What’s Good for the Goose…
Several times in the last year, candidates or new hires have bailed at the last minute, leaving my organization and its clients in the lurch. The job they really actually wanted came through at the last minute, so they apologize and give lavish explanations about how they need to take care of themselves and their families, have more perfect working conditions, pay back their student loans. They explain, often at length, sometimes contradicting what they told us in their interviews. (It’s your passion to save the flying squirrels? Hey, I’m all for wildlife, but I don’t remember that coming out in our earlier conversation. When we met, you were all about helping people with developmental disabilities.)
So people change their minds, and that’s fine, I guess. People certainly have the right to quit their jobs at any time for any reason.
But just because you have the right to do something doesn’t make it the right thing to do.
To add some perspective, let’s think about how job-seekers would respond if I were to rescind a candidate’s’ employment offer at the last minute because a better prospect came along. “I am so sorry, Ms. Brown,” I would say. “Forgive me, but the person we really wanted all along just happened to apply yesterday! She lives right down the street, she’s already covered on her husband’s health insurance, and she’s willing to work for $10,000 less! Honestly, it would be irresponsible not to proceed with her. I’m sorry, but I’m sure you understand.”
Can you imagine the scathing tweets and blog posts we would read?
Okay, I’m being a little facetious and I understand that there is a power differential in the employer/potential employee relationship, and so I can’t pretend it’s an equivalent scenario when I turn the tables.
But still, I hope I’ve made my point.
Photo by Tambako the Jaguar