Thursday, September 4, 2014

Against the grain?

Recently at least two of my clients requested my assistance in selecting people to positions they needed to recruit into. My OD self stirred in the confidence of the relationship, but raised a question of identity.

Both clients however decided that all they wished were  referrals. They would shortlist and recruit at their will. That was a small relief. But the anxiety revolved around the ability to place and position my request in their mould to people on my social network. However in one case, it was apparent that the client knew a candidate and wished an independent opinion.



I brought on my scientific temperament and asked the candidate to respond to the Harrison's Assessment online questions. That gave me a surer footing in the face to face interaction.

That is when it occurred to me that differentiation by specializations deflect whole person presence in the selection process. That to me is an organization effectiveness window.

So when I gave my sense of a thumb rule, the client's eyes and ears were up. Here's what I mentioned.

25% to social references from professionals known by the candidate.
25% to sound psychometrics especially on person role fit and likely derailers.
25% to candidate track record, of which 15 is self-report, 10 is based on rewards and ratings of others.
25% to the interview method or a slew of selection processes.

Now I have conveyed to my social network that I do not think am a specialist at recruiting. But they liked my trusting them to their ability to refer and do their references a world of good.

What was against the grain, was a learning experience for me. What do you think?