As a business owner, I am aware that the business mechanism relies heavily on the employees that inhibit it. The importance that employees hold within the business structure is one that cannot be over looked.
With a high unemployment rate across the UK the job market is saturated with applicants with a range of skill sets; the issue is finding the correct candidate for a job role.
Filtering the qualified from the unqualified is only the first hurdle in a long line of discrepancies. Before advocating the most suitable employee for the position, there is a need to be absolutely certain of what you are looking for in a candidate and then tailor the job description to entice the correct candidates. They should also be passionate; show elite commitment; and possess relevant skills.
From a small business perspective, I find that it is essential to invite any possible candidate to understand the business including our goals, vision and business values. This would offer an environmental insight into the business and would introduce the need for further skills to prosper in a specific business culture.
As an employer of over 130 people, I have met all manner of people who project promising skills throughout the scrupulous pre-employment regiment including two interview stages plus presentation, but still find that this doesn’t completely eradicate the possibility that the candidate would be unable to utilise the knowledge and skill demonstrated throughout the regiment after employment has been agreed.
Far too often I have not only suffered at the hands of this calibre of employee, but I have also witnessed other businesses suffer detrimental damages due to an individual’s failures. These employees who fail on basic deliverance requirements not only put the business body in jeopardy, they also risk the employment of the remaining 130 employees.
With this in mind, I believe that there is a severe necessity to protect small businesses against the losses incurred by a “professional” individual who has failed to execute the projection of skills and knowledge that they claim to have.
Mis-selling personal skills during prospective job opportunities should be seen as equally as lawfully inept as miss selling products. After all if neither are fit for purpose isn’t someone entitled to compensation?
If a candidate is incapable of executing skills promised at the interview then the employer should be entitled to deduct salary or if the damages are detrimental and deliverance has fallen shorter than promised, even sue said individual.
The irony, is of course is that the perspective is always from a singular viewpoint that does not account for the professional angle. Of course proactive employees can enjoy a good basic salary; incentives and profit share…but what about the bad employees who want and get the same thing? With this in mind, employers should be able to reflect poor delivery by salary deductions…
Lyndon Wood is the CEO of Constructaquote.com
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