Luke Watkeys, Business Manager
If you aren’t careful in who you select, you could end up employing a whole workforce of vampires slowly sucking the life blood out of your organisation. And we’re not talking about sensitive Robert Pattison style vampires here; we mean the stereotypical angry Nosferatu type.
Let’s take this one step further. Whilst most managers would agree it is important to identify the criteria you want to see in your prospective worker, not many organisations also think about the things they don’t want to see. This means screening out the wrong applicants as much as screening in the right ones.
Therefore, I want you to take a second, close your eyes, and think about the worst person you’ve ever had to work with; a real vampire of a colleague, draining the morale and positivity of everyone around them.
Done? You’re probably thinking of the following characteristics; aggressive, rude, deceitful, lazy, loud. The list can (and often does) go on. The one thing that all these deficits have in common is that they are competency rather than skills and knowledge related. And by far the most commonly reiterated failings fall squarely within the area of emotional intelligence and managing relationships with others. It doesn’t matter how technically proficient someone is if they are hell to work with.
Your valuable selection time (be it in interviews, role plays or the like) should be focused purely on drilling down to how the candidate has genuinely demonstrated the behaviours you require, whilst at the same time probing to check that they aren’t likely to act aggressive and rude like Nosferatu.
Good recruitment is essential to all other people management practice. In other words, you can’t tame a vampire, nor should you try to. Having a lax recruitment process is akin to leaving your front door wide open with a ‘blood bank here’ sign on the porch and a massive ‘Vampires Welcome’ mat carefully placed at the entrance.