13/09/2012
Some may think of position descriptions like ‘cookie cutters’, used as the criteria to reproduce exactly what might be needed to recruit? You know what I am talking about, “I want X+Y experience and A+B background from Z industry and nothing else?”
Key deliverables such as commercial requirements, the competencies required and the desired motivational, career and cultural fit are usually well considered. These are commonly documented and are embodied in a detailed written position description for the role being recruited. However, as we know, human beings don’t come in exact measurements, nor perform to specifications – that’s the tricky, as well as wonderful part. Sometimes being open to other possibilities can produce fantastic, though unexpected results.
Here is one person’s experience:
Matthew is the Manager of Sales and Marketing at Wrest Point, Tasmania. A highly respected thought-leader, Matthew has extensive experience in marketing, business development and Employer Value Proposition across diverse industries, including hospitality, tourism, telecommunications, retail, government, property, employment, manufacturing, technology as well as banking and financed; spear-heading some of the most high-profile campaigns in Australia in the past decade.
human beings don’t come in exact measurements, nor perform to specifications
Matthew regularly blogs on firebrandtalent.com, wordpress.com and linkedin.com. This is a blog he published in July this year, in it, Matthew talks about the importance of thinking outside the square throughout the selection process; for the organization, hiring manager as well as the recruiter – that you might achieve a better-than-expected result by being open and flexible with your original brief.
The recruiter he showcases and praises so highly in his blog that follows is a Principal Consultant with deliberatepractice.