I've been recruiting for over 25 years. The doubts, questions, and paradigms regarding the process are repeated almost unchanged. So I'm going to try to clarify how it works.
The Myths
Myth #1: If the candidate has the skills, then they will definitely perform well. FALSE!!
People have current and potential knowledge, skills, and attitudes. But these will only be put into play if the organization, the department, and the boss facilitate it. Otherwise, we'll do one of two things: adapt to what's there or pack our bags and leave.
Myth #2: “We need a salesperson. What else can I say? Someone who sells.” Salespeople/managers/technicians are equally effective everywhere. FALSE!!
In reality, it's true that a salesperson can be one anywhere, but each company has its own characteristics and assigned responsibilities. So it turns out that salespeople also have to manage their client portfolio, and that's one profile. Or salespeople also provide technical advice, and that's another profile. For that, we need a detailed and up-to-date job description. It's the foundation for effective recruitment and selection.
Myth #3: It has to come from the same industry. Otherwise, it's a problem. FALSE!!
The individual must have the required technical knowledge and skills, as well as the necessary attitudes. Everything related to the specifics of the business and/or industry will be learned during the induction period.
Myth #4: “Get a psychological test, I want to be sure of everything.” FALSE!!
Psychometric testing is neither a crystal ball nor an insurance against poor performance. It allows us to understand what this person is like today, what their main characteristics are, what they bring to bear in pressure situations, how they communicate, and how they lead. It's also a tool for determining the candidate's potential for development and growth, but: warning! Reread Myth #1...
The truths
A professional recruitment and selection process like the ones we do has:
1. Exit conditions for success:
- An excellent description of job responsibilities
- A significant level of understanding on the part of the consultant of the work environment, its culture, its outstanding habits, its style.
- A clear agreement between the consultant and the company regarding the timing of the process and what the company will receive as a byproduct.
- An offer from the company that's in line with market demand. Otherwise, there's no magic: either the offer is improved or the demands are lowered.
2. Our added value:
- Experienced interviewers who can see beyond the explicit narrative, who are capable of asking appropriate questions, and who fully understand the company's needs.
- A first reference check (prior to the last job).
3. Critical points for closure:
- The company's clear understanding that candidates must interview with the person they will be working with directly.
- Respect for the candidates' time and commitment to conducting the interview process at the time previously agreed upon with the consulting firm.
Finally, the psychotechnologist will complete the information gathered previously, clarify any doubts regarding certain personal qualities, assess strengths and weaknesses, and suggest tools for appropriately managing the individual and their development once they have taken on their new role.
And the crystal ball?
It doesn't exist!!
We have a method, experience, and a serious approach to work. But we can't and don't want to promise or predict things that we can't make happen.
And you, what do you think?
