Attract adaptable people by designing jobs with an emphasis on the organisational culture and by innovating competency assessments. Too often job descriptions and adverts describe only a small snippet of the company culture with the remainder focused on the tasks and candidate criteria. Assessment methods are not always drilling down to the cultural requirements and Line Managers need to be encouraged to diversify their selection by looking at cultural fit as a prime requirement. Many are sticking to ‘what they know’ and how they have ‘successfully recruited in the past’. If adaptability is key to a candidates’ success then highlight this through the recruitment process to attract and recruit people who thrive in ever changing environments.
Hi Debbie,
>Assessment methods are not always drilling down to the cultural requirements and Line Managers need to be encouraged to diversify their selection by looking at cultural fit as a prime requirement...
I think you're spot on with this and your hack links up well with what I proposed around Relational Recruitment. Cultural and relational fit are very important drivers of engagement and performance and drawing manager's attention to these typically intangible factors is very important.
>people who thrive in ever changing environments
Another of my hacks looked at Predictive Change Management and being able to identify people who are more adaptable than average in advance of any change work.
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Hi Debbie,
I am long troubled by role profiles, job specifications and the like for the reasons you articulate. There is so much technical task-related detail all it appears we're after is an automaton and not something where we need some spirit, creativity, generosity, support for others, belief in the mission, flexibility and as you say adaptability.
What has caused the most friction and unnecessary disruption for people I've worked with recently? Where they are being asked/invited to adapt. Restructures became a bit of a joke in that you were better just permanently de-structuring and something like "swarming" around problems or key pieces of work. With the adaptability genome you're describing we recruit on and maybe even train people around, we could see ourselves become naturally agile and ever-transforming without the pain of upheaval and unrest.
Thanks for the mini-hack.
Perry
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