We are in the process of looking for, interviewing & hiring a new massage therapist to join our team. This process is so much easier said than done. After interviewing and determining a possible fit, then there are several layers of requirements before they are permanently hired.
The interesting thing about creating a career for another human being, is how specific each career is and how different each human being is. Each of us is trying to determine whether the other is a good fit. This is not always quickly established. That’s why there needs to be clear expectations and “probationary” periods where either side can jump ship without much loss to either party.
Communication is key. But just because one side feels they have communicated clearly doesn’t always mean that the other side heard/understood what was said. Each side has their own agenda. How can one create a way to have those agendas match?
What are the best ways to first determine a person’s integrity, honesty, teamwork & respect for others? I think these qualities are often assumed to exist in others, or at least HOPED to exist in others. I have learned NOT to assume this after several massage therapists have NOT been honest or respectful or professional.
Unfortunately, this complaint is common with employers of most career types, and they end up having a hard time trusting incoming employees. So much so that the employees are EXPECTED to lie or cheat, look out only for themselves, do the minimum required of them, etc, etc. Instead of expecting honesty, the employers prepare for dishonesty.
This is so sad.
One can’t blame the employers. They are basing their judgements on past experiences. I am too. It’s hard to have trust for new employees when others before them have been so dishonest.
On the other hand, the employee could have a pre-conceived idea of how bad an employer will treat them: The employers will use them, not appreciate them, make oodles of money and not pay them enough for their efforts, etc, etc. So the employee could come into the relationship expecting poor treatment, thus starting out in a resentful, feeling-like-they-need-to-be-sneaky-about their-real-intentions manner leaving each side already unhappy before any work is ever done.
So, how does this dilemma go away?
By finding matching agendas & goals, which can take time.
Employees will be hired and they will do great work, under the scrutiny of a watchful employer. And eventually the trust is earned. This is how the dilemma goes away. With time.
But there will also be those employees who create the bad taste in employer’s mouthes.
I sure wish those type would go away. You make it hard for everyone. Because of you there are cameras, paper trails, uncertainty, mistrust. Because of you there are “No Compete Clauses”. Because of you, national chains in many businesses have a running list of employees willing to take 1/3 of the pay because the chain can then afford to be lied to or cheated.
In the end, I trust. I take another chance that they are telling the truth. I try to state clear expectations. I try to listen between the lines of what their agenda really is.
In the end, I’m very happy to have an office manager who does this all for me! 🙂