Understanding human behaviour and workplace insights is fundamental to executing a high-quality recruitment process. It is a part of our Lacuna DNA that allows us to deliver the very best results as a search firm for our candidates and clients.
A new working world of automation, digitalisation, alternative work arrangements, leadership styles driven by millennial’s, operational efficiency and changes in expectations were already on the rise. Yet, COVID-19 has accelerated this. The rapid pace of this new shift is impacting peoples psychological, financial and physical well-being. Some impacts have been inspiring whilst many have been gloom ridden. We have noticed a collective concern amongst our clients regarding how this period will impact the emotional stability of their staff and future new recruits. Companies are already planning their recruitment processes accordingly as the demand for valuable, productive and sustainable hires whom are the ‘right fit’ will increase more than ever.
The following types of behavioural competencies are currently being assessed by us and some of our clients to strengthen the guarantee of quality new hires. These are competencies we anticipate being in demand across all types of roles and companies. Being aware of these behaviours and practising them now will enhance your ability to interview and succeed in the new working world.
A ‘growth mindset’ is the belief that one’s intelligence, talents and basic abilities can be developed through hard work and dedicated effort. Employees that embrace a growth mindset are continually trying to grow and learn to better themselves. They tend to achieve more than those with a fixed mindset (those who believe their talents and abilities are an innate gift). Workers who possess a growth mindset opposed to a fixed mindset are more likely to become lifelong learners, embrace the process of building and advancing their skills, adapt well to change, learn from criticism and overcome obstacles. The significance of embracing a growth mindset throughout your career is demonstrated in a report by McKinsey & Company where up to 375 million workers worldwide will need to change roles or learn new skills by 2030.
Personal agility is the ability and willingness to learn from experience, and then apply that learning to perform successfully under new situations. With the energy and resources industry in a constant state of flux there is an increasing demand for agile employees who are resilient, nimble, can think critically, acquire new skills and learn from experience. As we adapt to the changes in our new working world, to not only survive, but thrive, we need to harness this competency of personal agility.
Top performing candidates are extremely resourceful, that is they figure out innovative ways to overcome obstacles or solve complex problems. With a resourceful mindset you possess out-of-the-box thinking and are driven to find a way. Being resourceful is a combination of possessing passion, drive, creativity, decision making, perseverance and resilience. When you practice resourcefulness by being open minded, thinking creatively, taking immediate action and thinking outside-the-box, you raise the bar and you will set yourself apart from the the rest in this current climate.
Creativity and Innovation
As we enter a new decade of change, having a strong ability to think creatively and innovatively has never been more in demand. A recent study conducted by LinkedIn uncovered that the number one behavioural competency employers seek most in 2020 is creativity. The value of creativity and innovation has already been proven as we navigate through this current landscape amid the coronavirus pandemic. It is about thinking outside of current strategies and concepts that have always been available, improving processes or ideas, developing new and exciting avenues to explore and applying solutions to address existing problems.
Locus of Control
The power of an internal locus of control cannot be underestimated. A person’s locus of control relates to the extent to which people see themselves responsible for their own success or failure. Employees with an internal locus of control believe their behaviours are guided by their decisions and they have control over the things they can change. Those with an internal locus of control demonstrate ownership, persistence, optimism, deal well with stress, take initiative and recognize obstacles placing a focus on how they can be overcome. On the other hand, those who have an external locus of control attribute their success or failure to outside influences and display traits such as excuses, blaming, rationalising and tend to focus on obstacles.
Whether a candidate has an internal or external locus of control will be a sound predictor of how well they will respond to and bounce back from the impacts of the pandemic.
With culture fit, teamwork and collaboration being increasingly important to grow successful organisations, business leaders will focus on new hires that have a strong internal locus of control.
Planning and Prioritisation
Planning and prioritisation are the key to good time management and refer to those who can plan and organise work activities, managing several tasks at once. Effective planning and prioritising will ultimately reduce your stress levels, increase your productivity, and will make you more likely to meet deadlines. As many employees have been shifted into a new model of working remotely and now being accountable for their own time, ensuring effective planning and prioritising has never been so critical. In times of uncertainty, it is crucial to focus on essential work that will add value. There is a fundamental difference between busy and productive; working without clear prioritisation is likely to leave you feeling busy, without truly achieving results.
Digital literacy is an employee’s ability to navigate various digital platforms and understand, assess and communicate through them. There are varying degrees of literacy skills and the level required will depend on your industry and scope of work. Regardless of your role or industry the impacts of the coronavirus have changed the way we work and will continue long into the future. With the continuance of employees working remotely and non-essential business trips being a thing of the past, it is essential you get your head around and embrace digital communication tools such as Zoom, Microsoft Teams and Skype. The demand for digital literacy has never been more apparent, so use this time to take initiative and be resourceful to learn or brush up on your skills.
Which path will you take?
2020 has marked a new decade and most of us left 2019 with high hopes for a rewarding start. People have been challenged to the highest points and the fact is that some will come through this better than others. Whether you are employed or in between jobs, the way you approach life and react to these pressures will continue to influence and reshape the person you are and the person you will become. For the sake of your personal relationships, your health and your future career success, it is wise to be aware of the path that upward and downward behaviours can lead you. These listed competencies are upward behaviours you can learn and practise so you are more in control of your future. They are fuelled with vulnerability, open mindedness, curiosity, understanding and calm. The other path can be rattled with frustration, irritability, stress and stagnation. We all have a choice about where we focus our attention during times of change and challenge. Companies know this and they will be looking for this. Which path will you take?