For enter-level and mid-level positions, which resource works best for you in terms of providing quality candidates?
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Human's function from two distinctive points of departure. One is what they feel inside which is known as the Inner Interactive System (IIS) and the other is the General Behavioral system (GBS) which is what you see or what a person wants to portray. It further does not matter how qualified a person may be or how much experience they may have, if the environment in which they work are in conflict with their (IIS) or Inner Interactive System, chaos amongst the staff members is inevitable. Getting this equation right first time is critical and the reason we have a dilema with fraud, corruption, high staff turnaround and inefficiencies is simple because the tools that are available today are only looking at one side of the coin so to speak. One will seldom be successful in acquiring an efficient, effective and harmonious working environment, simple because of out dated recruitment processes resulting in conflicting values.
Hi Kevin, In order to recruit quality staff and candidates, we have been missing the key issues relating to the particular job and the critical elements necessary to find the right characteristic within the candidate to ideally be able to function optimally within any entry level within any organizations. We have been focussing on history and skills without the consideration of the preferred characteristics or personal values of the candidate. Without this information and without a clearly defined environmental values present within that particular environment, we will continue the game of Russian Roulette using gut feel and hoping for the best. If recruitment or human resource consultants continue using "presupposition" as a source of reasoning we will continue with this endless problem of trying to find a very obvious solution. To answer your questions is the identification of the hierarchy of personal values and matching them to the defined working values. Then apply the skills and Bingo you will have solved your difficulties.
When I managed in retail I would always go to the people who worked for me, and whose judgement I trusted, to see if they had anyone in their network who was looking for a job. The key for me was to make sure that if the new hire didn't work out that it wouldn't screw up my relationship with the referrer, or their relationship with the prospective former-employee.
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