I am not really one for trite quotes, but this one does ring true for me. I am sure you know what the quote is saying because all of us at some point or another have picked the wrong person for the job. Sometimes it is because the person we picked didn’t quite tell us the full story about their skills. Sometimes it is because they genuinely thought they had the skills you needed and other times it is simply a communication error. Whatever the reason, the cost of putting right the damage caused by an amateur is usually far more expensive than the cost of hiring the professional in the first place.
The word ‘professional’ has its root in profession of course, and it literally means someone who is qualified or capable of performing a particular job. While this could mean formally recognised qualifications, it will also usually include the experience and ability to do the work. It is here that I think the real message of that phrase is important. There is more to hiring the right person than just the process of hiring someone with the right skill set. When you take on a new employee, you are expecting them to not only do the job but also to be part of your team. Usually, this means the candidate will need to either already share, or be prepared to adopt, the values and ethos of their new employer. Part of this process of settling into the new role is the confidence that they are capable of providing the services required of them and more.
One of the methods of easing that process is to ensure that the right training is offered to the candidate. We recognise this need at the candidate stage and put a series of training programs in place to make sure that the potential employees we see have the opportunity to develop. For some, it may be as simple as a refresher in an existing ability and the chance to update their knowledge for current practice. For others, it may mean full training in a new area or building on existing levels of professional development.
What drives the need for training and development is down to the individual. However, one thing that is a common result is that the candidate gains more than just the skill, they gain confidence in their ability to fill the role you have asked them to fill. Our experience is that this confidence eases the process of adopting and engaging with the values of a new employer considerably. Especially because one of the main motivations for a happy and engaged employee is good old-fashioned pride in a job well done.
Of course, this is an investment of time and money in the employee but there is another saying that I am also rather fond of which is this…
‘It is easy to worry about the cost of investing in an employee and then they leave, but you should worry more about not investing in them, and then they stay.'
Sometimes the difference between hiring the amateur and hiring the professional is the right attitude, the confidence that training brings and working for an employer that invests in their employees. Skills, and sometimes even experience, can be there in spades, but if an employee is not engaged and motivated through job satisfaction, then they may well produce an amateur job.
There is a great little article below about the things people from around the world look for in a job. It makes for interesting reading. Not just because it proves that regardless of where we are in the world, we all want pretty much the same thing, but because it recognises that job satisfaction is the highest priority for many people. That is probably not a surprise to any of us who employ or supply true professionals.