August 31, 2011 by Speakers' Spotlight
Attracting, Selecting & Retaining GREAT People
Guest blog from Dr. Denis Cauvier
In my estimation the single biggest flaw in how organizations conduct the typical recruiting assignments, is the over-emphasis placed on traditional criteria such as: the applicant’s formal education, SAT scores, previous experience, and employment test results. Yes, these issues are relevant; they do reflect part of
what the applicant has to offer. However, there are several other critical elements to consider when attracting & selecting great people. It is a shame that during the selection process these elements are often downplayed in their significance or outright overlooked. So what constitutes a great person? From a recruiting
perspective I have developed the following way to view GREAT people.
· Goal oriented with a burning desire to win.
· Reputable with high moral standards and integrity.
· Enthusiastic about self-development.
· Attitude of positive professionalism.
· Tenacity to “do it” until the job gets done.
The challenge is that no accurate test exists to correctly assess how GREAT a person is, so most organizations don’t bother investing much energy into this part of the process. By default they focus virtually all of their efforts on the more traditional elements. Conventional thinking has it that a candidate with an MBA, 20 years experience and an IQ of 142 should immediately be offered the job. I would argue that it’s not that straight forward, that if this same person had a history of blaming others for their shortcomings, maintaining a negative attitude and possessing little ambition, they would likely be a poor performer. Contrast that individual with someone of average credentials and abilities, but who is coachable and has a burning desire to win, I will go out of my way to try to entice them to my team!
I believe that we need to examine all elements of the applicant, both their credentials and their character in order to make the wisest choice.