Do recruitment intelligently is one way to build the success of the company. Look for the best candidates, people who are more intelligent, even surpassing yourself.
HRD Manager will probably compare the qualifications of the candidate with a job description but they never want to think about what they can learn from that candidate. Some managers do not want to be defeated in terms of creativity, expertise, and experience by new employees.
Recruiting based on competence
Some managers can easily feel intimidated by the staff potential, someone who is more capable and more knowledgeable than they are. They assume a talent as a threat. This kind of thinking can give a negative effect to the business of your own.
The way to resolve it is always encouraging them to develop their personalities and mengintrospeksi every person that comes into the team. On the company's core value of 15Five, their culture is "Always learning and growing," said David Hasell, CEO at once co-founder of 15Five.
Managers can become more acquainted themselves with the meditating, reading books on self-development or attend seminars that highlight the personal characteristics that are considered unfavourable. An inspiring leader was not found. Their created and continue to be created through education and personal development training.
Become a victim
Some managers see themselves as victims in personal and professional life. They maintain the view that everything will be done for them and they refused to take responsibility for the results of the business. Poor performance? Low numbers? They are the result of bad customer, employee mistakes or the market is too competitive.
When managers take responsibility for their actions, every opportunity to grow and develop will appear by itself. Instead of having to feel insecure about their jobs when recruiting someone who is smarter or more knowledgeable, the Manager is thus supposed to be pleased because getting the opportunity to collaborate with an outstanding individual.
The Conscious Leadership Forum highlights the paradigm of victim fear this and offer a way out. By shifting their perspective, the potential victims can be viewed masalaha as a challenge. Stalemate into an opportunity to create something together with others or in teams.
Organized by design
Design culture and institutions recruiting to attract talented employees. Create the organizational mandate to recruit an employee who actually is talented and can be defined clearly. Create a layered work interview process, starting from how to think the candidates, asking for their work in the past and then look for the big picture of what he wanted from a career.
Many modern interview strategy designed to find those that best meet the qualifications and comply with the company culture. Some interviewers will give you a strange question to find out how the candidate's reaction when being in pressure or if they have a sense of humor.
Then there's the interview groups, where managers accelerate the recruitment process by involving four or five candidates at once. This can work well when You want to make a selection in the position of sales and marketing. But another professional (software developer, for example) is an introvert. So be careful when creating a situation, because you could just miss a chance to get a talented candidate.
Do recruitment with design can be started since the first time you hiring your first employee. A successful company and focus will always choose the candidate who can complement their skills and expertise. Recruiting people who are smarter than You means you can delegate some of your tasks from time to time and focus more on things that are more important, such as growing your business and recruit more talented employees.
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