Three types of people and your business success

I once heard there are three types of people who apply for jobs:

  • Those who know what they’re worth and make sure they get it
  • Those who have no idea of their worth and get paid accordingly
  • Those who think they are the best thing since sliced bread and are always underpaid.

I have heard that the first two of these are preferable to hire and the third one simply creates drama no matter what they do and are the most difficult to manage.

About the above list, is this about the applicant’s skill or ability level, their capacity to fake it til’ they make it, their ego, their ability to charm the recruiter or something else?

I would like to think that the first two are based on skill and ability. In fact I would like to think that any applicant would be basing their application on good skills and ability to do the job yet there are those who try to ‘get through’ the system and ‘fake it til’ they make it.

I guess this is why good recruiters use behavioural methods to recruit staff so they can get to the real issues of how a person performs in workplace situations. If they will fit to the culture, the values and beliefs of the organisation, and the teams they have to be a part of.

It seems to me that a person with good skills might do well for a while but if there is not a positive work ethic their ability to put in some solid effort can diminish. This is where the organisation had better hope their HR people can do enough, know enough about what makes their culture ‘tick’ and help to provide an environment which makes the organisation an employer of choice.

People with solid skills are in the end people, if they don’t feel ‘right’ as their part in a team or an organisation their mind can wander elsewhere, the results for the organisation is a body in the workplace who may not put in as much effort as their supervisor might like. The really skilled ones soon drift into creative avoidance and look like they are doing their part, yet before long they are doing the bare minimum.

Your HR team should have the skills to sense this behaviour might happen and take steps to prevent it with solid strategies and operational plans to help the business be all it can be. Ideally a thriving and ‘happening’ place where people want to spend eight hours a day being gainfully employed.

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