LinkedIn
Twitter
FacebookMarch 27, 2023
Uncovering, informing, involving, inspiring and successfully bringing on board great candidates draws on six fundamental, hiring building blocks.
Charting a Course Through Uncertainty
There is not a lot in life that can be said to be “certain.” Indeed, disruption, discontinuous change and political divisiveness make figuring out what the future will look like more difficult than ever. That said, one thing is absolutely assured: tomorrow is not going to be a replay of today. Consider the following:
- We are facing more change in the next decade-and-a-half than has unfolded in total since the printing press was invented.
- The competitor you need to be most concerned about is a business you have never heard of.
- Organisations, by way of design and underlying competitive assumptions, built in the last century, are a total misfit for this century.
- A combination of AI, block chain, robotics, 3D printing, breakthrough materials and unprecedented computing power not only combine to produce a change dynamic that is difficult to understand, we are quickly moving into an era where tomorrow’s challenge is beyond our capacity to understand.
- Data is becoming so readily available that its worth is quickly declining. Knowledge and know-how still have worth but the real business to be in is “knowledge of knowledge.”
One of the disturbing outcomes of the above is that leaders who can chart a course through this unprecedented level of uncertainty have become a pretty rare breed. And if you think finding top talent is difficult today, as we move further into a world of exponential change, know that it’s about to get a lot harder.
Upgrading Your Talent Pipeline
If you are not regularly upgrading your talent pipeline you are losing ground. If you are not revisiting how you train executives into how to interview you are destroying value. And if you haven’t developed a process that focuses on the right candidate rather than the best candidate you are putting your business at risk.
Uncovering, informing, involving, inspiring and successfully bringing on board great candidates draws on six fundamental, hiring building blocks:
- A winning hiring value proposition. People don’t join your organisation … they connect with your story. Your story answers five questions:
- Why do we do what we do?
- Where are we heading?
- What are our values?
- What makes us special?
- How does what we do make a difference in people’s lives?
- The means to define (measure) both the organisation culture you have and the culture you need. Successful recruitment is always strategic! Hiring with today’s culture in mind only makes sense if tomorrow is going to be a replay of today.
- A robust performance scorecard.
- The means to define the emerging role-specific leadership competencies.
- In that tomorrow’s organisation will be a team of teams, the tools to measure and assess future team fit.
- An integration process that provides the structure, support and the tools to enable newly hired executives to take a leadership role in their own integration. Given the opportunity, leaders lead!
If any of the six attributes are missing know that the inevitable default action is that the recruitment process becomes little more than a beauty contest. The candidate might look and sound good but it’s not that terrific résumé you worked your way through that walks in the door on Monday … it’s the person you just hired.
This article is an extract from “Great Candidates Ask Great Questions“, © Orxestra® Inc.
John O. Burdett is founder of Orxestra® Inc. He has extensive international experience as a senior executive. As a consultant he has worked in more than 40 countries for organisations that are household names. John has worked on organisation culture for some of the world's largest organisations. His ongoing partnership with TRANSEARCH International means that his thought leading intellectual property, in any one year, supports talent management in many hundreds of organisations around the world. Get in touch with John O. Burdett »
