Resilience | Hiring for your own changing organisation

Why did the scarecrow get offered the job? Perhaps the blackbird put in a good word? Or, was their proven resilience a top priority? How can we assess whether the answers given during the interview process are truly reflective of actual in-the-field performance and ensure a candidate’s personality characteristics best suit your organisational strategy - particularly during this period of relentless change?

Our varied experiences of the pandemic have highlighted just how extraordinarily different we are from one another, and how no two workplaces are the same. Staffing policy changes and restructuring will certainly be on the cards. Businesses are having to adapt, and fast. Whatever your business strategy, psychometric tools provide personality insights that enhance each step of the hiring and restructuring processes, as well as supporting employee wellbeing. This ability to tune into individual differences to achieve the desired ‘fit’ for the role also reduces the chance of a costly hiring or redeployment mistakes. How?

By defining a concise job description

It's important to accurately identify the key competencies required for success in any role. Creativity? Decision making? Resilience? Will longer-term remote work be required? If so, which competencies would best support this? The ideal candidate may be someone that reinforces existing culture, or someone who ‘shakes things up’ and offers a new perspective.