Recruitment

In my line of work I seem to spend a great deal of time helping leaders to proactively deal with and address performance issues. Often I discover that the person in question may not have been totally suited to the role that they are in which goes against the simple organisational success strategy of ensuring that you have the "Right People in the Right Roles".

I have been reflecting on this recently while working with people in a wide range of professions, from finance to education to health to construction; and the challenges and patterns that exist are quite similar. My major concern is that placing the 'wrong person' in the 'wrong job' is not only a poor outcome for the organisation, it can also have a significant and lasting negative impact on the person who is appointed.

I often ask my clients to explain what cultural, performance and financial implications have resulted from placing the 'wrong person' in the 'wrong job'. In terms of impacts on culture the results of appointing a person who does not have a clear fit with the fabric of the organisation can have a significant and long lasting negative impact on both the people and overall performance. In total contrast to this, getting the right person for a role vacancy first time round will pay early dividends and the positive impacts on the organisation will be clearly visible within the first few weeks.

The next question that I ask is how much time and money are they willing to spend on getting new appointments right the first time. Interestingly this investment often proves to be a drop in the ocean when it comes to the return on investment that they achieve when they find that 'right person', or alternatively the total cost of selecting the 'wrong person'. What has really grabbed my attention lately is the amount of money that some of my clients pay for recruitment services and they still end up with a person who was not truly the right fit for both the role and the organisation.

Having now written this blog, I am excited to announce that Natural Mind Concepts has developed and launched a Strategic Recruitment practice with what we consider to be a very fresh approach. In my business it is about not only matching skills and capabilities with the role description, but expanding into the realm of true motivational fit from an Emotional Intelligence (EQ) perspective. This is what I now refer to as taking a truly strategic and caring approach to candidate placement in the interests of the individual applicants and organisations that we serve.

If you are not getting the most out of your current recruitment practices then let’s have a discussion about how we can help you find the right bright SPARC for your business!

- Scott Dargan