Antimatter Recruiting

The Antimatter Principle applies not just to software development and teams, but across the whole spectrum of business. One key area that could benefit is that of search and selection, a.k.a. Talent Management a.k.a. recruitment a.k.a. hiring.

Violence

“Classifying and judging people promotes violence.”

~ Marshall Rosenberg, Nonviolent Communication

“So what?” you might say. So, I ask – is violence the first and greatest thing you want your new hires to associate with the relationship they’re building with your organisation – and you with them?

Let’s face it, the traditional recruiting process is nothing if not a prime example of classifying and judging people. Is there any way we can get away from that?

The Default Pattern

Traditional recruiting almost always gets a new-hire relationship off on the wrong foot. By the time the selected candidate has been through the process and starts their new job, the pattern for disengagement has pretty much been set.

How might we approach recruiting such that new hires might feel more engaged when they start work, rather than less?

Would you be prepared to consider the application of the Antimatter Principle to this process?

The Traditional Focus

Traditionally, recruitment is all about the needs of the hiring organisation, and what the candidates can do to meet those needs. The candidate’s needs barely get a look-in, excepting the tacit belief that compensation (salary) is all that needs be offered by way of attending to the candidate’s needs.

How It Could Work

How might it be if recruiters, hirers, etc., focused instead on the needs of the candidate? Not to the exclusion of the needs of the organisation you understand. But putting the needs of the candidate at least on a par with those of the organisation. And helping the candidates – who will have little in the way of information on how accepting the job might help them attend to their own needs – understand how taking the job might help them get their needs met?

This alternate focus would bring a number of benefits:

• The candidates would all feel more positive about the hiring organisation. Those who were not offered the position may well speak about their experience positively to friends and colleagues, and candidates and their contacts may feel more inclined to pursue other opportunities with the organisation in the future.
• More engaged new hires, from the get-go.
• An organisation with more connections, joy and humanity.

– Bob

Further Reading

Stop the Machine. Engagement is Human ~ Simon Terry
The War With Talent ~ Dr. Charles Handler