As people leave to pursue new opportunities, they generally leave a void behind which is sometimes hard to fill. Usually, the new year is the time when a lot of people make resolutions to start a new chapter of life and thereby resulting in mass resignations. Companies face shortfalls in manpower during this time. The companies are left with the daunting task of staffing solutions and trying to replace employees that were valuable assets and questions arise about who will best fill the new role now that they have departed.

Global leaders in workplace personality assessment and leadership consulting have reached the root cause of the problem and have examined common mistakes made by HR departments during the hiring process.

Here in this blog voyager partners provide quality tips to help organizations avoid recruiting the wrong individuals and start the new year with the best possible hires for their workplace.

Staying well away from the replicate myth

Once someone leaves and the position becomes vacant, it is assumed that the company will try to replace the person and not the personality. But, that is not always the case. While recruiting to replace a valuable teammate, HR professionals are left struggling on two fronts. Choosing someone identical to the individual who left or choosing someone opposite to them. It should be noted that personality is a key component of both choices.

Employers generally are limiting the potential of their team and company by looking for the exact carbon copy of the teammate that left. Search for role replacement should be based on underlying characteristics because it eliminates the most changeable variables and focuses on personality which always remains static.

For a successful replacement, a staff augmentation technique can be applied or an analysis should be made of the traits a candidate needs to perform the role at a high level. Then the list should be narrowed down to a selection of three required characteristics and several good-to-have attributes. Selection decisions should be based on who possesses the highest number of necessary qualities to succeed within the role in order to help companies avoid falling into the replicate trap and aid with the growth of the organization.

Resisting the genius spell

A genius is always the top performer within the team and the company. When looking for recruitment, an employer’s first impulse will likely be to find the most qualified and accomplished candidate out of the pile and offer them the job. But you should be careful about this approach as this approach will be detrimental to the efficiency of the team. The presence of a genius impacts the performance of other people around them in a negative way. Having a genius nearby, irrespective of whether in the team or not can hinder the team’s performance.

The genius effect is a counterintuitive phenomenon. It is generally assumed that the addition of a high-performing team member would encourage everyone else to rise to the challenge and match their efforts. But, what if the skill gap is too great? Others can appear fearful, intimidated, inferior, or defeated. The genius effect may well bring about employees’ insecurities, resulting in them looking for other ways to get ahead.

A genius has the ability to add incredible value to a team, but companies should be smart about when they take them on how they apply them within a team. Defining competition is the key if the organization wishes to integrate geniuses into teams successfully. Hypercompetitive people always want to compete with everyone. But this negative trait can be converted for the good as well. The tendency can be directed outward, protecting team members from competing among themselves. Employers need to do their best to redirect the genius’s competitive nature and channel it toward something that benefits the company as a whole and its reputation without alienating other team members.

Seeking out crucial skills during the employee selection

Every individual is likely to possess individual and unique strengths. But there still are crucial skill areas, particularly in IT staffing that a winning candidate should bring to the table. The three core areas of focus while making recruitment are people skills, learning skills, and work ethics.

Candidates with these competencies are needed to be pursued to strengthen the organization and guard against hiring employees with poor problem-solving, self-management, and interpersonal skills.

Companies need to find employees who get along well with other team members and display a higher degree of inquisitiveness and a propensity for learning. They should be self-motivated with a strong work ethic. These parameters should take prominence when filling a vacant position within the team. The professional accomplishments of a candidate during the interview can often overshadow these traits as these traits only are the foundation of any strong hire. Personality is the key during recruitment and personality tests can streamline the process.

Voyager partners is one such professional IT recruitment services body that helps companies recruit the best talent from a wide and diverse pool. we help companies overcome the shortage of staff at any point in time and domain at every level, be it junior, senior, or mid-level.

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