Have you heard of “Shift Shock”?
Shift Shock is when your expectations and understanding of your new role do not align with the role you end up stepping into. This can manifest as having a new responsibility that was not discussed in the interview process or the culture of the firm being the opposite of what was presented. There are a few tips to help you hire without shift shock.
It is something many new employees tend to face, and it can be demoralizing.
As recruiters, we believe transparency is the most important aspect when hiring new talent. Misleading or changing a jobs requirements mid process or, even worse, after someone is onboarded only leads to increased turnover and poor employee morale.
The best companies that have strong talent retention do these 3 things in their interview process to hire without shift shock:
1) Being transparent about goals and expectations with the candidates. They know the role and the goals for this position from Day 1. It also helps when the hiring team can highlight the roles first 3, 6 or 9 months and what success looks like.
2) They let the candidates interview with more than just leadership. They meet the whole team. Individuals at their same level, more junior team members as well as the senior leadership. Allow the candidates to get a more holistic understanding of the team structure and culture.
3) Outline the long term trajectory and growth for the candidates. It is important to lay this out for candidates but paying lip service isn’t enough. Have a formal metrics driven growth plan for the candidates and employees.
Obviously the responsibility does not fall solely on the hiring teams, the candidates play a role in having a good understanding of an opportunity as well.
As a candidate, ask specific questions. Get a sense of the culture from speaking with multiple people. Get the expectations and metrics clarified for what success in the role looks like.
Above all else, trust your gut. If the role feels off or gives you pause it may not be the right long term fit.
If any of this resonates with you, reach out to Daniel Wilberschied. Visit Smith Hanley’s page for more articles from Daniel Wilberschied.
