What about recruiting “coachable” persons?
Tomorrow’s jobs don’t exist yet; the nature of work and the skills or competencies necessary to handle a specific job are now changing constantly. Even the most traditional sectors are now in front of this new reality. I still remember Chief HR officers 20 years ago explaining to me that banking could not go online totally because the clients need to know their contact persons; today, I am sure that most of the clients did not meet their advisors and don’t feel the need to. I know, sometimes we would like to have more human with a real knowledge of our personal situation and issues but we are more than happy to get be able to make most of our banking operations from our mobile or computer. So from now, listen to carefully people, especially HR, who are explaining to you that this job or this process cannot change and… challenge them.
This heavy trend shows that your past experience and your past successes are not your best guarantee to thrive in the future. Your resume is not a shield anymore. It also demonstrates that the way we were recruiting in most of the organizations is not accurate anymore. We were recruiting people checking their achievements and their competencies, thinking about their compatibility with our culture, and challenging our capacity to make them grow. Now we must put their ability to learn, to grow, and to adapt themselves first, in other words, we must select “COACHABLE “ persons! With coachable employees willing to get feedback from all stakeholders, willing to grow and learn we do not only guarantee the present success but we also improve our chance to perform in the future. Hiring that kind of profile impacts also our management and leadership model. These team members want to be pushed, challenged and make us needing managers able to do so. It means that now we need to develop our managers to be coaches and to develop our leaders and HR managers to hire unorthodox and diverse profiles. The competencies we need are not all available on the market and for some, we are not yet able to imagine them.
To be convinced of this strong new criterion for recruiting, I invite you to watch this short Ted Talks from Ben Rubenstein “coachability” is the first criteria; the 2 others, work ethic, and attitude make me advise you to read Angela Duckworth book called Grit and you will know why we are now looking for Coachable and Gritty talents. And you? Did you change your recruitment processes, making steadily the resume unnecessary?
Do you want to work on you coachability? Please contact: ThinkYou!