Of all the situations that confront a manager, the most important decision to be acted on involves recruitment. The addition of an employee to your workforce is a long-term commitment. Similar to many other circumstances in life, it often is much easier to get into the relationship than it is to undo the arrangement at a later juncture. For this reason, appropriate time, resources and thoughtful consideration need to be dedicated to the recruitment process, in order to optimize your investment.Let’s suppose that there are only two types of managers; those who are insecure and those who are confident. How might these different managers approach a hiring situation and what legacy impact would that have on their organizations?The recruitment process begins by defining the requirements of the position and the development of a comprehensive Job Description. Complementing the Job Description, a profile detailing the attributes of the ideal candidate also should be crafted. If there are particular characteristics that warrant emphasis, for instance punctuality with the young cohort known as Generation Y, these should be highlighted. Finally, formulating a series of behavioural-based interview questions will encapsulate the requirements of both the position and the profile.A slate of candidates can be identified based on a review of the resumes that were received. If high quality candidates are not evident from the resumes and interviews, it is imperative that the manager resists the temptation to compromise the position.Far too often, however, managers may try to truncate the hiring process. There are a variety of reasons that might compel the manager to do this. For instance, the manager may be under significant pressure to fill the vacancy, as quickly as possible. Or, the manager may fear losing the salary allocation. Or, service levels will not be fulfilled. Or, it really isn’t that important and it’s not a perfect world, anyway.But compromising the recruitment process is not an acceptable resolution. Instead, the manager should re-initiate the process, until the right candidate is surfaced. In some instances, broader and different advertising approaches might need to be considered. This will become evermore critical as the competition for labour intensifies due to the changing demographics and the shrinking labour force.The Insecure ManagerInsecure managers have nagging doubts regarding their competencies. Although the insecure manager might be proficient at certain tasks, there resides an implicit acknowledgement that there are deficiencies with many more. The insecure manager lives in fear that the deficiencies will be exposed and that they will be declared a fraud.An insecure manager, naturally, will feel threatened by strong, competent employees who may challenge the status quo or be overly enthusiastic about inventing innovative ways to improve business functions. Such a manager will be inclined, perhaps unconsciously, to recruit weaker employees who will not be seen as a threat to them.Over time, the insecure manager assembles an operating unit that is populated by sub-optimum performers who collectively are not capable of resolving business challenges. In these circumstances, even competent employees will give up when confronted by this impenetrable inertia and debilitating ennui.Now apply this predisposition and the resulting behaviour to the organizational level. If the organization is comprised of insecure, weak managers, then it follows that they will recruit a workforce that mirrors their profile. This commits the organization to a relentless downward spiral. It, quite literally, will be an unimpeded race to the bottom.The Confident ManagerConfident managers, conversely, have assessed and recognize their personal strengths and weaknesses. They also will have identified their blind-spots. Confident managers recruit employees who will offset the manager’s weaknesses and cover their blind-spots. They are not threatened by employees who have ideas and vitality.Confident managers welcome the synergy that blossoms from divergent thinking and healthy conflict. They value competency and collaborative problem solving approaches to business challenges. They assemble an operating unit that is energetic, trusting and vibrant. They recruit action-oriented employees, not excuse-makers.These managers also have a keen eye to the future. Their recruitment strategy extends beyond merely today’s needs. Having spent time considering emergent trends, the confident manager is deliberately recruiting for tomorrow’s environment. Finally, the confident manager is purposely recruiting and grooming their possible successor.Applied to the organizational level, a cluster of confident, strong managers collectively will have orchestrated an outstanding roster of competent, high potential employees. This is a high-performance organization that creates a competitive advantage, now and in the future.It is insecurity or confidence that guides the manager’s hiring process and predilections. The results are self-evident, for both the operating unit and the organization’s legacy.
Health and Fitness-Your Choice
Are you tired of looking in the mirror and not liking what you see?Are you tired of too much weight, too little energy, and too many aches and pains?Are you tired of yet another weight loss program that gives too many promises and too little substance, once again proving that diets just don’t work?Are you long on frustration and short on hope?Are you ready to transform you, your body, your health and your life–forever?You, too, can transform your body to one which you are proud of. You too can lose that extra weight, recharge your energy battery, move better, and feel better than you have in years.You, too, can regain hope and feel good about yourself and your life–for the rest of your life.How do I know that? Because I am traveling on this very same journey with you. I was raised with the same foods that you were raised with. I love many of the same foods that you love. I have just learned along the way to retrain my thinking, my taste buds, and my priorities, and I pick and choose carefully what I put into my body.I constantly ask myself this question: Does this food serve me with health and life-giving nutrition or does this food compromise my health and, ultimately, my life–the quality and the length of it?Try asking yourself this question the next time you eat something: “Does this food nourish me or does it deplete me?”If you are confused and just don’t know, then take the time to read the books and listen to the tapes that will help you discover which foods provide the best nutrition for maximum, lifelong health and fitness.The bottom line for me is: I choose health and fitness. I choose life, not premature disability, disease, and early death.What do you choose for yourself? Premature disability, disease, and early death, or a long life filled with mobility, activity, energy, joy, and purpose?Most of us are very attached to our old ways of eating and living. And we like the foods that we eat.But I assure you, because I myself have experienced it, that if you follow the basic principles for the best nutrition for human health, you will gifted with great rewards far beyond what you can even imagine. Not only will your body transform closer to your ideal weight, fitness, and health, you will gain better mental clarity and emotional stability. You will be better connected in to who you are as a person and why you are on this planet.Eating the most life-supporting foods, fresh whole fruits and vegetables, is not just about the food; eating correctly opens our awareness and catalyzes the uncovering and the discovering of our inner cores and how we can impact the world around us.Although some may never suspect, there is amazing power in all that fruit and green-leafy vegetable salad that you choose to eat and the power is there for the taking.All you need to do is wash, open your mouth, bite down, and chew.