The Sunday Mail
FIRST impressions might just be that — first impressions.
A common saying in primary school was: “Do not judge a book by its cover”.
It took time for me to realise that the statement does not refer to an actual book.
It simply means appearances are not always an indicator of something’s value or worth.
It is often easy to make quick judgements after cursorily looking at someone or something.
A beautiful smile can actually be masking great sorrow, pain and tears.
Judging a book by its cover can make you blind.
You need to go a little deeper to find out more.
Many times, the inside carries more weight than the outside.
First impressions can be accurate, yes, but they should not be the basis for making judgements or important decisions.
Organisational status
The number of incompetent people in organisations is ever increasing, yet managers would often have selected those who would have excelled in interviews.
The question is: Where is the missing link?
A sizable number of corporate workers are good at wearing suits and giving fine speeches, but when it comes to execution and delivery, they are disappointing.
Management should not always hire teams based on how they look.
Inasmuch as outward appearances matter, they should be considered mostly for jobs that require good looks.
After careful analysis, as a human resources (HR) person, I realised that a balance between outward appearance and the ability to execute is key.
Some of the organisations I work with have mature people — who are just basic in terms of their dressing and looks — for front office positions.
The interesting part about them, though, is that their services are exceptional, and once they get a customer, they are sure to retain them.
Other organisations I work with have young, vibrant and good-looking front office teams that dress well.
One advantage of the young is that they automatically attract customers, but, sadly, they fail to retain them due to bad etiquette, laziness and “I don’t care” attitudes.
It is important to have interviews for certain positions using practical work situations.
It is also vital to thoroughly assess teams during the induction period.
The mistake many managers or employers make is ignoring negative tendencies during induction.
A good number of managers give the benefit of the doubt, especially if the candidate has a good outside appearance.
What they fail to recognise is that what comes from within the candidate will have more impact on customers and different stakeholders.
I strongly believe outside appearances can be easily altered compared to inward behaviour.
If a candidate is good at his or her work yet lacking in terms of outlook, he or she can be easily groomed.
Come to think of it, there are a good number of organisations that look good in terms of ambiance, yet they have surprisingly poor procedures, processes and systems.
Things are not always what they seem.
General facts
There is a Shona proverb that talks about how beautiful a fig may look from the outside, yet it may be full of ants inside.
Always try to balance the outward and inward equation.
Do not be too quick to make conclusions based on outside appearances.
There are many people who fell for outside appearances, only to get the shock of their lives when they began to discover the inside person.
Search a little deeper before getting into important contracts or engagements.
You do not want to end up entangled in things you are not proud of or things that will disadvantage you when you can control it.
As we begin a new month, be reminded that all that glitters is not gold.
Be careful!
*Rutendo Gwatidzo is the managing consultant at The HUB HR Consultancy. She is a multi-award-winning leader, consultant, speaker and coach. She is also an author of two books: “Born to Fight” and “Breaking the Silence”. Contact detail: 0714575805/ [email protected] / Rutendo Gwatidzo_Official FB public page
