Assess the creative potential of candidates:
Addressing the professional performance of candidates for an international recruitment firm is all about understanding what drives a person to act: why does one decide to acquire skills and competencies? What makes people want to reach high levels of achievement and seek a sense of personal accomplishment?
“Gifted” and “Lacking”
When coming into the world, each one of us already carries a whole wealth of possibilities and dispositions.
Some have special talents. They are “gifted” for such and such an activity or craft. Others have marked insufficiencies, they are “lacking” for certain tasks.
However, the gift and the lack exist only in relativity.
The former is expressed as a positive deviation, while the latter results from a negative deviation from a norm in a given society.
What is considered a gift or a lack in one context may be a convention in another.
The gift and the lack are the positive and the negative, or the up and down of what is considered normal.
The lack that leads to personal development:
Beyond the gifts, qualities and flaws, beyond the innate or acquired, let’s analyze what pushes an artist, a sportsman, a craftsman, a professional or a company manager to perform in his professional career, to push his potential to the limit or even to want to exceed it…
It is a question of a deep dissatisfaction with the current situation, a personal situation first of all, but also with the functioning of the society in which they live that creates in certain people the sensation of a lack to be filled which is at the origin of the personal ambition and the desire to undertake, to exert influence and to leave one’s mark.
It is this feeling that turns into a need to study, to learn, to constantly improve, to work diligently to develop professional skills and to acquire talents.
Because of this feeling of lack, a person invests their physical, intellectual and emotional gifts with the objective of developing skills and talents that are valued by them and those around them.
For an executive or a company director, being intelligent, having a sense of anticipation and organization, possessing practical and intuitive judgment, having a political sense, having situational intelligence, are not enough to ensure a fruitful professional career and to take up the most ambitious challenges.
It is work that makes you grow:
A gift is a prerequisite, but it is not enough.
Great leaders believe that their success is only partially due to their gift.
The most admired business leaders whose professional success is widely praised agree on the importance of their determination to succeed, which pushes them to go beyond themselves in their efforts to achieve their goals.
Being gifted and learning in theory would be of little value and could even become a defect if the individual did not make it bear fruit through hard work.
Qualities and flaws:
What are the qualities that should help a business executive to perform in his function?
What are the flaws that might not be detrimental?
We are not talking here about flaws in the sense of technical or intellectual inadequacy, but rather about flaws in the sense of what the person subjectively lacks in order to make their gifts bear fruit.
It is not as simple as it seems to determine what is a quality and what is a flaw.
Great principles are like great proverbs: opposites are also true.
For example, great self-confidence and lack of self-confidence can both cause extraordinary performance:
There are qualities that can become harmful and flaws from which one can benefit greatly.
In terms of useful flaws, managers who deplore being authoritarian and very demanding of their employees admit that this is often what allows them to obtain excellent results from their teams. A sales manager whose passion for entrepreneurial spirit is considered excessive also admits that it is a formidable fuel for success that galvanizes his teams.
You can see that there is always a flip side to it and that you have the bad of the good or the good of the bad.
View candidates’ shortcomings as added value for a position:
To accommodate a candidate’s shortcomings in an assessment for a position is to focus on all the contradictory aspects of his personality, integrating qualities and shortcomings in their usefulness and harmfulness.
Even if the quality of a professional career can be evaluated on tangible aspects, the quality of a performance can be appreciated at its true value, when we understand all the personal limits that had to be overcome by a candidate to reach his objectives.
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