Damage Control: Turn Your Mistake Around Quickly

November 17th, 2017

So you made a mistake on the job. And this time, your blunder wasn’t a minor typo or misunderstanding that could happen to anyone; it was a big deal. A really big deal. You have no easy excuse, since this blunder really was your fault and you passed up at least one opportunity to prevent it from happening. You also have no advocates rushing to your defense, since your teammates and coworkers don’t share culpability and may not even fully understand what went wrong. You’re alone, you screwed up, and you have nobody to blame but yourself. So what now?

Here are a few ways you can turn this epic crash landing into a long-term win for your career. All hope is not lost, but you’ll have to take a few critical steps—and you’ll need to take them now—if you intend to make a graceful recovery.

First, be patient.

The road back from a blunder like this will probably be long and winding. Don’t expect instant results and instant forgiveness, no matter what you do. Plan for the long term, and set a reasonable expectation. For example, you may not put this entirely behind you and return to a new normal within the next month, or even the next year. Settle in for a long climb.

Second, think about others around you.

Did your mistake hurt anyone other than yourself? Did you make someone else look bad? Did you compromise someone else’s career prospects? Did your blunder put someone’s life or health at risk? Did you undo hours or years of someone else’s hard work? If so, gather your courage, face this person (or people) and set things right. Own what you did, apologize sincerely, and if you don’t know how to get back what the person lost, ask.

If you lost your job, don’t sit still.

It’s easy to give in to despair if you find yourself happily employed on Monday and home in the middle of the day on Tuesday. But don’t wallow. Talk to a legal expert if you may have been treated unfairly, and again, if you hurt someone, do your best to set things right. Start putting together a job search plan and as you sell yourself to prospective employers, be ready to explain what you learned from this incident and how it helped you grow. You’re not a bad person, you just made a bad mistake. This incident does not define you. Give yourself one day to brood, then get moving.

For more on how to keep a workplace mistake from creating long term damage to your career and your life, turn to the Cleveland County recruiting and job search experts at PSU.

Hire the Right Candidate, Not Just One Who Interviews Well

February 5th, 2016

The selection process might seem simple on the surface: A great resume plus a strong interview equals the perfect candidate. Right? Wrong. Like many seemingly simple equations in the management realm, the selection process can be tricky and multi-layered, and what you see during an interview may represent only what the candidate wants you to see. Dig a little deeper and you’ll identify the candidates who are truly set up for success, not just the ones that make a flashy impression. Keep these tips in mind.

Every candidate wants to impress you.

Even if your interviewee isn’t really sure about this job, she’ll want to keep her options open, and she can only do this if you’re suitably impressed with her profile and personality. Almost every candidate wants your approval, no matter what they ultimately do with it. Be aware that eagerness, interest, forward leaning postures, and bright smiles will still result in a mismatch if the candidate has to accept a lower salary or a longer commute than she’s used to.

Question potential exaggerations.

As long as you don’t aggressively interrogate your candidate, you’re within your rights to ask for more detail about his or her accomplishments. If these accomplishments seem unusually impressive, don’t hesitate to look closer. Ask open ended behavioral questions that encourage the candidate to tell a story. For example: “I see that in your last company, you were promoted from assistant to District Manager within six months. Tell me about the challenges you faced during this rapid set of promotions.”

Don’t skip the reference check.

Your candidate may seem like a superstar on paper, and he may have dazzled you during the interview process. But even if your socks have been well and truly knocked off, don’t cut the screening process short. Call the candidate’s references (all of them) and listen carefully to their testimonies. If they sound neutral or disinterested, you may be dealing with a candidate who’s all glitter and no substance.

For more on how to separate the steak from the sizzle and identify the candidates who are genuinely prepared to help your company succeed, reach out to the Charlotte staffing experts at PSU.

How can we help you with your staffing needs

©Year Personnel Services Unlimited, Inc.
All Rights Reserved. Site Credits.