Steve Jobs, Mark Zuckerberg, and Richard Branson have a few things in common. They are bold men who have taken extraordinary risks. Interestingly, they live unusual lives as well.
Human resource practitioner and TED Talks speaker Regina Hartley suggests that the person with the best resume may not necessarily be the best hire. She calls one group of applicants, “scrappers”, or people who took on odd jobs, failed at school, suffered some form of trauma, or had to deal with a disability like dyslexia. She goes on to explain that post-traumatic growth can lead to grit, fearlessness, and exceptional skills, which are critical to business success.
In light of what is known now about how to achieve unprecedented success, should you revisit your hiring process and standards? Here are bits of unconventional wisdom worth considering:
Self-management and leadership
Mark Zuckerberg has said that he would only hire people he would be willing to work for. It is an interesting take, which highlights the importance of leadership skills in an employee. Similarly, Steve Jobs believed that great people need not be managed at all. They should exhibit an exceptional sense of accountability, ownership, and consequently, initiative.
Second chances, not perfection
Echoing findings on the value of grit, Richard Branson has opened his doors to would-be employees with conviction saying that while he does not condone crime, he believes that not all crimes are committed under the same circumstances, and offenders deserve second chances. Providing convicts with opportunities also breaks the cycle of reoffending.
These unconventional ideas do not challenge time-tested methods of hiring like getting an employee police check or defining specific qualifications for a job. Your recruitment still requires structure and consistency to be effective. What these new insights suggest is a new way of looking at one would-be employee and seeing unique strengths that may not have been so obvious in the past.