If you have the “right” person in the “right” organization, the probability of a successful outcome must be pretty high. But in a world of varied abilities and businesses how can it be stripped down to this very basis assumption?
While there can never be absolutes, research conducted by Rob Goffee and Gareth Jones suggests that organizations who can demonstrate some fundamental operating principles can accentuate their probability of success. Some of their findings suggest that in this “ideal” environment employees can expect the following:
- You can be yourself
- You’re informed
- Your strengths are magnified
- The company stands for something meaningful
- Work is rewarding
- Stupid rules don’t exist
So what if we build on this when considering the hiring process and attempt to illicit what the “ideal” person might be? Many experienced recruiters and hiring mangers would argue that the “right” person is the one who can most easily adapt to their new environment. Yes they should have some fundamental skills and experience but it’s the less obvious that counts for so much more with qualities such as:
- Are confident with who they are
- Are good communicators
- Play to their strengths
- Desire a sense of purpose
- Are intrinsically motivated
- Are flexible
As you can see there is an alignment between the people and the organization qualities. So whether you are looking to hire the “right” people or create the “right” organization, it might be worth considering these basic yet essential fundamentals.