Recruiting for Innovators? Hire Angry People!
“We are looking for professionals who are unhappy/angry with the status quo, and who are willing to confront barriers and “find a way” to help us lead our industry. If you’ve got passion for your profession, well-thought-out ideas about a better way, and are angry with antiquated approaches that no longer work, submit your anger statement to our career website at www.getthehelloutofmyway.com. -Fictitious website
This might sound like an outrageous idea on the surface, but I’m recommending that as part of your recruiting strategy you target hiring “angry people.”
I’m not talking about grumpy people who kick puppy dogs or scream at slow changing traffic lights, but rather people with “professional anger.” Recruiting professionals who are angry with “the way things are currently done” and who have a track record of overcoming resistance and making quantum improvements can help your organization break free from the status quo and innovate.
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2010 Talent Acquisition Trends Webinar: Q & A on Recommended Action Steps
On January 13, 2010, nearly 800 ere.net community members converged online to participate in a webinar (embedded at the bottom of this article) discussing the trends Dr. Sullivan predicted will impact the talent acquisition profession in 2010. Over the course of that webinar a number of questions were raised, each of which is addressed here.
Q1. Your trends article highlighted what is likely to happen during 2010, but you can you go further and tell us what are the top 10 overall actions steps that you would recommend for corporate recruiting leaders take?
To summarize, we would recommend the following actions in 2010:
- Plan for a turnaround — assume that a turnaround will begin mid-year, but also look internally for indicators of when your organization is likely to rebound. Next, build an “explode-out-of-the-box” plan so that you are prepared to act quickly when the turnaround begins.
- Develop an agile plan — assume that there will be simultaneous growth and shrinkage within your organization. Plan for job growth in some departments, but also assume that additional cost reductions in other departments will be needed. Prepare a plan that includes agility and flexibility in all programs. Read more: 2010 Talent Acquisition Trends Webinar: Q & A on Recommended Action Steps
It’s Time to Hire Tiger Woods — and Other “Down but not Out” Individuals
Two months later, Tiger still is still as skilled, but due to some turmoil in his private life, the number of opportunities available to him has dwindled and less well-known firms that he would never have considered could be his only suitors.
Tiger has a history of “snapping back” from major obstacles, like major knee surgery last year, so there should be little doubt he will return to the game in top form. That said, this is not an article about hiring golfers!
The focus of this article is advanced recruiting and Tiger Woods provides a great example to illustrate a recruiting strategy that you might not be aware of. It is variation of off-cycle recruiting that I call “recruit down, but not out stars.”
Read more: It’s Time to Hire Tiger Woods — and Other “Down but not Out” Individuals
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