We have often heard and no doubt more recently, that all that glitters is not gold. This statement holds true in all spectrum of the business community. This is particularly factual when you are on the outside of an organisation looking in. Many times a person is not always privy to the ills and shortfalls that exist within, until he or she gets inside. It is often after the deal is done and contracts are signed that the ugly surfaces. It is a typical example of the grass looking greener on the other side. Even so, it should be the business of an organisation to ensure that it is not only perceived as an employer of choice, but it lives up to expectations. Being perceived as an employer of choice comes with numerous advantages, including the ability to attract and retain the most apt candidate for each position. After all, an employer of choice offers an excellent work culture and work environment and values the well-being, safety and happiness of employees and customers.

At present, the high unemployment rate and the large percentage of people that are unhappy in their current jobs frequently result in a large volume of applications for vacant positions advertised by organisations. Without a doubt, this economic climate in which we find ourselves gives rise to a high degree of desperation among our working population. While the large quantity of applications gives the employer the luxury of ‘cherry picking’ from a wide pool of qualified applicants, many successful candidates are disappointed after their work commences. Sometimes in an effort to appear more attractive and take advantage of the applicants’ limited employment options, some managers are not always transparent about their organisations and the role to be filled. In fact, some have been accused of exaggerating the role or employing a single individual to perform three different roles, in order to cut cost. While there are managers that are above reproach, there are also some among us that are unscrupulous opportunists, whose morale fibre iss so decayed that it leaves much to be desired. For these reasons, the same way the organisation would conduct a thorough background check on the candidates, applicants are strongly encouraged to do the same on the organisations in which they are interested, in so doing, it will become clear that all that glitters is not gold.

Dr. Wendyann Richardson is a Management Consultant who specializes in corporate governance, business operations management and refining of skills through training. She can be reached at refiningleadersinstitute@gmail.com