Hi all,
Keeping with our theme of talent selection, let's just jump right back into where we left off...
2. Right Bus, Right Seat
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| This...never works |
This is a hard one for employers. We
see dynamite candidates with such unique skill sets that they could do
anything, and we salivate, especially in this job market. “We have to pounce on
this person, or they’ll get swept up by a competitor”, you think to yourself.
When this happens, you start strategizing with your team, thinking where you
can fit them in so you don’t miss out on the candidate. There’s something to be
said about seizing an opportunity, but there’s also an old adage about trying
to fit a square peg into a round hole…it doesn’t work.
Too
often as employers, we are guilty of thinking that a candidate with specific
skills can fit into the box that is our organization, even though we don’t have
the right role for them at the current moment. We don’t know what the ideal
role would be, we don’t take the time to find out or craft it, and so we make
sure we offer just to ensure we don’t lose him/her. What you’ve done here if
you’re guilty of this, and many of us are, is do a disservice to both the organization
and the newest member of the team. When you think someone will be a great fit
for your company, you have to remember why you think that: because that skill
set and attitude will be a game changer. You have to let that skill set and
attitude flourish in the right role, or you just filled a requisition with a
body, albeit a talented one. With that in mind, placing a candidate just to
keep him/her will often result in you not getting the optimal performance you
expected, and your new selection being dissatisfied with the work and the
company.
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| People will be who you want them to be..don't settle |
In today’s job market, many people will take any job they
can get, and that involves sacrificing their personal passion to earn a
paycheck. While there is nothing wrong with this in theory, we have to be weary
of feeding into this. The survivor mentality is admirable, but no one wins
here. You will get performance, but once the lore of having a job again wears
off, employees are human, and they will get restless. “I’m not being used
properly. I can do more”. This is wonderful to hear, because they want to grow.
But it will fester and become discontent
after a while. Discontent breeds attrition, and attrition affects morale and
performance. Not the ideal situation we planned for. But we could have avoided
this in the first place if we had held true to our principles. Put the right
person in the right seat, and the bus that is your organization runs with
little turbulence. Start fitting square pegs into round holes, and watch out
for morale issues, performance issues, and real questions about the integrity
of your talent selection process from candidates and employees themselves.
Alright guys! Almost there! 2 more and we're through our talent selection conversation. I hope this has been helpful. Stay warm!
Stay inspired, be developed, be the change!
~AI
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