New recruit, Roy has a gambling addiction which forces Sue Kingston to take hard action this week while elsewhere our HR Practitioner admits Charles is readily becoming her Darcy.

W/C 25 July 2005
Shark infested waters!
My client (Jack) called me this week with a new dilemma. His new finance starter (Roy) of only two weeks had approached him for some advice.

It turns out that at the tender age of 19, Roy has managed to run up some considerable debts due to a gambling addiction. In a recent spree he had managed to lose £4000 and was currently under pressure to stump up the cash.

Roy asked Jack if he knew of a loan shark and asked to be considered for a company loan, which he said he could pay back via monthly deductions from salary.

Once Jack had got his breath, he asked Roy to explain the extent of the total debts he had accrued. Roy revealed that he had borrowed money over some three years from his parents, grandparents and the bank, and had also re-financed his car twice in order to avoid being ‘black-listed’. It would seem he lost most of his money ‘spread-betting’ on the horses.

Thankfully Jack kept his presence of mind and informed Roy that not only did he not know of a ‘loan shark’, but under no circumstances would Jack be prepared to guide him on that particular route. He also made it clear that the company would not be prepared to grant loans to staff under any circumstances. However, he did suggest to Jack that he would need to address a number of problems urgently and would take advice on the best course of action. It was at that point that my phone rang!

Once Jack had explained the scenario to me I suggested that they take a number of steps. The first being to check the access Roy had been given with regard to the company bank accounts, cheque books, systems etc – anything which may be at risk.

It is a sad, but realistic view, that given Roy’s troubles he could have posed a very real security risk, especially working in a sensitive area such as Finance. If he felt desperate enough to potentially engage the services of a ‘loan shark’ there would be no telling what he may attempt to solve his problems.

Jack suggested to Roy that he sought help from his bank or his parents primarily, but to avoid a ‘loan shark’ at all costs as that would only increase his problems. It was also suggested that Roy speak to the Citizens Advice Bureau as they may offer further ideas not only in relation to his debts, but also his need to ‘speculate’. Roy didn’t think he had a ‘gambling’ problem, but very often with any addiction, denial is the most apparent response.

Unfortunately Roy’s plight had severely affected his work standard. This had already been discussed with him previously on two separate occasions.

I know this may seem pretty harsh, but given Roy’s predicament was already manifesting early problems regarding his ability, it may well have continued on to an even bigger problem. It is on these occasions that a business needs to make a ‘hard’ decision. Given that he had only been with the company for two weeks, and given the potential security risk, it was decided it would be best to terminate his contract of employment.

Jack advised Roy of the company’s decision based on his performance and capability and that he would be allowed to leave immediately, with one weeks notice as per his contract, in order to give him time to seek help to take steps toward starting to solve his even bigger problems. Roy agreed that he couldn’t concentrate on his work and felt it best too that he leave.

It was quite a sad scenario, but I wonder how many companies face this type of problem and don’t deal with it – ostrich syndrome as I call it. The Company and individual only suffer over a longer period of time, each becoming more and more frustrated with the dilemma.

I personally feel it is best nipped in the bud at the earliest stage possible, then the company can recruit people who can give 100% to their job and the individual can hopefully receive the right guidance to work towards solving their problems, but without putting anyone, including themselves, at risk.

The learning curve for Jack, was that this particular employee had not been put through the normal recruiting programme, which involved testing and my particular ‘in depth’ interviewing technique.

Historically, my interviewing technique has unearthed all sorts of dilemmas that companies would rather not have in their workforce because of the potential long term risks that may be associated.

I remember one candidate telling me about her previous suicide attempts, dependency on Prozac and her tendency to lack enough inspiration to get out of bed some mornings to attend work. She told me all of this without me asking any direct questions whatsoever.

The method I use does indeed explore very deeply without the individual realising until it’s all over! Imagine the long term absence that a future employer may encounter given this particular scenario. Thankfully, the young lady didn’t meet the criteria for the position and I hope for her own sake that she has sought help to resolve her problems too.

