With productivity continuing to decline it’s clear something is amiss. The latest productivity figures, from the Office for National Statistics (ONS), suggest stagnant productivity growth has restricted wage growth and this is costing UK workers an average of £5,000 a year. Our friends at GC Index, who are also partnering our 2019 Recruitment Leaders Conference, believe a change in the way we look for talent is well overdue. Read on to find out more…
It is wrong to blame all of our employees for the decline in productivity so what’s going wrong and what can we do about it as recruiters?
According to CIPD’s latest Labour Market Outlook Survey almost two-thirds (61%) of organisations are finding it difficult to recruit. Whilst they are taking lots of positive steps to improve recruitment, such as looking at upskilling, still a shocking one in seven organisations say they lower standards to fill vacancies.
There has to be a smarter way. We know there are lots of talented individuals out there who can’t find work so why are we being driven to just fill seats? What do we need to change to ensure we fill roles with the right people?
A shake-up is needed if we want productivity to increase. There is a solution but it requires leaders to put the processes and frameworks they have in place to one side – they need to embrace diversity and move away from traditional thinking.
It is time to stop focusing on previous roles, sector experience and qualifications in the way many of us currently do and instead base our recruitment decisions on an individual’s potential impact, contribution and relationships with others. These are all factors that the traditional CV, 9-box grid approach and high performance model does not support.
Roles need to be created based on the impact we need individuals to make and the relationships and engagement required in the organisation/team to make things happen – we need to adopt a model where the right people for the ‘collective’ success of the organisation are found.
We have created an organimetric, The GC Index® that provides a common language of impact and collaboration enabling organisations to:
- Gain unique insight on people impact
- Improve business outcomes
- Create a common language across the business
- Increase individual performance
- Increase team performance
- Make more informed and accurate people decisions
It is a simple framework that can be integrated into existing recruitment technology and applicant tracking systems to identify how individuals can make their best contribution in their role, team and the wider organisation.
Eleanor Allen, CEO at Water for People says, “To really change the game we need to understand how our team can make an impact. What The GC Index® does is show people how they contribute and allows them to explain this to others in a common language. It is a powerful tool and helping us get in even better prepared to really change the world!”
It is this impact-based approach that is needed if we are to recruit the right people into the right roles and teams to drive measurable outcomes and boost performance.
For more information please visit www.TheGCIndex.com