Which Drives You: Fear? Or Hope?
Last week we looked at how our instincts and emotions are tied into the hiring process. We also explored how greed and pride can be used to your advantage when they are properly nurtured. Today, we’re going to take a closer look at fear and hope to show you how to get the most from them!
Fear
Before we get started, I want you to clear your mind and ask yourself, “Am I a pessimist? Or an optimist?” There’s no right or wrong choices here, but knowing your general outlook on life is the first step in using that outlook to your advantage.
If you’re a pessimist, then chances are good that fear plays a role in your decision making process. Don’t worry, I’m not asking you to change but you do need to train yourself to recognize when you’re feeling that emotion during your decision making process.
When it hits, take a deep breath and analyze what’s happening. Is your fear warranted? Is it idle worry? Never put yourself in a position where fear keeps you from reaching your potential.
Alternately, if you’re an optimist – understand the power that your attitude can have on those around you. Positive people can make us feel better about ourselves. They can inspire us to stretch outside of our comfort zone. They can also overlook the details if they are caught wearing rose colored glasses.
If you’re an optimist, it’s great to look at all the benefits that are attached to a new opportunity – but don’t overlook the realities of your situation either. If you’re thinking of taking a promotion or moving cross country for a new job, take all of the logistics into consideration before pulling the trigger!
Hope
I think that hope is one of the most powerful strengths of the human mind. It has led to some of the greatest inventions in history, it prompts us to rebuild a city ravaged by a natural disaster, and it keeps us looking forward when we’ve had a rough day.
In my world of recruiting, though, I’ve seen hope get employers into some tricky situations. If you’re an employer and you’re talking to recruiters about a position, you need to feel out the personality of the recruiter, not just the candidates they send your way.
My recommendation? Make sure you’re crystal clear with recruiters from the outset in terms of your fears and must haves. Don’t just hope that they hear you, do everything you can to make sure they fully understand what you want. If any of your expectations are going to cause problems, a good recruiter will raise their concerns and explain them to you.
Once you’ve selected a recruiter and tasked them with finding a candidate, you need to verify their production. If the first candidate doesn’t fit the bill, be open and transparent with your recruiter. How they respond will tell you everything you need to know!
When you’ve got the right candidate hired, you have to transition your role from seeker to facilitator. You can’t just sit around hoping that your new employee will be a success., you’ve got to empower them and give them the right tools.
Envision yourself as a resource and clearly communicate your expectations, but remember, it’s a two way street. Check in frequently through the first 90 days, which are often the most critical for a new hire. If they’re struggling with anything, do what you can to find solutions.
Wrapping Up
Just a reminder, I’ll be wrapping this series into an eBook in the coming weeks so please sign up here if you’re interested in getting one of the first copies! Also, I would like to include thoughts on the subject from my audience so if you would be interested in providing me with a quote for the eBook, please reply to this message and let me know!
Tyson Conrad