When hiring, do you
follow the traditional format of review the CV against your list of
requirements and then interview the most “appropriate” candidates? Looking back
at 2012, the one thing that has stuck with me is the performance of the Olympic
and Paralympic athletes.
Using the traditional approach: Would you have selected an asthmatic who was born prematurely with a collapsed lung and suffers from a stomach problem that causes her to be sick after every race? Laura Trott won cycling gold in the team sprint and the omnium.
Would you select someone who had originally retired 12 years’ ago due to a broken neck and who had subsequently undergone a hip replacement and two major knee operations. Nick Skelton won gold in the show jumping team event.
What about an athlete nicknamed “Tadpole” due to her small stature, too small in fact for hurdles, high jump, javelin and shot-put. Jessica Ennis thrilled us with outstanding performances in all disciplines on the way to her heptathlon gold medal.
And not forgetting the opposite to this, the man who is simply far too tall and heavy to be a sprinter. Usain Bolt.
Using the traditional approach: Would you have selected an asthmatic who was born prematurely with a collapsed lung and suffers from a stomach problem that causes her to be sick after every race? Laura Trott won cycling gold in the team sprint and the omnium.
Would you select someone who had originally retired 12 years’ ago due to a broken neck and who had subsequently undergone a hip replacement and two major knee operations. Nick Skelton won gold in the show jumping team event.
What about an athlete nicknamed “Tadpole” due to her small stature, too small in fact for hurdles, high jump, javelin and shot-put. Jessica Ennis thrilled us with outstanding performances in all disciplines on the way to her heptathlon gold medal.
And not forgetting the opposite to this, the man who is simply far too tall and heavy to be a sprinter. Usain Bolt.
So maybe a New Year resolution should be to think beyond the CV.
A good recruiter knows their clients and knows their candidates. These
relationships are key to finding the best candidates. We can recommend
candidates who you might not otherwise have seen. We can recommend
employers to candidates that they might not have previously considered.
Make 2013 the year when you started interviewing the best candidates, not just the candidates with the best CV. Or why wait until then? Candidates are actively seeking new employment now, they aren't necessarily waiting until the new year. December allows plenty of opportunities to take time out for interviews. January availability tends to be more restricted.
If there is anything you would like us to help with please get in touch. If we don’t hear from you before, have a peaceful Christmas and new year and re-charge ready for a busy 2013
Make 2013 the year when you started interviewing the best candidates, not just the candidates with the best CV. Or why wait until then? Candidates are actively seeking new employment now, they aren't necessarily waiting until the new year. December allows plenty of opportunities to take time out for interviews. January availability tends to be more restricted.
If there is anything you would like us to help with please get in touch. If we don’t hear from you before, have a peaceful Christmas and new year and re-charge ready for a busy 2013
Great Post! You really have a good feel on this topic, and the way you wrote about it made it both interesting to read, and informative at the same time. I will definitely check back in the future to read more of your entries. Keep writing and sharing your ideas.
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