As you know MICROingranaggi places great importance on human resources and this is why I often think about this topic. Brigette Hyacinth (author of the recent The Future of Leadership: Rise of Automation, Robotics and Artificial Intelligence) wrote:
“If you want to hire the best talent, stop looking for the perfect curriculum or the perfect employee, focus on the value that people can offer”.
Do you agree?
It is clear that when you are looking for a professional figure – whoever that may be and whatever the role – it is difficult not to look at their curriculum. First and foremost it is difficult to avoid analysing their professional skills. If I am looking, for example, for a lathe technician, it is obvious that their CV should show that they have had experience in that field.
After an initial screening, other evaluations are then made. At MICROingranaggi, for example, for some time now we have stopped privileging the highest level of technical or professional skills at the expense of other factors that are not included in a CV but which could be equally important. Everything, of course, involves trying to understand and perceive them at the interview stage.
I am referring, for example, to the equilibrium and, more generally, to the characteristic aspect of the resource that, based on the assessments made, could best be adapted to the context in which they will be working. Or also to the potential for professional growth they could develop (this latter aspect seemingly difficult to evaluate).
But above all – in our opinion – the level of motivation that the person demonstrates having is very important.
I will give you a practical example. Recently we took on a new figure, a production engineer, with whom – during the interview – we decided to spend a few hours in what would become their future working environment: the MICROingranaggi production department. We felt that this step was very important, especially because this resource came from a completely different work context. From that brief experience, the person demonstrated great enthusiasm: seeing first-hand and working in an environment in which something was actually being produced and in a context in which, therefore, they would be putting into practice what had been studied at university, intrigued, involved and excited him greatly.
We therefore felt his enthusiasm, in our opinion, was one of the most important indicators.
Then there is the matter of social media.
We are in the digital age, in an era in which almost all of us have at least one profile on Facebook and on LinkedIn, to which we also often add accounts on other social networks. And so, taking a look at how the resource we are considering taking on appears outside the work context is another very useful indicator of the character of the person before us. And I’m not just talking about LinkedIn but also and, perhaps, especially about Facebook.
I won’t deny that I have backtracked on persons who initial made a good impression at interview, having reservations after viewing their Facebook profile.
