https://unsplash.com/photos/1bhp9zBPHVE
The success rate for recruitment agencies finding good-fit employees is not overly encouraging. It can become an irksome and costly exercise. Organisations can help the filtering process by knowing who they are to determine what they want, as implied in this military recruitment address to over 500 enthusiasts.The naval and air force commanders had each given their hour-long pitch, explaining in great detail the reasons why they ought to be the preferred choice, when finally the marine commander stepped up to give his ‘pitch’. He said, we know that in this group there are three of you who would qualify for the marines. We would like to meet with you at the back when the session ends.
How to identify your candidate? Ultimately you are looking for those who are looking for you. This is no oxymoron, it’s about exclusivity and posture.
The cv of a top candidate can be seductively attractive although it’s the top performer you need to identify, through prudent questioning around specific qualities pertaining to character and competence. Technical qualifications and work experience may open the door for them although it’s their character which will keep them there.
Ask open-ended questions around character related questions on attitude, inter-personal relationships, personal discipline, ambition, team contribution and problem solving. For example, describe a situation in which your values were tested …
There are not many better concluding questions to ask than – is there anything else that we (the interview panel) should know about you, or that you would like to share with us before we finish off?
Be relentless in your pursuit to find the best and don’t compromise on your need.
If you know who you are, and who you are looking for, you will find them because they are out there!
I am the author of Leading Self and Others (how to make a difference where you are with what you’ve got) and Teaming with ideas (life lessons in teams- from business, sport and parkrun). You can contact me here.
