How can one meet tomorrow's goals with people from yesterday?

How can one meet tomorrow's goals with people from yesterday?

The initial message sounds harsh. But it perfectly reflects the approaches that leaders are often taking in forming their teams. "I want a young, but an old-school specialist" - do you recognize yourself? We need to meet tomorrow's goals, but among the many top applicants, you are looking for a copy of yourself many years ago. It sure makes sense that you and a member of your team should share values or culture. But is that possible? To what kind of result would that lead? How can you reach a reasonable compromise? Especially if you invite a specialist of the new generations.

Most companies have a competency model. It serves an initial filter, through which, among other things, candidates are evaluated. "Agility," for example, is one of the critical competencies of tomorrow. It is about strategy, learning ability, culture, and way of thinking. But in reality, an employer is ready to spend a year looking for an employee with such competency. How does the employer himself looks like in terms of this competency? Another example: A candidate at an interview immediately says that he sees himself in your company for a couple of years and then - plans to open his own business, move to another country, or choose another option. What kind of answer does the candidate get? Of course, the refusal.

The paradox is that you have come to terms with a strategy for five years being a utopia. But in the "personnel policy," you are still looking for eternal workers up to retirement. You and your business reserve the unconditional right to part with any employee if business need requires it. But for the candidate - a mantra about the eternal career.

What to do?- you ask. Change your approach, I answer you.

• Make decisions about hiring, moving staff quickly.
• Reduce the number of stages of the selection process and approval.
• Plan the date of the possible "Job offer" and plan all the steps of the hiring process in your calendar.
• Take the project-based cooperation model as a basis for hiring specialists, especially those of new generations. It will be relevant to today's labor market.
• Apply the competency model not only to candidates, employees but also to processes. Start with the selection process, then - proceed with the management system. Try to find the famous "Agility" in them.

When the vector of the labor market is leaning towards job seekers, recruiting is more about "partnership" than "I hire, I give a job."