Search for level and motivation
Posted: Sat Dec 21, 2024 5:02 am
People are brought in based on previously acquired skills. And those same people are sometimes fired based on attitude. The fact in itself that Henk (the fictional new ICT sales manager) worked for four years at the competitor as an ICT sales manager, says nothing about how he will do within your organization. Henk may be the most boring, annoying guy you have ever brought in.
What should you look for? Level and motivation! Someone must have the level to handle the job and the motivation to learn this profession. Look at the competencies of your new candidates. Within half a year you will have learned the basics of most professions. As an employer, I would rather not choose Henk in this case, but Jolanda, the fictitious sales manager who has the level and is super motivated to become the ICT sales manager within my company. Do you have any questions about this as a Fw reader? Feel free to send me a personal message, so I can explain my experiences as an employer in this area.
Exceptions
By the way, I understand that this does not apply to every profession; nurses, electricians, police officers, etc. do need more than just the level and motivation. But even then, I would rather learn it from a top colleague than work with a more experienced pancake.
By the way, if you are still looking for an ICT korea telegram data sales manager? Then hunt for an ICT account manager who consciously wants to take the next step to sales manager instead of looking for an experienced sales manager. If you bring someone in from sales manager to sales manager, then this is a horizontal step. What is (usually) the motivation for 'sales manager Henk to switch from job 1 to job 2? Usually this is money. And what is the world's shortest satisfyer for an employee? Indeed, money. After two months, Henk is already used to his new salary. The ICT account manager, on the other hand, who has just made a career move, will usually be motivated to prove himself for much longer.
Job carving
'If Moses won't come to the mountain, the mountain must go to Moses.' A well-known saying and absolutely true in the world of recruitment. If you can't fill a vacancy, stop waiting and throwing money away, and go back to the drawing board.
Can't you split up the (unfillable) vacancy, so that more than one person can fulfill the requested tasks? Or are there perhaps people internally who would like to (and can) perform the tasks? Shouldn't the profile simply be adjusted to the best possibility for what is recruitable in the market? This labor market requires a bit more creativity than waiting and throwing money around.
What should you look for? Level and motivation! Someone must have the level to handle the job and the motivation to learn this profession. Look at the competencies of your new candidates. Within half a year you will have learned the basics of most professions. As an employer, I would rather not choose Henk in this case, but Jolanda, the fictitious sales manager who has the level and is super motivated to become the ICT sales manager within my company. Do you have any questions about this as a Fw reader? Feel free to send me a personal message, so I can explain my experiences as an employer in this area.
Exceptions
By the way, I understand that this does not apply to every profession; nurses, electricians, police officers, etc. do need more than just the level and motivation. But even then, I would rather learn it from a top colleague than work with a more experienced pancake.
By the way, if you are still looking for an ICT korea telegram data sales manager? Then hunt for an ICT account manager who consciously wants to take the next step to sales manager instead of looking for an experienced sales manager. If you bring someone in from sales manager to sales manager, then this is a horizontal step. What is (usually) the motivation for 'sales manager Henk to switch from job 1 to job 2? Usually this is money. And what is the world's shortest satisfyer for an employee? Indeed, money. After two months, Henk is already used to his new salary. The ICT account manager, on the other hand, who has just made a career move, will usually be motivated to prove himself for much longer.
Job carving
'If Moses won't come to the mountain, the mountain must go to Moses.' A well-known saying and absolutely true in the world of recruitment. If you can't fill a vacancy, stop waiting and throwing money away, and go back to the drawing board.
Can't you split up the (unfillable) vacancy, so that more than one person can fulfill the requested tasks? Or are there perhaps people internally who would like to (and can) perform the tasks? Shouldn't the profile simply be adjusted to the best possibility for what is recruitable in the market? This labor market requires a bit more creativity than waiting and throwing money around.