Do you really value behaviours?

Do you really value behaviours?

It is interesting to note that we recruiters are often accused of being frantic when it comes to recruiting our own staff, despite the expert advice we so freely pass on to clients. We focus

It is interesting to note that we recruiters are often accused of being frantic when it comes to recruiting our own staff, despite the expert advice we so freely pass on to clients. We focus upon previous experience, achievements and performance. Believing that an experienced recruiter will “hit the ground running” with minimum input and direction from us. Great consultants are hard to find, so when we are in the presence of a keen candidate we rush into “sales” mode and promote our businesses to entice this instant panacea to our problems into the company.

Job done!

Not quite. Because we should also be carefully assessing the behaviours and values of the candidate to ensure that they fit with our own ideals and culture. It is not unusual for our most favoured loyal colleagues to have once been raw trainees with no recruitment experience. We believe they just “fit”. In reality, we evaluated them carefully, concentrating on their transferable skills and their personality with our corporate attitudes.

Psychometric evaluations should certainly feature in the recruitment process. As should, panel interviews, assessment centres and traditional references. No stone should be left unturned to establish the suitability of a new employee.

Enviable Cultures are always supported by strong-shared Behaviours and Values; undervalue this critical principle at your peril!

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