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People

Recruiting emotionally engaged people

Do you want emotionally engaged people at work? Not a lofty ideal or dream but part of a real and true people strategy?

People who believe in the purpose and contribution of the organisation…

People who are passionate, engaged and gladly giving of their discretionary effort…

People who who see their work as more than just turning up…

I think many people would say that they do. I think there may be others who say, honestly, we just don’t need that… and maybe that’s just fine. Organisations are perfectly designed for the results that they get…

But. If you do want emotionally engaged people, can I just ask when does that start for your new hires?

Is it when people become aware of your brand or organisation?

Is it when people see your advert for vacancies?

Is it when people apply for a vacancy?

Is it when people’s vacancy applications are accepted or rejected?

Is it at that first interview?

Is it in the following selection process?

Is it when you make a formal offer?

Is it when your formal offer is accepted?

Is it during that period afterwards, before they join?

Is it when they join and you onboard, induct, buddy or give them their first 100 days?

Is it during their contractual probationary period?

Is it when you say that they’ve passed their probation?

Is it after that first appraisal?

I don’t know what it is for you… but the opportunity for this to happen is surely when (potential) new hires see how they could contribute, emotionally. Isn’t it?

What are you intentionally doing to enable that?

What are you inadvertently doing to disable that?

How does that impact on the ongoing emotional engagement in the rest of the organisation?

Experience shows that hiring processes can enable, delay or disable that emotional engagement.

Who is responsible for that in your organisation? The hiring manager? Human Resources? Leadership? The whole organisation?

How would you know if your hiring process was enabling, delaying or disabling that emotional engagement?

Lots of questions I know. It just feels like many aren’t being asked to good effect and to the detriment of many.

What do you think?

About David Goddin

Passionate about People, Performance & Potential. Amongst many other things David Goddin is a consultant, coach, facilitator & mentor with extensive experience of transforming business performance and organisational effectiveness as a Senior Executive in large organisations. As the founder and Managing Director of Change Continuum, David now works with companies and business professionals who want to increase performance, accelerate change & unleash potential.

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