was offered the job. He was also asked if he would like any feedback from his interview and assessment centre

Within 48 hours he had received his offer, contract, online checks for convictions, health, finance along with the details for the induction day.

At the induction day itself, he was provided with all of the details of his first six week induction period which is residential, along with his next six weeks of training. A full timetable, details of what to take and what they will provide and since then he's been sent a welcome pack with some goodies including a power pack, water bottle, lanyard and a few other little bits and pieces. He joins them on 8th September and family are allowed to go along for the initial welcome and enjoy some lunch before his six weeks start on 9th September.

He receives weekly comms and updates, knows the types of jobs that he can go into at the end of the apprenticeship with them and elsewhere. He knows what his pay looks like over the next two years, the qualifications he will gain and is super excited about joining. I've even had the values quoted to me a couple of times.

Well done National Grid!

Son #2

Wants to be a contract manager or a surveyor in the building trade. He's looked at placements, qualifications and apprenticeships and thankfully now has a couple of options to choose from when he gets back from Leeds Festival. He's been told to take his time to ensure he makes the right decision. Thank you!

But the last few weeks were hard for him after a knockback - and I know we all get these, but this one hit hard.

In July 2018 he contacted a building company who pride themselves on IiP and Best Companies and who are generally seen as a good employer about a two-week work placement which he completed.

At the end of the two weeks, he left with a card, sweets and presents and was told to keep in touch as there would definitely be a job for him at the end of his A levels, this was confirmed on Twitter - which we all know only tells the truth.

He looked at some options, but was working everything around the possibility of having a role where he did his placement. Once his exams were finished he contacted them to express his interest in returning, asked if they would consider a 12-month work placement ahead of his starting a degree at the University they had recommended to him and they contacted him to invite him to interview.

The interview went well, he got great feedback before he left, he was sold the benefits and the training opportunities and the fact they would financially support his degree, and the fact that they would be creating a job for him. They would be in touch soon.

Less than a week later and a letter arrives to inform him he'd not been successful. Ouch!

So no job creation, no support with a university, no real reason other than 'unsuccessful'. Would they consider him in future? Had he done something wrong? He has no idea (but probably unlikely now his Mum has called them out on LinkedIn!)

He contacted them to ask for feedback on his interview and the reason for the decline.

'Sorry, it's not our policy to provide interview feedback'.

BIG fat fail Lindum!

And I found myself saying to him that 'sadly this is what some companies are like'. And then I got stupidly frustrated. Because this shouldn't be what happens. This isn't how people should be treated. And anyone, at any stage of their career, should be entitled to feedback to help them know what to do differently next time. People should come before policies. And in this instance, someone should have considered the impact on an 18-year-old who has been promised an opportunity for a year to then be told no with no explanation whatsoever.

The policy is crap and so too is the lack of feedback.

So if any of your policies remove the human touch and stop you from remembering that there is a real person and not a faceless number in front of you, rip them up and start again. And you might find this talk useful.

Kelly

Kelly is Founder of The Chrysalis Crew and Global Empowerment Coach for HR Professionals. She leads the crew with an open heart, an open mind and has the courage to challenge the status quo and do things differently so that we can change the world of work.