Whiplash: The Film That Got Me Thinking About Recruitment

After watching Damien Chazelle’s 2014 drama Whiplash for the millionth time, and knowing I had a blog post coming up, I started thinking about how its themes relate to recruitment.

I certainly wouldn’t take management advice from J.K. Simmons’ character, Terence Fletcher. What stayed with me was Andrew Neiman’s drive. He wants to become a great jazz musician, and he’s willing to put in the blood, sweat and tears to get there. The film takes that determination to an extreme, but it made me think about what ambition looks like in an ordinary workplace: asking questions, seeking feedback, taking ownership of your work and being willing to learn something new.

A Career Change Driven by Curiosity

I recently worked with a candidate from a self-employed catering background who realised through their work that they had a passion for numbers and wanted to move into finance. They had no previous experience in the sector, so they took the time to research Guernsey’s finance industry, the different types of roles available and how their existing skills could transfer. They have now secured a trainee position with the opportunity to study and develop their career.

Ambition Is More Than Wanting to Progress

We sometimes hear from clients that junior candidates are keen to talk about progression but seem less interested in learning the role in front of them. That certainly doesn’t apply to everyone. Not everyone wants to move up quickly either, and there’s nothing wrong with taking pride in the role you have. But if progression is what you want, it helps to show an interest in learning the work that comes first. This candidate’s story is a good example of ambition backed up by action. They couldn’t claim finance experience they didn’t have, but they could show genuine interest and the work they had put into understanding the sector.

Why Encouragement and Feedback Matter

Fletcher believed that telling someone they had done well would make them settle. I don’t agree with that. People need encouragement, particularly when they’re learning something new, as well as honest feedback to help them improve. But encouragement alone can’t create the curiosity or determination to keep improving. That part must come from within.

Recognising Potential Beyond Experience

Employers have a part to play too. That means looking beyond direct experience and noticing the effort someone has made to understand a new sector. It also means giving them the training and support to build on it.

For me, that’s where Whiplash meets recruitment. An employer can’t give someone the desire to improve, but they can recognise it, encourage it and give it room to grow. Equally, anyone who wants to progress has to be willing to put in the work themselves. When both sides do their part, someone’s starting point doesn’t have to define how far they can go.