Traditional hiring practices may not work all that well when it comes to acquiring the creative people we really need. By traditional we mean the way personnel tends to operate especially in terms of the screening process and generating multiple candidates through advertising. It can be a rather depersonalized process that treats individuals as numbers.
Highly successful people have little desire to go through the grinding machinery of the Human Resource department. Unless they are specifically on a job hunting campaign of their own, or just checking for interest in their value, they are unlikely to be submitting a resume to an advertisement. Further, the resume is unlikely to reveal an innovator’s true talent and/or value. And even if it did, personnel’s sorting process will often screen out the candidates we should be looking at. Further, if and only if, some true innovators actually end up in the candidate list from the resume sort, they may not want to endure the initial interview parade conducted by interviewers really don’t know what they’re looking for.
To land an innovator, we really need to understand respect and dignity. Any advertising utilized should reflect a unique approach for the position in question. But recruiting for innovators should go far beyond just advertising. Practical – creative workers tend to build a “reputation” that seldom stays a secret within the industry. When our company reflects respect and dignity for
(1) the individual as an idea generator and
(2) high-value for what customers really need, then the innovative types tend to want to talk and exchange ideas with us.
Connecting with those types of people based on who we are and what we’re trying to accomplish is where opportunity starts, opportunity to hire these truly talented workers into our company.
Next: How to Start a Hiring Conversation
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