Was it The Dalai Lama who said 'We are human beings, not human doings'?
I like that quote and feel that it is increasingly relevant to the recruitment of IT Talent where, after all, what you're wanting to attract to your team is the best available human being.
The problem is that a lot of recruitment, both old school and even some new, is focused on searching for human doings.
To illustrate this, let's look at how many recruitment firms approach the process of attracting talent to your vacancy.
In a nutshell, you have an opportunity to join your amazing team so you call the recruiter. They then advertise the gig, handle the candidate responses, maybe they use algorithms to match keywords, and then they throw a number of CVs your way that may or may not fit what you are looking for.
Fair enough, except that this approach only skims the surface of what you need. Granted, qualifications and experience, among the main criteria filtered by Applicant Tracking Systems (ATS), are important but they don't tell you the whole picture. Many are set up to filter hard skills so you may use keywords like "project management" or "governance", "budget management" or "PRINCE2" but even 'recruitment robots' that are designed to mine for soft skills like "communication", "adaptability", "organisation" or "time management" won't necessarily leave you looking at the CVs of the best possible candidates.
The thing is, these are all “doings”. The qualifications and experience are great indicators of what a candidate can "do" but they are not always good predictors of how they can "be".
It's not surprising, I suppose. Our collective culture is so concentrated on ‘doing’ and ‘having’, often success is measured by the house you live in and the car you drive, the material possessions - it's perhaps of little wonder that so much recruitment focus is given to the certificates and qualifications that a candidate has rather than how they will fit into your organisation, i.e., how they will be.
Instead, next time to have an IT or IT Project role to fill, imagine focusing your efforts on attracting a human being, not a human doing. Rather than attract candidates based on what they have done, be more mindful of how they will be. How might this work?
Attracting A Human "Being"
Imagine that your IT recruitment partner put real work into proper role research from the perspective of your unique requirements. What you want from an IT Project Leader may differ from what the firm across town needs - you could literally have the same job description and a candidate may be both hugely suitable at your place and totally unsuitable at the other organisation. Similarly, two candidates with the same qualifications might be perfect for the 'same' position down the road but be an appalling fit at your company. You need your IT recruitment partner to put real work into finding out exactly what you need by getting to know the role and your company culture. Then, having done that, you need them to market on your behalf to source the best people - or already have them on speed dial. Bespoke adverts focused on candidate attraction to match your business or company culture, at the same time selling your business as a great place to work will attract the right human being.
Peer Profiling is the next pillar in your approach. General recruiters and firms just using algorithms to create your candidate shortlist should find you some perfectly qualified candidates, on paper. When you Peer Profile, when a recruiter commits to meeting every single candidate before representing them, when your partner knows candidates as people before delving into their experience and formal qualifications - then that should becomes a practical certainty. It makes sense, having got to know your firm and its culture and then got to know the candidates and how they will "be" in the role you have, your partner is better placed to deliver only best fit CVs to you. Having candidates profiled by subject matter experts, people who performed the IT project role you are looking to fill make better fit hires.
Thirdly, consider competency profiling. I don't know of anyone who does this as well as Access Talent, I mean, I would say that but our competency assessment process is unusually robust. We carry out a competency profile on each candidate which tells you much more than you’d typically know, including crucially, how well they will fit into your company and how you can get the best out of them for your specific needs, in other words - how they will be! It’s a rare level of insight in today’s fast-paced environment and is, frankly, a game changer.
Richard Branson wrote, "We are human beings because we think, move and communicate in a heightened way. We have the ability to be in the moment, to cooperate, understand, appreciate, reconcile and love." Aren't these all great qualities that you would want in your next hire? Imagine that your next successful candidate has all this and is a perfect match with your business and its culture - the dream hire!
Your talent resource is like a jigsaw, when you have all the right pieces they combine to exactly match the picture on the box. That picture is made up of your culture, business goals and potential. Attempting to recruit without due attention to YOUR picture can really mess up how your jigsaw will look.
When you partner with a specialist IT recruiter focussed on attracting the candidate who will fit your jigsaw, someone who will BE perfect – you will attract them ... a human being, not a human doing.
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