Bringing the next Steve Jobs Onboard: Recruitment Tips
Did you know?
Yes, hiring talent isn’t easy and so is the recruitment process. Well, in such a situation, there can be a possibility that the candidate you had just interviewed & found average could be the next Steve Jobs. Yes, possibilities are that you might have overlooked the potential that makes him the game changer. How about if Steve Jobs’ first boss himself shares his experience of hiring & working with him?
Finding the Talent:
Become a magnet:
To hire a creative streak, you need to attract them. Bushnell suggests embedding creativity in company’s DNA. With such a company reputation, creative would itself say “That will be a great place to work,” or “This is the place where my ideas would be valued.”
Give a creative work environment
Companies talk about being innovative, whereas in real they are scared of the risk involved in being innovative. “Innovation is scary. It’s about predicting the future, and you can’t predict the future,” Bushnell says. This isn’t an ideal environment for any creative genius from whom you will expect to push the boundaries for your company.
Hiring the Talent:
Identify the Priority:
Bushnell suggests placing intensity of any candidate on a priority. He says, “People who are active, passionate, engaged in life are the backbone of any organization.” Talking about Steve Jobs, he says, he was one of the most intense people he had ever met and he agrees that this is what played an important role in getting him mega fame. And to identify this, HR need to ask questions that can help undercover the activities a candidate is passionate about.
Follow your intuition:
Going with intuition doesn’t harm sometimes. If you feel that the candidate can contribute in meeting the challenges fit in the company’s culture, then going beyond what’s presented in the interview score sheet & reconsidering him won’t harm.
Overlook the Credentials
If you want to hire creative personnel, do not put credentials to priority. A candidate with an average degree can prove to be a promising prospective. Here Bushnell advices to ignore credentials if there is a person with tremendous potential as there are too many examples of biggest tech tycoons who were college dropouts.
Nurturing the Talent:
Harness the potential
Harnessing the creative potential is important for companies today. Often rejections to the ideas of the creatives may lead to their move from the company. Their ideas need to reach to masses as this would motivate them. And for doing this Bushnell suggests “putting people in a position where their creativity is not risky”. Like, you can hold a brainstorming session to work on one out of the many ideas by analyzing all the possible circumstances.
Expel the barricades
One of the hurdles to imagination is rules. Bushnell says, “Rules are too hard & fast and can sometimes be a barrier to creativity.” It is important to open the doors to creativity and keep the rules aside.
Encourage to look beyond the possibilities
“You have to let people have different ideas and try them,” according to Bushnell. To look beyond the work scope is the easiest way to breed innovation. Besides, it is also important to give them the space and resources to bring a dream or innovative idea to reality.
Not all criticizers are to be welcomed
You need to select the criticizers to be tolerated. Only those criticizers should be tolerated who have a better product idea Bushnell says, “You don’t need intelligence to criticize a product… you can only criticize a product if you have a better idea.” So it is better to cut off the toxic people & mange work environment properly.
To redefine failure is another big example of innovation, suggests Bushnell. One failed attempt makes us learn several lessons. Steve Jobs too had a lot of failed products, but what people remember today is his success. Being an HR, you need to encourage your team. No matter how many times an individual fails, consider it as a stepping stone towards success.