Building Trust - Contact Magazine Editorial

26 March 2018

In these times of uncertainty and significant changes in our world, it has probably never been more important to find the right fit of people to hire. The financial cost of getting this wrong needs to be avoided, but when a key hire doesn’t work out as anticipated, there is often disruption left trailing in its wake. Skilled and experienced Human Resources practitioners are accustomed to evaluating and making these big hiring decisions daily, but not all organisations are able to employ HR specialists.

The idea of hiring an important person into a business can seem like a daunting task. That is where recruitment experts can add value to the process, either working closely with HR teams or supporting a business owner through the process.

For this to be effective a relationship of trust needs to exist. At OSA Recruitment, it has always been our philosophy that we don’t work in “sales”, which goes against a stereotype some people have of the recruitment business. Instead we build relationships where mutual trust is a vital ingredient and we invest time and effort to make that happen. This needs to work in two ways - firstly with our clients who are recruiting,  but also with our candidates, who are contemplating the huge decision of potentially moving job or changing career path.

Trust is built on the foundations of being knowledgeable about your industry, being open and transparent, being objective, and doing the things you say you are going to do. Given our statement that mutual trust is vital, there is still a natural caution against getting it wrong, both for the hiring client, as well as for the candidate.

In recognising that, we have a couple of services to offer that might offer a blanket of comfort.

The first is a psychometric online profiling tool called PRISM, that helps individuals understand their strengths and uses neuroscience to help them understand their own behaviour. Jade Corbin is our qualified PRISM practitioner, and she has used PRISM with candidates of all ages.

“It is a  great tool for personal development and a way of mapping your behavioural tendencies. The results can help you understand where your career might flourish and it can assist an HR decision or can just be really helpful for an individual’s self-awareness”.

Secondly, we have found that coaching can be hugely beneficial in supporting individuals to achieve  their full potential, either in their career or in other aspects of their life, and these topics are often intertwined. OSA’s Alice Digard is a certified Coach and has been engaged by employers wanting to unlock better performance in their teams,  as well as by individuals who feel they would benefit from understanding their choices – and coaching does help that outcome.  

“Coaching is a partnership between two people based on trust and respect.  Individuals come to coaching because they want something to change something in their life.  Through a series of one-to-one confidential sessions, a Coach can help increase self-awareness to identify opportunities and can help you stay on track with your goals, explore the options and form action plans.  Typical examples for coaching might include; ‘managing time better; tackling performance problems in a team; acquire skills for a new role; tackle the stress in part of my life; get a better balance between work and home; improve an important relationship’. 

So the world is changing, and recruitment services are evolving in line with this. If you want to find out more about any of the services mentioned, please call or email and we will be delighted to speak with you.