24Oct 2016

Recruitment….in pursuit of excellence

  • Posted on October 24, 2016
  • By Richard Kelly
  • in Adding Value
  • Comments: Comments Off on Recruitment….in pursuit of excellence
  • Comments Off on Recruitment….in pursuit of excellence
Share: Facebooktwittergoogle_pluslinkedinmail

 

“The greatest danger for most of us is not that our aim is too high and we miss it, but that it is too low and we reach it.”
Michelangelo

In business circles, why do some people constantly strive for excellence while others are content with mediocrity? Maybe this explains why so few companies really reach and deserve the accolade of world-class”

On reflection, I think different people have different views of success, reward and personal achievement and therefore while some are driven towards constant improvement others stability and security. Some like to take risks, to explore and find new ways of working whilst others harbour back to the “good old days” and don’t see the need or benefits of change.

So as we strive for operational excellence we should be careful that our recruitment processes are not overly focused on hard skills or, for that matter, soft skills but should ensure they are designed to identify those with similar views of success, reward and personal achievement. By finding and recruiting people with the same values, we stand a much better chance of maintaining motivation towards common goals and at the same time, avoiding the all too common situation of having a highly competent workforce who really don’t care.

So, during the recruitment process we seek motivated and competent individuals. Of course. Well, of course they are motivated they are keen to be offered the job. Whether it’s their job of choice or not, it’s still nice to be sought after and fantastic to avoid rejection and therefore during the interview process people come across as motivated candidates.

 

Look beyond this:

  • Identify the business values and goals
  • Use the objectives, goals, strategies and measures methodology (OGSM) to articulate these
  • Before offering the role, does the candidate understand the values of the business? In fact, have you shared the values of the business or just a description of the job?
  • Do they aspire to these values?
  • Will they constantly strive for excellence – share your common goals – and can they demonstrate how they have done this in the past?

 

Share: Facebooktwittergoogle_pluslinkedinmail