Some Comments on Staff Selection 

Introduction

Organisations are looking beyond just academic qualifications, technical and professional expertise, etc when employing people. They are seeking excellence in all aspects of life and making a conscious effort to recruit candidates with more diverse academic and professional backgrounds. In addition to diversity of background, they are looking for diversity in thought.

Furthermore, attitude is becoming important. 

To help them evaluate applicants, do this they use various forms of psychometric testing, video assessments, numerous interviews, conducting social events like cocktail evenings.

For example, legal firms

“...are increasingly looking for non-quantifiable social skills in prospective graduates. Employers reason that legal proficiency can be learned largely by osmosis, and the potential ability to win work and maintain client relationships serves as the differentiating factor in young lawyers…….a broad range of extracurricular activities and non-legal work experience, demonstrates to firms and an ability to work hard while juggling multiple commitments, an important attribute when working long hours down the track……Legal experience and marks are less important than good social skills and a willingness to learn…”

Maxim Shanahan, 2024

Organizations want the full package: staff with initiative, right attitude (including zeal, enthusiasm, seeking excellence, etc), ability to handle stressful situations (including good communication skills, etc). This is in addition to academic achievement and extracurricular experience.

Furthermore, corporate structures are becoming flatter and less hierarchical with organizations wanting ideas from all team members, not just senior staff.

 “...We’re conscious that we're looking for great ideas that come from people talking, and so we definitely try to encourage all ranks of people to be giving us their ideas…”

Sarah Rennie as quoted by Sally Patten, 2024c

NB There is a trend away from ‘group think’ and ‘yes people’ to more diversity and inclusion.

There is a difference between diversity and inclusion

“... diversity is being invited to the party; inclusion is being asked to dance…”

Verna Myers as quoted by Amy Xie Patrick, 2024

Need to go beyond just fitting in to belonging. Fitting in refers to doing what others do and expect, irrespective of whether you like it or not, eg like attending alcohol drinking sessions. In contrast belonging involves:

- Being authentic

- Enjoying what you are doing

- Asking for help (this is not seen as a sign of weakness)

- People accepting you for what you are

- Not being frightened of asking questions when you don't know and/or don’t understand 

- Doing a good job

- See vulnerability as a strength, not as a weakness

- Not hiding mistakes

“...I learned to ask questions early so that I kept knowing the right questions to ask as things got harder. I went for after-works drinks and didn't pretend my lemonade was a gin and tonic. I started to feel a sense of belonging.  Belonging meant that I didn't need to learn new behaviours or adapt myself to who I thought my team want, they wanted me…”

Amy Xie Patrick, 2024

Need to show the following characteristics:

- Confidence

- Curiosity

- Inquisitiveness

- Warmth

- Groundedness

- Growth

- Humility

- Sincerity

- Confidence in being different

- Resilience