Or how to qualify and recognize the candidate really motivated to get involved for productivity useful to grow the team.

At a delicate moment in the consolidated expansion of companies, the selection of staff is characterized by a profound evolution.

There is a shift from a massive abundance of job seekers to an accurate qualification of the right person for the work environment in which they will be confronted. In short, the change develops from a tactical selection of staff to a strategic qualification (enhancement) of the person.

To qualify or select strategically the staff means to put in the foreground the organigram on a value order of motivation that will lead the candidate to put in stake on his own individual “motivation” towards a “collective productivity”, as a determining factor that adds, improves and does not take away, worsens the organization.

Create a quality comparison to create change

From here, it is clear that the selection interview has changed so profoundly. No longer a quick and determined narrative by the company to explain and convince the candidate to accept the job (negative state of need of the organization) but a quality comparison with the person to understand together why it should be the right “profile” for the stated position and why he should be the one chosen (positive status of the organization’s value).

QUALITY COMPARISON

0 0
gets into ethics (order their own values-logic of energy)
0 0
causative comparison on the result for growth
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grow to competence through the intermediate objectives of value
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take awareness of its own "outpoint" (comes out of the sense of omnipotence)
0 0
accepts a group that educates
0 0
recognizes the usefulness of the others before just need to result
0 0
eliminate the alibis
0 0
you put in the game in your own values to gain self-esteem

The candidate, from the first strategic selection interview, is educated to a culture of confrontation that will then find also in the continuation of its growth in the organization.

A comparison that enhances his desire to grow in a context that demands his declaration of maximum usefulness for and with others, colleagues and customers. In summary, a change that will guide him to give order to ideas, results and actions to obtain a personal improvement useful to others.

This is the key that gives method to our courage to put people back into play towards the challenging goal of the enterprise. Remember that selection is the fundamental start to create the winning organigram for the quality of the organization. The selection can be the beginning of the improvement or the beginning of the disaster, there are no alternatives.

Obtain recognition of the applicant’s qualities

But who is the right person?

Simply, a quality person, that is, a person who decides to put his or her own values and abilities at risk for others.

Humanly, ethical skills and resourcefulness are sufficient to make the candidate the right person to grow the organization.

The question is how much the candidate wants to put himself at stake in his own qualities and abilities to make an improvement; to better explain, how much he wants to get uncomfortable and accept growth as the main motivational factor and no longer reduce the workplace to the comfort of the need for a salary and a “false” safety.

The strategic selection interview becomes a unique opportunity to understand how much the candidate recognizes himself in human qualities and in his desire for selfless improvement through a job, to better say how he realizes with us the importance of not parking but of aspiring to be a better person among better people.

It is in this context that we empower the person and understand objectively whether he or she may be the right person we seek.

A candidate ready to put himself in play within his own limits

Three fundamental values that, during the job interview, will positively empower the candidate to give in order to get what he wants most from the new engagement, namely his personal and professional growth. For this reason, the candidate willing to put himself into play within his own limits will realize and demonstrate that the job challenge he wants to engage in will be the important moment to create the first excellent deal between him and the company: assume the role will not finally find a job, a salary and a false security, but the unique opportunity to participate in a motivating goal of team play that every human being, although sometimes blatantly hidden, he wants to find in a team game that makes him feel absolute selfless protagonist for corporate growth. The limit will no longer be for the candidate an alibi, but a starting point to feel useful and important for others.

The selection interview will no longer be the moment where we will be selected, but the critical moment where to qualify the right person for the organization.

Vale.

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Autore

Luis Humberto Ferrari Blanco

Luis Humberto Ferrari Blanco

Laurea in Economia e Commercio all'Università degli Studi di Parma, con specializzazione in Marketing Internazionale. Ha sempre inseguito tre passioni: le persone, l'economia e la matematica. Il 18 ottobre 2012 fonda hengi, human engineering, insieme a Claudio Baldassini e Sara Gavazzi, quest’ultima purtroppo deceduta prematuramente nell'agosto 2017.
Luis Humberto Ferrari Blanco

Luis Humberto Ferrari Blanco

Laurea in Economia e Commercio all'Università degli Studi di Parma, con specializzazione in Marketing Internazionale. Ha sempre inseguito tre passioni: le persone, l'economia e la matematica. Il 18 ottobre 2012 fonda hengi, human engineering, insieme a Claudio Baldassini e Sara Gavazzi, quest’ultima purtroppo deceduta prematuramente nell'agosto 2017.

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