Recruitment

Research shows that most American recruitment agencies are reluctant to change because they make a lot of money by the continues movement of people in jobs that are misfits due to bad selections processes that have been caused through undefined job values necessary within every working environment".

1. The General Behavioral System (GBS) where we make judgments on people's talents and abilities through C V's and interviews all of which are subjective to false perceptions and wrong impression.

2. The Inner Interactive System (IIS)  Is the domain where your Inner talents and belief are and where your true Value and Potential dwells. The sad fact is that nobody ever deals with this system and then become shocked when the true talents are exposed.

Please watch the first video clip (left), which clearly explains how the GBS system takes place through false perceptions, created through what a person perceives through the Interview process, and immediately the true Inner Potential and talent becomes exposed how attitudes change. 

Apologizing for being ignorant is no longer an acceptable excuse.  Had Suzan Boyle not been able to force herself into being heard she probable, unjustly would have been discriminated against without a doubt. She might have never been able to live her dream of being a singer and her talents would have been lost forever, all due to our present ridiculous attitudes and really ineffective methodologies that businesses and recruitment agencies adopt every day throughout America.  

Most of the time, due to the financial results, false perceptions are formed about the well being of the organization. Unfortunately, those same organizations do not understand that they are not understanding the Internal Interactive System of their staff, meaning that there is a gross misunderstanding on how the staff are functioning or feeling at work, while they are completing their daily tasks.

Further, while experience is a very important element for consideration when offering employment to any individuals, it is always better to have someone that can utilise their natural talents or values while performing their job activities with little job experience, rather than, having someone with experience, but without the necessary job talents or values.

Without that necessary harmony between the defined working environmental values and staff's personal values, we end up with incompetent dissatisfied, inefficient and ineffective staff. 

Our research has pr oven that the American tradition is the main element that is causing the resistance to change attitudes towards human capital and resource management. These attitude towards understanding the complexed realities in solving these serious human resource problems, have become a tremendous challenge to all companies throughout the United States of America.

We find it most perturbing that most human resource management and recruitment agencies are reluctant and resistant to change, despite the fact that research has proven without doubt, that their traditional methodologies, under the present circumstances are totally and completely inadequate."

Let us now explain our point of departure, with the understanding that we are not trying to be derogatory or insulting in anyway, but want to help with the solution to these challenging problems.

However, the time has come for all of us in the recruitment industry, to understand that "we cannot judge a book by its cover" and that in the marketplace, there are serious demands that need to be met, especially in this present economic down turn.

Human Resources and Management from the top down, need a wake up call and realise that the American economy can no longer sustain the cost of inefficient and costly human capital resource costs in order to compete in this present world economy.   

Let us look at our present Methodologies carefully ..... 

The Human resources or recruitment specialists will call for résumés or curriculum vita's from applicants and then they use these to create a short list.

The question that needs to be asked is what part of the résumés deals with the true inner picture (IIS) of the applicant? These days there are so called experts that write really professional looking CV's. What does that CV tell you about any candidate's true Inner picture or talent? The answer to that question is absolutely nothing at all. It only contains what that applicant thinks you want to hear, and has nothing to do with who the person really is as a unique individual.

The true character or Inner picture of that applicants makeup, can never be exposed. The resumes have only given cause to perceptions that are most of the time, intended to create the best possible image of the applicant, which in reality leaves recruiters with a perception, that the candidate is possibly an ideal person to fill a particular vacancy.

In reality, they have created a false perception and the recruiter have no realistic way of checking the candidates true inner picture. The result from these résumés and interviews most of time, causes very talented people losing various opportunities of getting the right job and the organizations loosing out on great talent and paying good money for ineffective services.   

In this modern economic climate recruiters sometimes receive hundreds of applicants. The question that arises is, how does a recruiter sort the applicants out in a responsible and reliable way. The truth is they cannot. They can only use their perceptions through different key words, layouts etc. The fact remains, the choices are totally unreliable.

Candidates are invited to interviews which are totally dependent on the recruiters perceptions gained from the unreliable resumes. When the recruiter interviews the candidate, the first thing most candidates would do, is try and sell themselves. Again, perceptions play their part through appearances and how well the candidate can act the part. This process forms part of an unreliable decision making process, which is subjective to the eye of that beholder.

Depending on how good an actor the candidate is, they can portray anything that they perceive the interviewer wants to hear. Has that got anything to do with the Inner picture or the real passion or inspirations of the candidate? We are dealing once again with perception management instead of the true facts.

Then we go a bit further into the perception process, by asking about history records. It does not mean that because I was successful in one environment I will be successful in another environment. The environment is made up of many different values. 

Let me use myself as an example. In my youth I was trained as a combat pilot and enjoyed doing spins, aerobatics and later spent time doing crop spraying which was a very demanding and adrenalin pumping exercise.
I absolutely loved being in control of the aircraft, turning it upside down, aerobatics, etc and my own destiny. I then became an airline pilot, because the money and benefits were so much better. After eight months I resigned, as I found myself unhappy, bored and frustrated.

I often wondered what it would be like to fly the Boeing upside down. I was an extremely competent Pilot with the right qualifications and employment history record, but without a doubt, due to the fact that I became board and lacked the necessary focus for that particular job, made me an incompetent airline pilot.
The reality is that the working environment had changed dramatically. I came from a position of "Loving" my job, to a place where I "hated" being confined to the repetitive environment, involved in being a passenger airline Pilot.

What were the influencing factors in this instance?

Working Environment Ofcourse!   The fact that I had autonomy and authority as very important values, I wanted to use my authoritative value, by being in command of the aircraft, which could have resulted in some passengers not enjoying the flight due to the steep climbs and turns. I should never have been given a job as an airline pilot in the first place.

Each job has it's own unique set of working values. The reality is that each individual within that environment, has unique values of their own, each influencing the makeup of that particular working environment. It is critical that each person should understand the reason for their career choices and why they have chosen the job that they have.

Therefore, once an employer defines the working environmental values or standards, the recruiter should then match the staff's or new recruits personal values, to that of the working environmental values. Only then would the staff become efficient and effective within that organization, resulting in a win-win situation where a very competitive company within the global economy would emerge.

The result is that the employer will have the right to so called "personality type", who would become both effective and efficient, resulting in both harmony and satisfaction in that working environment.