The real world can be very hard, but HR has a fine line to walk every day looking after both the needs of the business and the welfare of the people. It’s a difficult ‘shout’ at times.

Square Peg, Square Hole!
All of the above said, I had a very successful recruiting programme for a client and they were able to appoint a new Operations Manager to their team. He’s a delightful guy, with a lot of appropriate experience and, more importantly, he went through my full interviewing process –poor guy! But he passed with flying colours.

Interestingly he applied for the position of Underwriting Analyst, but through the interviewing process it became clear he was more suited to the role of Operations Manager. We suggested this to him and showed him the job specification and matrix for the alternative role. Once he had read it through he agreed with us, so we changed course and everyone is very happy with the outcome.

The package was identical, so nothing has been lost. At the end of the day, through successful interviewing we have very neatly fitted a square peg into a round hole.

I wonder how many square pegs are in round holes out there in the business world, because the interviewing process has let everyone down for some reason?

Whilst my method works so well for me, I don’t plan to change it – only develop it to even better standards!

They’re only words, but …
Oh, the implications! I been reviewing employment contracts again this week and bringing an old document up to date.

I’ve engaged the input of two Directors and I am formatting the final document based on our shared ideas. I do wonder whether it is easier to start with a new document from scratch, or whether to ‘fiddle’ about with an old document?

The knock on effect of this is that the changes to the contract have to also be reflected in the Staff Handbook, so this has added to my task. The Handbook is some 58 pages long, so there have been times when my eyes have lost focus altogether, and not as a result of the wine!

Again, in business, so many companies will change one thing and not realise the knock on effect to other areas. It’s always worth thinking of the ‘bigger picture’ otherwise you can create an enormous headache if information in these types of document are contradictory.

This project is going to keep my busy for a few more days yet, so we’ll see how I get on next week – I’ll probably be a gibbering idiot by then!

On to ‘fun’ things:

Vital Stats:
For all of those ‘singletons’ out there:

• Weight – 9st 11lbs (oh dear, 9st 9lbs has slipped away a little bit!)




• Chocolate – 1 Galaxy bar – tiled my bathroom floor. It is hard work, my knees were sore and I needed an energy boost (that’s my excuse anyway)!




• Wine – far too much on a girls night out. Enjoyed a wonderful meal together followed by dancing the night away. Lost count of how many chaps asked for a dance, but it was great fun anyway. First time I’ve been in a club for about 20 years, so on that basis I shall probably have a ‘Zimmer frame’ on my next ‘clubbing’ outing!




• Boyfriends – yes folks, Charles again. Definitely a more regular character here. We enjoyed a leisurely Saturday sitting in the garden. Charles tried out my hammock and managed not to spill his Guinness. I didn’t offer to try the hammock with him, me being a bit shy you know! Anyway, he’s suggested taking me out for a meal next week. I have found myself really looking forward to the prospect, mmmm!




• Golf – enjoyed 18 holes with my old boss, Jeff, followed by the traditional curry (I’m not really helping myself get to 9st 9lbs am I?) Good news is that I managed to beat him by two strokes – hurrah. Never thought I’d do that in a million years.
  The ‘Polar Bear’ has text me to see if he can have a ‘grudge match’! He had disappeared for about five week, I think he’s got some new clubs and has been practising – we’ll see!




• Deep thoughts – Wonder if two people could fit on my hammock. I might not resist next time – what fun that could be!

Keep it simple everyone and enjoy your week ahead!

*Sue Kingston is a self-employed HR Consultant with 23 years HR experience. Sue can be contacted on T: 07966 216561 or at hr@suekingston.co.uk

More diary entries:

• Striking a balance
  
• CheckMate!
  
• Finding strength
  
• Desert to Oasis
  
• Tribunal teasers
  
• Fingers in the till
  
• Secrets of interviewing
  
• Looking for Darcy
  
• ‘Daniel’ meets his match
  
• Scoring on the golf course
  
• Starting out