It’s Ok to Say “I Quit” Before Hearing “You’re Fired”!

I, like millions of other viewers, have been watching Donald Trump’s hit show The Apprentice – LA religiously for a few weeks now…but I’m not so sure about the process anymore. The show allows the Trump Organization, to take 19 candidates through a vigorous selection process and choose the best candidate for the role of Donald Trump’s newest “Apprentice.” Candidates technically have the opportunity to pull themselves out of the process but never did, in the past.

In this season, already one candidate, Michelle, has pulled herself out stating that she wasn’t comfortable with the selection process…essentially saying “I quit” before hearing “You’re Fired!”. The Trumps were incensed at her decision - calling her a “loser” and a “quitter” for pulling herself out…but I disagree.

A selection process goes both ways. It’s obvious that the company is evaluating a candidate the entire time…but a candidate should also be evaluating the company since the process is a representation of what it’s like to actually work there. Michelle had her reasons for resigning from the process and I think both she and the Trump Organization are better off in the long run. She recognized that this is not the right environment for her and spoke up about it – thus saving time and effort for everyone.

While I’m sure that episode had high ratings because of the heated discussion following Michelle’s decision, I applaud her for making that choice.

When you’re getting ready to look for your own “Apprentice”, remember these tips:

• Do make it ok for candidates to drop out of the selection process if they don’t fit. You never know who they know…and what they might say about your business practices. Thank them for their time and wish them luck in finding something that better fits their needs. Remember, a candidate does not have to be an employee to be a fan of your company.
• Do paint an accurate picture of the open position. Be sure to talk about the good, and the not-so-good, aspects of the job to ensure that the candidate really is a good fit. If your environment is cut-throat and Trump-like, let candidates know. If it’s a more caring, developmental environment, let that show through. The “right” people will be attracted. Everyone has different needs and likes; your job is to find a match, not to simply fill the position.
• Don’t revise your job description based on your personal favorite candidate. It’s easy to want to downplay certain aspects of the job if the candidate you have the best chemistry with has weaknesses in certain key areas. Legally, you need to present the same material to all candidates and evaluate each one in the same areas. Don’t say that a finance job doesn’t really need a lot of number crunching if you meet a gregarious candidate (with no financial background) – in fact, why not refer him to a different department that better fits his strengths…saving time and money for everyone.

For more information on TLG’s Selection in Acton programs, click here. This program is designed for anyone who participates in your recruitment and selection process, including hiring managers, recruiters, HR staff or team leaders…and it makes it ok for someone to say “I quit” before costing your company time and money to say “You’re Fired” to someone down the road.

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