Cinderella Recruitment? What Is It?
Cinderella Recruitment is about the perfect fit. Just like the fairytale and that glass slipper, Cinderella Recruitment represents a delicate, perfect, virtually impossible candidate fit that is demanded by the client (or Prince Charming) for a given role.
You can search the entire ‘kingdom’, but that glass slipper can only be worn by the chosen one. Ugly sisters need not apply. Fairy Godmothers are a prerequisite!
How Does Cinderella Recruitment Present?
Typically, the hiring organisation will set the scene not with the opening phrase “…once upon a time…” but more likely with “…we don’t have time to train…”, “…we need them to have specific experience in X and Y…” or “…we expect an immediate impact from the candidate…”.
Okay, okay…that isn’t so bad (I write that through slightly gritted teeth). But, to add to the picture, Cinderella Recruitment will have a ‘rags to riches’ theme. Despite the client expecting royalty to walk through the door…they are only paying a pauper’s wage.
Anything else…yep plenty! Everything will be on the recruiter. There is not going to be a partnership or working in tandem on this recruitment project. There will be no mention or thought about onboarding or making a candidate feel social accepted or educated through the recruitment process. Remember, the client is Prince Charming…he has his people do that for him. He just wants the perfect fit.
The feedback on applicants simply doesn’t make sense. It can be “the candidate is over qualified” or “lacks the experience we want”…things easily identified in a CV yet only shared after interview. In short, protected characteristics can become an unspoken feature in the feedback on candidates. Alarm bells should be ringing very loudly at this stage for recruiters or HR Managers.
Sometimes you can have what feels like the perfect candidate. The interview has gone incredibly well according to all parties…yet the client wants to know if you have anyone else. Are you sure Cinderella hasn’t been locked in the cellar? Can you not do better than perfect?!?
Cinderella Recruitment is the sum of several variables all in play at the same time. The skill is to be able to read the clues.
Does It Matter?
I am all for setting a high bar. As a recruiter I will work a brief as hard as possible. When a client has a list of criteria I’ll work tirelessly to hit that brief. I am not alone in that; hard work is one of the cornerstones of good recruitment. Don’t be satisfied with average, don’t be content saying “they will do”…set the standards high is my mindset.
The problem with Cinderella Recruitment is there is unlikely be a happy ever after. It really is a fairytale. We currently operate in a world where there is a skills shortage. No matter what the industry or the level of seniority – finding staff is very difficult. When you then offer no compromise on your recruitment expectations…well…your Princess is probably never going to be found! You just keep searching your kingdom never to find your true love!
In the war for talent there are two sides. You have those who practice Cinderella Recruitment, and then you have those who (for a better description) take the Jungle Book approach. The Jungle Book approach embraces “the bare necessities”!
Yes, you have certain criteria and you are not compromising on high expectations. But, you also know you can train a candidate. You are prepared to hire on character and to teach skills. You understand that in your hands you hold someone’s career and you are facilitating that journey. The first step of that journey does not need to be perfect, it just needs all parties to have the same ethos.
Can you Change Cinderella Recruitment?
I admit, I have my doubts. Cinderella Recruitment is so engrained and so inflexible it can be incredibly hard for an organisation or a manger to step away from it.
To change things I suspect one firstly needs a little bit of pain. If an organisation identifies a loss of revenue or other staff being overworked to fill the gaps then someone may question why it is difficult to fill the role. The problem is those responsible will be blaming the candidates, the recruitment agency anything including the alignment of the sun and moon…It won’t be their fault!
But, if those key decision makers keep making excuses and are held to account…well suddenly a bit of pressure may shift things.
Secondly, it will take a little bit of bravery and self-reflection. Stepping away from Cinderella Recruitment requires change and we all know how painful that can be. Someone needs to compromise their high standards. It requires a decision-maker to critically review the role, the rewards package and the interview process from the outside in.
It will possibly feel like a gamble. That mindset has to be ditched and instead embrace the attitude that a candidate is being onboarded from the moment they read the job advert.
If you can understand that recruitment is a journey that all parties engage in and you have to leave your ivory tower…you maybe a little bit closer to happily ever after!
In Conclusion
Cinderella Recruitment is just not healthy. An organisation that never compromises or shows flexibility when dealing with people is never really going to win.
In a world where finding talent is as tough as it gets – Cinderella Recruitment is an outdated, old-fashioned fairytale. I am never suggesting you compromise high expectations…just make sure they are realistic expectations is my thinking. If you are stuck in a Cinderella Recruitment experience, take steps and change the book!
About the Author:
Simon Royston is the founder and Managing Director of The Recruitment Lab (A recruitment agency with offices in Aldershot and Brighton that offers employment services across Berkshire, Hampshire, Surrey, Sussex and beyond). Simon lives in Guildford and has worked in Recruitment for over a decade. He has a degree and a masters in psychology as well as a diploma in Human Resource Management. If you would like to know more about anything written in this blog or would simply like to express your own thoughts and opinions do not hesitate to contact Simon through The Recruitment Lab website.