Recruitment can be easy, straightforward, and pleasant. But some are more challenging from the start—even if only because of the specific requirements of the client for whom we are seeking a team member. In such cases, we know from the beginning that the process may be longer and more tedious. But how sweet is the satisfaction of a happy ending at the end of such a recruitment! It's worse when, after such a "happy ending," there comes... an unexpected plot twist. When can we really say that recruitment was successful? On the day it ends? When the contract is signed? After the first quarter of working together, or perhaps... after a year? There is no simple answer to this question—as you will see in the story of a particular recruitment we want to tell you about today.
From the beginning, we knew this wouldn't be the most straightforward recruitment, both for the client—who was eagerly awaiting a candidate who could bring the right skills to support the project and the team—and for us, since the specific set of requirements meant that, despite seeming matches, each CV kept coming back with negative feedback after verification by the client. Time was running out. The recruitment continued. However, a light appeared on the horizon—an auspicious CV that met all the client's requirements.
Fot. Weronika Dyląg
A Candidate Like in a Fairy Tale! Enchanted HR and a Happy Ending?
Imagine our relief and joy. We call, gather, and confirm information. The candidate passes the initial screening. Although they seem distant and somewhat unenthusiastic about the meeting we invite them to, we aren't necessarily looking for a social butterfly; not everyone feels great and comfortable in such social situations.
When we met for the first time in the client's presence, everything seemed fine. The candidate "nails it" in the technologies the client seeks. They are very focused on the technical part, and the "soft" questions seem a bit more challenging for them, but there's no longer that distance and reluctance that seemed to fill the first phone conversation. The candidate is simply reserved and seems to belong to those who do not readily show their emotions. We send the proposal to the client.
As if by the wave of a magic wand—the client evaluated the CV very positively and proposed a meeting. Of course, we are joyous and euphoric because it's rare for a decision to be made so easily and quickly after sending a CV. Our candidate—still reserved and calm—agreed to meet with the client. The meeting went smoothly. The client was thrilled with the technological fit and the candidate's skills, focusing on this aspect for most of the conversation.
A few days later, we received the news—we're hiring!
Fot. Weronika Dyląg
If This Is a Fairy Tale, There Must Be Obstacles!
We were a bit sceptical that it finally worked out. While preparing the documentation needed to process the contract, the candidate distanced himself again and approached us with a series of new questions and issues that hadn't been raised earlier in the recruitment process. Often, in an unpleasant and accusatory manner, they pointed out that the proposed contract did not contain clauses they expected (and which were neither standard clauses nor mentioned by the candidate previously).
Of course, this raised some concerns for us, especially regarding the character fit for the team already working on the project. However, the joy of success—the client's satisfaction and the possibility of supporting the project—effectively overshadowed our slight doubts about the candidate's behaviour.
And They Lived Happily Ever After…?
If the story ended here—we could all celebrate a happy ending. The candidate got the job. The client got the technological support they were looking for. The time-to-hire was excellent for such a demanding recruitment. Just open the champagne and announce a ball at the castle! However, you probably guessed there's a "plot twist" ahead, and unfortunately, it doesn't go in the direction of "and they lived happily ever after." The metaphorical midnight struck, the carriage turned back into a pumpkin, and excellent technical skills did not magically offset the mismatch in personality.
...but Far from Each Other.
The candidate no longer works for the client. They lasted just over six months together. Conflicts, misunderstandings within the team, a mismatch in work styles and communication, and a lack of flexibility in these areas led to an inability to find common ground—all of this led to the termination of the contract. The organization wasn't a good fit for the candidate. Nor was the candidate a good fit for the organization. Both sides spent six months trying to bend reality—struggling with each other.
While the pieces from the bag labelled "technologies and hard skills" created a work of art, the second bag labelled "expectations, soft skills, communication styles" couldn't be used to make any meaningful picture.
Fot. Weronika Dyląg
The Moral? Recruitment Is a Longer Story—Not Just One Paragraph!
During the recruitment process, we cannot focus on selected elements at the expense of remembering the whole puzzle. To declare success, we must consider all aspects—the hard and the soft- which indicate the candidate's fit for the organization (and vice versa). Moreover, it's essential not to ignore "warning signs" and the intuition developed through many recruitment processes. It's worth thoroughly exploring areas that concern us, trying to understand the potential problems, and proactively considering what would have to happen or change (in the candidate's approach or in the organization) to enable a harmonious collaboration.
Fot. Weronika Dyląg
IT Recruitment—You Can't Rush a "Happy Ending."
Would we have taken the risk of hiring this person without the pressure of time, specific requirements, and the sudden relief associated with the client's quick and enthusiastic acceptance of the candidate? We would certainly have thought longer about the advisability of this step—both for our client and the candidate- because everyone benefits from a good match and loses from a bad one. This situation reminded us that—even though recruitment formally ends with signing a contract, the process of fitting in can continue, and it's worth monitoring it with the knowledge gained from recruitment.
Editing: Agata Krajewska
