Did you ever attend a webinar where the subject matter was something that everyone hated?
Just the other day this happened to me.
I had no idea that so many people hated the subject material.
Hated is a strong word for sure. I only use this word because that’s the word the majority of people used in the chat box when they were questioned as to what they thought of the topic, Hiring People.
As for me, I can’t say that I’ve enjoyed the hiring process, but I’ve never hated it either.
It doesn’t take a rocket scientist to know that the hiring world has changed drastically in the past two years.
Regardless, hiring a team to work with us and for us remains one of the most critical tasks we have to do. A mistake with this process is costly at best.
With the Great Resignation, the pandemic and a host of other realities of our current world, hiring employees is not what it used to be.
Here’s the job, take it or leave it, doesn’t work.
Employee’s needs and desires have changed. It’s hard to wrap our heads around how fundamentally and widespread these changes are. And they’re not over, the changes continue at a rapid rate.
How do we maintain energy for this process when we realize that what worked in the past no longer works, and we really don’t understand the path forward?
First, we need a fresh approach to the hiring process. Our task is to understand the evolving needs of our staff and the candidates applying for our job. Secondly, we need to find, if possible, a win-win scenario.
How do we start the conversation to determine if we have a possible match or not?
Ask the question, “How do you plan to use your talents, skills and abilities to help heal the world?”
The answer you get will be very insightful, and appreciated. I have never asked this question of a prospect without ending up in a very pleasant and thoughtful conversation.
If the answer does not seem to fit within the structure of the opportunity you have, perhaps there is no need to go further. Avoiding a hiring mistake is worth a fortune in time and money.
A secondary benefit is that the answer to the question is insightful, not only for the person being interviewed, but gives us greater understanding of the pool of candidates we are attracting.
