Of course, they are aware from the very beginning or very soon find that progress largely depends on effort and application. This, of course, is not automatic. Similarly, employers are also full of expectations when accepting new employees. They are obviously starting in the hope that everyone will sparkle and actually exceed expectations. In fact, we all know that this is rarely the case. It is true that the percentage of new recruits will stand out from the crowd and catch the eye of their superiors, but most will be average and, unfortunately, one or two will disappoint.
The problem is that the process of raising the cream on the surface and any bad apples that can be picked can only occur in real time and in no case should affect the work of the client. Fortunately for many employers, only a part of new employees is in search of a client, so a bad hiring decision can usually be invisible to the end user. For example, an airline pilot can either fly a plane or he cannot. Similarly, a car assembly worker who doesn’t fit a component badly will not affect the customer because his or her work will be checked in advance by quality control.
At the opposite end of the spectrum, consider the pressure on recruitment managers on luxury cruise lines. Operators strive to maintain a high level of customer service and passengers who pay premium prices for their cruising experience, know what to expect in this regard. This is great because they order luxury cruise lines first.
Every year, hundreds of new recruits are selected for cruise academies, and most of the training is conducted at work in a real cruising environment, so there are no errors in case of failures. In the most informal case when a passenger gets upset because of any aspect of customer service, someone asks who walks the board first - the crew member or manager who hired him or her first!
