𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐓𝐮𝐞𝐬𝐝𝐚𝐲. 𝐓𝐨𝐝𝐚𝐲\’𝐬 𝐓𝐢𝐩…
To ensure you hire the right person, develop an objective process to screen for 𝐒𝐊𝐈𝐋𝐋𝐒, 𝐒𝐓𝐑𝐄𝐍𝐆𝐓𝐇𝐒 & 𝐂𝐔𝐋𝐓𝐔𝐑𝐄 𝐅𝐈𝐓.
Many hiring managers use the hiring process to screen for skills. And, while that\’s important, it\’s the least important part of the process – because skills can be taught and in this rapidly evolving world reskilling and upskilling are becoming even more important.
Today I want to talk about screening for 𝐒𝐓𝐑𝐄𝐍𝐆𝐓𝐇𝐒. Some call these innate abilities or competencies.
I call them Strengths because I do a ton of work with the Cappfinity Strengths Profile – including hiring.
A Strength is something that we develop between the ages of 3 and 15. It\’s something that comes naturally to you. It\’s something that energizes you. It can also be a habit or behavioral pattern.
For example. We can teach people how to be better organized by giving them productivity and organizational tools. But if they do not have that innate ability or Strength they will inconsistently use these tools or not use them to their full advantage.
Same with detail. If you could teach people to be detail oriented I would have stayed in my first profession – accounting. But you can\’t and I\’m not and I failed as an accountant. Luckily I failed up into recruitment and then started my own business.
So what are those innate abilities that are must haves for the position you are hiring for? What do they have to bring with them to the interview room?
𝐀 𝐟𝐞𝐰 𝐬𝐮𝐠𝐠𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐟𝐨𝐫 𝐭𝐡𝐞 #𝟏 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡 𝐈 𝐥𝐨𝐨𝐤 𝐟𝐨𝐫 𝐢𝐧 𝐚 𝐫𝐨𝐥𝐞𝐬:
✅ Hiring a sales person? Look for Curiosity
✅ Hiring a designer/engineer? Look for the ability to solve complex problems
✅ Hiring a manager? Look for someone who loves to enable others and build their esteem
Figuring this out is one of the critical keys to unlocking the hiring puzzle.
Want to learn more about the Strengths Profile, Hiring Skills, Innovative Sourcing Strategies? DM me. Happy to have a chat.
