As clear as mud

As Clear As Mud

As clear as mud

72% of hiring managers say they provide clear job descriptions, while only 36% of candidates say the same (Allegis Group's 2016 report).As is so often the case in many areas of life, it comes down to perspective. The above suggests that depending on your perspective you can interpret the same job descriptions in very different ways. Remember, people don't know what they don't know.

Are the people in your organisation writing your job descriptions for others to clearly understand what it is like to work in your team, you know so they actually apply?

Or, are people copy and pasting a user manual and getting another job off their to do list?

An hour spent reading any of the UKs jobs boards would suggest it is most often the latter. With business forums often ranking a businesses biggest challenge effecting growth as attracting the right talent, not investing the time in writing compelling job adverts could be costing you your businesses future.

Wavelength is so effective partly because we make sure all the roles, we advertise are simple and clear. Communicating what it’s like to work in that specific team so the ideal candidates can picture themselves working there. They are written in the right form so that instead of reading “the ideal candidate will” they often read “If the following sounds like we are describing you then you will thrive here”. It's why our jobs perform 5X better on jobs boards than the "Gold Standard".

So, the next time your organisation needs to do a job description remember, is it written clearly for the ideal candidate?

 

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A diverse team – On the bus in the right seats!

A Diverse Team - On the Bus in the Right Seats!

A Diverse Team - On the Bus in the Right Seats!

One of the keys to an effective team is diversity of strengths. Having a collection of people that cover each other's weaknesses is extremely valuable and not something that happens often by chance. It's something you have to consciously cultivate however the payoff is massive both in terms of team performance and personal happiness.

The moment I realised that we could recruit talented people to cover every single one of my weaknesses (and there are plenty!) was the day I truly progressed as a Leader. Understanding that when we build a group of talented and motivated people with complementary strengths, we each can focus on the areas that we have the potential to be great at, love doing and bring boundless enthusiasm too. Basically, it helps to make all of us happier and more fulfilled.

“Leaders of companies that go from good to great start not with “where” but with “who.” They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.”

Jim Collins - Author of Good to Great

A simple tool we have enjoyed using is Strenthsfinder. Essentially, each person completes 20 mins of questions to determine what they believe they are good at and enjoy doing and what they aren't as good at and maybe don't enjoy as much. It ranks your strengths in 34 areas from 1st to 34th and the general principle is that you're more likely to excel if you focus on developing what you are good at, rather than trying to be competent at everything. This is certainly a philosophy we wholeheartedly endorse.

(DISCLAIMER - I'm not suggesting this is full proof by any means however we have found it to be very accurate when compared to performance in these tasks in the real world)

Our team

Check out Strenthsfinder fully to understand the definitions of each heading, they each represent a set of 8 strengths. So, this is how 4 members of our team look when you plot their top 10 strengths on a graph.

Here are the results of just the top 5 strengths for those same 4 members of the team. Based on Gallup’s' data and research the real potential of these 4 team members lyes in these core areas. Instead of expecting everyone to be equally as good at everything and treating everyone the same, we play people to their strengths supporting their development into the areas where they can be great and add huge value to the business.

We support this by having 1-2-1 meetings every 12 weeks and reviewing how each person in our team is working to these 5 strengths. The results are, people enjoy and excel in performing their roles in our team, they are on career paths to develop in the areas they are strongest and most enjoy, our partners benefit from getting better solutions for their challenges and our business grows, everybody is happier and more fulfilled.

In order for us to be able to invest the time and effort into this, we have made sure we have recruited the right people to fit our team in the first place. Once you have the right people on board, every effective effort to support their development is an investment for you.

So, if you want to build strong diverse teams:

Step 1 - Get the right people on your bus

Step 2 - Get them in the right seats

 

 

Thanks for reading

Jimmy

 

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Simplify Your Recruitment

Simplify Your Recruitment SCROLL DOWN Posted on Simplify Your Recruitment October 16, 2019 Want to share this story? Simplify Your Recruitment ...
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As clear as mud

As Clear As Mud SCROLL DOWN Posted on As clear as mud September 25, 2019 Want to share this story? As ...
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A diverse team – On the bus in the right seats!

A Diverse Team - On the Bus in the Right Seats! SCROLL DOWN Posted on A diverse team – On the ...
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Useful Interview Questions

Useful Interview Questions

Useful Interview Questions

It can be very tricky to understand if someone is the right fit for your organisation when you interview them. Most people don’t have any formal interview training and are usually desperate to bring people onboard quickly which can cloud your judgement. Eric Schmidt, former CEO of Google, believes that being an accomplished interviewer is the single best skill you can possess in business.

Here are some simple general questions that you can use to gage if someone is the right fit for your business.

  • What’s the coolest thing you have ever done?
  • What can we do to ensure you love working here?
  • What is your proudest career accomplishment to date?
  • What do you think the most important attribute for a [insert job title] is?
  • Why do you believe you will be successful in this particular role?
  • Why do you want to join our team?

For the best results, you need to ask similar questions to the above that match your specific needs. For example, ask them to provide examples of where they have lived your teams’ values.

If one of your teams’ values is growth mindset and it’s fundamental to success in the team and the role then you could ask questions around this such as:

  • Do you have any hobbies?
  • How long have you been doing them?
  • What have you learned in the last year?
  • What’s the best business book, blog or podcast you have ever read or listened too?

Get the idea?

You don’t have to do what everyone else does, look beyond the expected. You are trying to work out if the people you are interviewing, either in person are the right humans to fit in with your team so ask the question that important to you.

To build effective teams of people spend the time you have concentrating on 3 key areas:

  1. Are they motivated by your company mission/vision and the role they will play in delivering this mission?
  2. Does their world view and behaviour fit in with the team's attitude, values & culture?
  3. Can they actually do the role as you need it done in your organisation – don’t just rely on what their previous job titles have been, it’s about assessing the fit for your team not someone else’s

If you are already partnered with us, then all of this will be easy as we will already havebrought to light all of the above during the job briefing stage.

As always, thanks for reading.

Jimmy

 

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Simplify Your Recruitment

Simplify Your Recruitment SCROLL DOWN Posted on Simplify Your Recruitment October 16, 2019 Want to share this story? Simplify Your Recruitment ...
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As clear as mud

As Clear As Mud SCROLL DOWN Posted on As clear as mud September 25, 2019 Want to share this story? As ...
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A Diverse Team - On the Bus in the Right Seats! SCROLL DOWN Posted on A diverse team – On the ...
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Useful Interview Questions SCROLL DOWN Posted on Useful Interview Questions September 25, 2019 Want to share this story? Useful Interview Questions ...
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