Much of my learning is in the form of observing, listening, reflection, debating and valuing differences in cultures.
The practice of HR personal recruitment, primarily in large multinational companies, is to quickly glance over CVs for certain criteria with a primary focus on study grades. Character assessment is basically irrelevant in that first screening to be invited to the table.
Then when I hear of the expectations and entitlement of first-time job seekers in those first interviews, I’m not surprised, because character values are not a criterion to get to first interviews. This outcome is not a problem of the applicants but rather in the selection process.
Recruiting practices that default to grades, learned techniques, and learned skills while ignoring primary greatness of character almost always result in suboptimal hires. It is the pot calling the kettle black; complaining about the work ethic of hires when the process did not focus on character.
I hear recruitment personnel discussing employee work ethic. The problem is on the outside. Until recruitment processes start looking on their inside and change recruitment processes, the outcomes won’t improve. BUT …
The fish always stinks from the head. Does the root cause originate at the top?
There have been many articles about the statistics of company directors who have character disorders. The percentages are alarming. Even more alarming is that much of this is by design, believing that hiring of say narcissistic leaders generates higher returns.
It is not surprising then how many senior company personnel ask, “how can we get a company culture of trust”. Answer, it cannot be bought or learned, there are no quick fixes; leaders must be trustworthy.
I previously posted my thoughts around EDUCATION vs. GRADES. Those who enjoy the journey of university get an education and good grades. Those who are clever and cram their learning just before exams mostly still get a degree but little in the way of an education.
My definition of an education is broad, it includes character and life skills building, meeting people from different backgrounds, and understanding that learning is an infinite journey. I have personal validation in Nina, my stepdaughter. A Slovene girl that arranged her own graduate studies at Aberdeen, Scotland and now self-enrolled into post graduate study at Gottingen, Germany.
I have no doubt that Nina will achieve a PHD with honours, but so will thousands of other students every year. But without bias I can say that Nina’s education is in the top 5% percentile in respect of her character ethic, values, principles, and life skills. She has taken responsibility for her own effectiveness, her own happiness and ultimately for most of her circumstances.
Today those with primary greatness of character must be more proactive and pursue referrals to get a foot in the door. This leads to another topic, the importance of networking.
Think Bigg-r 