Honesty is the best Policy
Honesty is the best policy. This adage is very popular in the Philippines. It is taught even in my early years in school. It is said that a person who is honest always wins his battles.
A few years ago, I was tasked to handle the recruitment of technical professionals in a manufacturing company. The production manager called early to inform me that six engineers were shortlisted from an initial interview. He relayed that they are ready to go to the next stage of the hiring process, which was the panel interview.
After the panel interview, management will choose two applicants to employ. One will be assigned as an Electrical Engineer and the other will be assigned as a Mechanical Engineer.
The panel interview was set and all six engineers attended. In the panel were the Production Manager, Production Vice President, and the Vice President for Quality Assurance. Each of the applicants answered well. However, there was one particular candidate, whose credentials included graduated from a top university, being a good communicator in both English and Filipino, and being skilled in relating technical concepts in layman terms. He was even presentable and had excellent social skills.
He was almost perfect for the Electrical Engineer position that the company needed. Except for one problem. When asked why he left his former job, the applicant was so honest that he admitted that it was due to his excessive tardiness. Contrary to what most applicants would do, he did not hide the reason.
The panel members set a meeting to assess the applicants. Each interviewer wrote their assessment. They were in agreement until it came to the applicant being eyed for the Electrical Engineering job. The panel could not agree because at a quick glance, excessive tardiness is always a bad habit that every employer disliked to hear from incoming employees.
Thus, it became an issue for the panel if they would hire him.
If you were part of the panel, what would you recommend? Should the company take the risk of hiring the skilled but tardy engineer?
Another meeting was held to finalize the decision. This time, Human Resources (HR) was invited to present an informed opinion. After considerable analysis of the overall credentials and skills of the Engineer as well as the talent pool available, HR recommended that he be hired. HR made the decision based on what was best for the company. From its assessment, the company needed the applicant’s expertise and unique skill sets. HR believed that there is always a room for improvement and the engineer could be coached to become punctual in reporting for work.
In view of the hiring scenario above, job seekers are advised to always tell the truth about themselves. This is because employers also want to assess the applicant’s critical thinking skills in making decisions.
Remember, it pays to be honest.
Do you want to successfully achieve your #CareerGoals?
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Caroline Orani is the lead consultant at Corporatenuances Publishing and Consulting in the two services being offered –Compensation Structuring Service and Seminar-Workshop on Workplace Success. She is an HR author, publisher, speaker on workplace success, and Compensation and Benefits Consultant. She has 16 years of experience in different industrial settings in Human Resources Training and Management. Rising from the ranks, she has served in various capacities such as Human Relations Manager, Training Manager, Skills Development Manager, Recruitment Manager, and Corporate Social Responsibility Programs Manager.
She is the author of the book Master the Multinational Workplace: Everything You Need to Know about Working and Winning in Multinational Companies. This is an easy-to-read book that talks about thriving in any workplace but with an emphasis in multinational environment. She wrote the book with the belief that the Filipino workforce will find hope that it is still possible to live comfortably in the Philippines. Multinational companies provide outstanding compensation and benefits, and this uplifts the way of living of the Filipinos. She presented in Chapter II the job levels and this chapter talks about the level of difficulty and importance of jobs in the organization. In Chapter VII of the book, she talks about how jobs in the organization are priced. Companies may use the sample provided in creating their own salary structure or may opt to ask the service of the author to do the creation of their salary structure. Assessing, structuring and pricing jobs are unique to every industry. Compensation and benefits include basic pay, incentives and benefits. Pay packages vary based on the financial capacity of the company to pay. Structured basic pay is the end result of the compensation consulting service; incentives and benefits are recommended upon the client’s request. Other areas to have in-depth overview of the ins and outs of a multinational workplace are presented in other chapters. The printed copy of the book is available at National Bookstore and Powerbooks in the Philippines.
For seminars, talks and consultations Caroline can be reached at info@corporatenuances.com. Visit https://www.corporatenuances.com for more information.
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