Recruitment type things to think about… #1
One of the things about writing a blog is the need to keep the content fresh. Add to it on a regular if not daily basis. You will know that you can spot when I am completely occupied, using train journey’s to work, catch up on email or plan my day. It wasn’t always this way, the train time was my time, time to write, to think and to engage with my non-train virtual network.
So to add some content, get some more conversations going I have written some short but very recruitment related blog posts.
Whilst I might look like navel gazing forty something inside beats the heart of a recruiter, a finder of talent and a leader of teams. Kicking this mini series off will be:
#1 Better to tweak the the job to fit the person than wait for an impossibly perfect person…
I don’t know when it happened. When the search for the perfect candidate first happened with the inevitable result that the role was never filled, candidate after candidate was interviewed and everyone in the process got more and more frustrated.
Because perfection does not exist or at least there are no candidates that fit 100% of the job criteria 100% of the time because we are human, fallible and not perfect.
The subjective list of skills, experience and capability created by us or the business will not give us the full picture. It misses out attitude, oomph and that thing that we recruiters see in someone that says “you’re it”. Surely it would be better for us to find really strong candidates that have the potential, the attitude and some of the skills rather than the 90% fit more and more of our hiring managers strive for?
If we could keep the job more open, with some flex we might just hire a superstar we wouldn’t have found otherwise? But are we too restricted in our approach, especially in a corporate environment?
What do you think?
I have a background in executive search and selection, headhunting and senior level recruitment combined with people and business management experiences. My focus has always been on the IT services, technology and management consultancy sectors on a permanent and interim basis where I have developed a personal portfolio that covers areas such as EVP, social recruitment and the successful creation of talent pools as well the management and leadership of corporate talent acquisition teams.
I am an avid blogger, writer, public speaker and traveller of trains across the UK.
Follow me here or twitter @MDangerfield.