Organizations go through huge challenges
hiring and developing the right people and do not always get it right. The right people are described as self
motivated, passionate and independent. Able to work without supervision to meet
strict international reporting schedules. At other times they are described as
innovative, go-getters, with a positive or "can do" attitude. These people are
also described as enterprising and creative team players. The right person will be required to have a
core competence and able to achieve set goals but flexible enough to handle challenge and diversity.
In an effort to attract and
arrest the attention and interest of the right people organizations often
attach substantial and generous pay packages to the vacant positions and therefore end up
attracting applications from all manner of would be gold diggers. Many of whom
have learned the art of faking the requirements of the job. However, since the
organization is not very clear of what they are looking for in the first place,
it becomes obvious after a few months that the description they used to attract
the new employee was not quite right.
Our suggestion is that you start
your recruitment process by defining the right person. A fairly accurate definition
of a person who fits the hoped for profile in paragraph one is a leader. Interestingly
leaders are not always attracted by flamboyant salaries. They do require
training, but are more inclined to work on interests that excite them. The
leaders pay is making a difference in the world and using their gifts to serve
humanity. That may sound more romantic than realistic, but a person who has
poor leadership ability and does not take time to develop their leadership
capacity will not meet the desires of the corporation. Would you rather an
organization of leaders or team of employees? What are you looking for an
employee or a leader?
NGCL Team
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