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50% of Employee Engagement Is Not Overshooting Your Recruiting Target....

Quick thought today: If part of employee engagement is your employee feeling like they're in a perfect job for where they're at in their career, then...

One of the most important things you can do with any open position is to NOT overshoot your target.

EagerHere's what that means.  In a knowledge/skills/abilities world, it's easy to go down the checklist and make sure the candidate has what they need to be productive in the role in question. 

One question we never seem to ask: Do we think the candidate is happy to have this job?  Do they think they're fortunate to be working in the job, for the company, the manager?

In my experience, it's probably better to hire someone who's a 80% match for the job but has demonstrated ability to be a quick learner.  Why?  I want someone who knows they might be in a slightly bigger job than they deserve from a KSA perspective, and is thankful for the opportunity.  But close enough of a match that they can survive and close the gap quickly. 

Do you get that thankfulness from someone who's slightly overqualified or simply a good fit for the job in question?  Maybe. But I think that afterglow quickly fades.

Give me the almost qualified candidate any time.  I'm pretty sure you get longer periods of initial engagement from that type of hire than someone who's basically overqualified for the role.

Don't overshoot your talent target in recruiting if you want longer periods of engagement on average.  There are 99 things that impact engagement - this is one.

Comments

Rishiman Chandwani

Performance management is difficult. A good performance management platform should provide a wide variety of inputs, from leaders, peers, 360, external partners and also be easy to use and fast to setup and rollout. We now do performance appraisals quarterly and in some cases even ad-hoc and monthly. Each individual in the company fills out performance feedback for roughly 11 people and they finish all their feedback in less than 25 minutes. Makes the system much more broad based and usable and evaluations are so much more objective and easy to communicate. See for yourself at www.peoplehum.com - Its free to use and all we ask for is your feedback in making it better

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