Talent acquisition: Post-industrial style
You are about to interview a new recruit. Your check list might include:
- Can they do the job (as per the job spec)?
- Do they want to do the job?
- Will they fit in?
- Are they professional (reliable, predictable, presentable etc)?
This works well if you are looking to recruit a cog in your industrial steam engine of a business.
The purpose of interviewing is about to get flipped on its head:
- There are no job specs for roles where the outcomes will emerge in due course as a result of the candidate’s unique capabilities when applied to your organisation.
- The interviewee will generally be driving the interview. Does your environment provide a valuable step on their path to mastery? If not, you’re fired!
- Will your ‘process’ people fit in around this sought after ‘artist’?
- You will again check carefully for conformity and all those other factory professionalism characteristics (that stifle innovation) and reject the candidate if they show any traces of these.
We are already seeing this in the creative (eg. film) and high performance industries (eg. football).
The reality is that creative and high performance are now foundational pillars on which all digital economy businesses must sit.
