Teams are central to the creation of any product or service. In many ways, the human resource function remains one of the most critical across the lifetime of an organization. Note that I call it a function, as not all businesses have the bandwidth or need to run a fully-fledged HR department. A running assumption for many seeking employment and those looking hire is that it only takes brilliance and book smarts to cut.
Qualifications do matter, but business owners and their HR functions, especially so for the micro and small enterprises, are coming alive to the fact that they need to look further into the innovation profiles of aspiring hires, to ensure they not only recruit for competence but for an overall fit that will drive forward momentum.
We all look at problems and opportunities from different lenses but not many people take time to understand their style and bias and how that affects their work and general life interactions.
Potential employee assessments
Unfortunately, it seems only common that larger organizations take time to run with one form or other of psychometric assessment and use that information to make key decisions on hiring, the more common framework being the Myers-Briggs Type Indicator that has 16 personality types.
As we continue to come to terms with disrupted ways of work, businesses wrestling with delicate decisions on staffing, most having frozen on taking up any new hires and looking to reduce payroll obligations faced with the reality of depressed revenues. Now is the time to take another look at the employee roll. Instead of hunkering down and waiting for the pandemic winds to blow over and see what is left, businesses need to rewire themselves, first to survive and thereafter to thrive.
How to hire
This realignment calls for team structures that will find and understand the places of deepest impact on the business, brainstorm on possible directions to take and implement from the recommendation pool.
The Basadur Innovation Profile system, comes recommended as a start, with a trait quadrant that covers four innovation preference indicators that do a great job of helping individuals understand themselves and their place within teams, also bringing to the fore any gaps that may exist within these teams that may impact their ability to innovate successfully from generating ideas, conceptualizing them, optimizing outcomes, and implementing outputs, especially in times like this.Share this via: