news & blogs

What next for Adam Smith? A recruiter’s perspective

May 16, 2012

It is only a few weeks since the Jeremy Hunt story broke. The media spotlight has shifted elsewhere (for the time-being) but one definite outcome is that we have one more job-seeker out there following the departure of the Culture Secretary’s special adviser Adam Smith.

The resignation came on the back of allegations that he held inappropriate discussions with News Corporation while the media giant was bidding to take over BSkyB. How do you bounce back from something as high-profile as this? I got some interesting feedback from IRP and REC members on how they would advise Adam Smith to go about finding his next job.

Wayne Reynolds, Director of Birchwood Knight and a member of the Institute of Recruitment Professionals (IRP) says that it is important to accentuate the positives and to be upbeat about finding the next opportunity: “Being selected to work as a Special Adviser for a new Government who cut the number of political appointments and had to share those left with a coalition partner would have been competitive, so he’s clearly got a lot going for him”.

Charlie Empsom, recruitment consultant at Michael Page Policy recognises that “the media coverage of the enquiry may make him a risky hire” but argues that many employers “will understand that things are not always exactly as they seem, particularly in politics”. Making use of his network of contacts will also be key.

So what other advice would recruiters give to Adam Smith if he walked into their agency, CV in hand? Charlie Empson underlines the need “to be proactive in his job hunt and work alongside a good recruitment agency to explore suitable options and focus on what he has done well. Everyone knows he worked in a brutal world and will be more forgiving than he thinks if he is upfront and straight about it”. According to Wayne Reynolds “he should feel confident that even if people believe the worst, which many won’t, he’s still developed valuable skills and experience that make him employable for the right organisation with the right role”.

On a more general note, what is the best approach for workers who have lost their job after having been involved in a high-profile issue or scandal? This is an issue that has gained further prominence following the resignation this week of the Yahoo Chief Executive Scott Thompson following accusations that he included a fake computer science degree on his CV.

Charlie Empson argues that “honesty is always the best policy, hiding the truth will end in trouble and means living with the constant threat of discovery and dismissal”. Wayne Reynolds confirms that “It’s a good idea to be up front. That doesn’t mean the individual needs to draw attention to it in their CV or make it the first thing they tell an interviewer, but choose an appropriate moment and present it in a balanced way. If the issue is so high profile as to have become synonymous with them or the organisation, it may be worth pre-empting it in a covering letter or if possible, speaking to the recruiter first. With most employers searching for a prospective employee online at some point during the interview process, not mentioning it in the hope of it not coming to light is naive and could lead to an offer of employment being withdrawn”.

The pivotal role that recruitment professionals play in advising job-seekers and facilitating career progression is something that the REC and the IRP will continue to champion. There are always new opportunities ahead, especially with the right support and guidance. On the Adam Smith situation, Charlie Empson concludes with the wry observation that “If every person in the political world who had been tarnished by the press were unable to work again, then our unemployment in the UK would be very much higher”.

Tom Hadley is Director of Policy & Professional Services at the REC, the representative body for the UK ’s £20 billion recruitment industry.  To comment contact us or tweet @HadleysComment and @birchwoodknight.