Are you hiring into your Culture?
Hiring Talented People
Research shows that organisations are focused on talent more now than ever before. Getting the right person for the job is paramount. However, in what is believed to be a reducing talent pool, it is therefore getting harder.
Unlike 5 years ago when there was no consistent message when we asked people with the word Talent or Talent Management in their title, we have at least a description that many will agree with in today’s market.
Define Talented People?
Many organisations will define Talented People along the lines we at Mind Fit do which is being professionally qualified to do the job and
- Able to be strategic and operational
- Adaptive to change
- Able to inspire and motivate
Is that what you would say?
Item 1 is usually only achieved by experience and whilst I would have hired that kind of person when I was in senior roles in the Oil & Gas industry, it was rare to find one let alone a few that would be available to compete for a job.
Items 2 and 3 are underpinned by attitude and again these are rare qualities. Many believe only lots of relevant experience will develop them.
With 87% of UK employees disengaged (Gallup Engagement Statistics) to find someone with 1, 2, 3 and be engaged would seem to make a recruiter’s job even harder to find the best person.
Is the Best the Right Choice?
When we have asked this question we get into a deep discussion about driving the organisation forward with the best people.
But a simple thought is needed first that many recruiting processes assume.
The best person will just fit in with the culture.
And of course, that’s a normal and rational assumption to make. But if you ask leavers why they leave the old saying is reinforced
People leave managers not organisations
We forget that it’s people that create the culture of the organisation.
So before you enter the recruitment process there seems to be a simple question that we need to ask.
What culture do we have?
And I’m sure you’ll say, we know what culture we have? That’s great if you do, but if those leaving reinforce “people leave managers not businesses” perhaps you should check what’s happening in your organisation.
Checking your culture
It’s a lot simpler than you think! You can ask your own people, do a 360, or as one HR director said ” it’s on the website… but we’re not as open-minded to change as it states…” . Just by asking questions you’ll find out a lot about your own organisation!
What happens when you have a dysfuntional, disengaged culture is seen above. and of course, there is a cost! The cost is poor performance and lack of productivity and that has a value to the Balance Sheet too!
Some questions to consider for your organisation:
- With 83% of UK employees (87% Globally) regularly reported as being disengaged (Gallup Engagement Statistics) , how do you compare?
- Is the best talented person the right choice for your organisation?
- Will the best person fit in with the culture or not?
- Is this old saying “People leave managers not organisations” still true?
We can easily forget that it is people that create the culture of the organisation.
Whether it’s defining your culture, or looking at your hiring process to get talented people you always have a choice::
- do what you currently do
- review what you do based on new information
- do something else
So what’s your Choice?