Beyond recruiting a person into your organization and ensuring they are all settled… what next for the employer who now prides that they managed to get the right person in the right place? In other words, the right organizational fit…

As actors in organizations what would our role be in the process of assurance to both internal and external stakeholders on the action speaking louder and more impactful than the words that justified the recruitment?

These questions have led my writing spirit today.

Firstly, having confidence in the recruitment should be the immediate product of the decision to settle for that person. Then, there must be a planned journey to provide a platform for effective performance of the role. For example, recruiting the crème de la crème of the pack, just to discover that there are no tools available for the execution of the function can be a total waste of resources!

Assuming a conducive environment has been created, the next logical thing to consider is affording the recruited actor an opportunity to showcase their professional prowess and potential.

In some organizations there have been unfortunate incidents where apprehensions and misapprehensions regarding opportunities to fellow actors amount to stifling the much needed skills that the company obtained amidst, at times, fierce competition in the job market.

Feelings of insecurity and resentment towards those that appear to threaten the status that one enjoys as the “go to” person overshadow objectivity and best interest of the organization. Good initiatives are buried before they are even born and frustration begins to brew. This kind of behavior can prove costly to organizations as they will be laboring under the misconception that there is no internal capacity to discharge some functions and will make an uninformed decision to incur cost beyond what they are already paying a capable actor within the organization.

The point of reckoning here is the need for a robust and deliberate approach towards the concepts of confidence and opportunity. Responsible actors have a duty towards the organization to contribute to its success by conducting themselves in an ethical manner which include transparency, integrity, respect and diligence to the process of effective utilization of the human capital present in the organization.

Asking oneself the question as to what they are doing in the immediate, short medium and long term to align to the positive development of the organization is a helpful start!

Let’s share!