This one thing that impacts business growth very badly is lack of “Sense of urgency”

Yes, a lack of sense of urgency can have a significant negative impact on business growth. When employees or team members lack urgency, they may miss deadlines, fail to prioritize important tasks, or procrastinate on critical projects. This can result in delays in product development, missed sales opportunities, decreased productivity, and overall decreased competitiveness in the marketplace.

In a business context, a sense of urgency is often necessary to respond to market changes, customer needs, and new opportunities. Without this sense of urgency, a business may fall behind its competitors, miss out on potential growth opportunities, and even experience financial losses.

Therefore, it’s important for businesses to cultivate a culture of urgency by setting clear goals, communicating priorities effectively, providing the necessary resources and support, and rewarding employees who demonstrate a sense of urgency. By doing so, businesses can increase productivity, achieve goals more quickly, and ultimately experience growth and success in their industry.

Business leaders need to show a sense of urgency in several areas to drive growth and success for their organizations. Some of these areas include:

Strategy: Leaders need to be proactive in identifying and responding to changes in the market, such as shifts in customer preferences or emerging technologies. They should regularly evaluate their strategic plans and make adjustments as necessary to stay ahead of the competition.

Innovation: Leaders should prioritize innovation and encourage their teams to think creatively to develop new products, services, or business models. They need to be open to new ideas and willing to take calculated risks to stay ahead of the curve.

Sales and Marketing: Leaders need to be vigilant in monitoring sales and marketing performance, analyzing data, and adjusting strategies to ensure their products and services are meeting customer needs and expectations.

Operations: Leaders need to ensure their organizations are operating efficiently and effectively, minimizing waste and reducing costs where possible. They should also be prepared to respond quickly to operational issues or disruptions that may impact productivity.

Talent Management: Leaders need to show a sense of urgency in attracting, developing, and retaining top talent. They should regularly review their hiring and retention strategies, provide opportunities for professional development, and foster a positive and engaging work environment.

In summary, business leaders need to be proactive, flexible, and agile in responding to changes in the market, identifying growth opportunities, and effectively managing their organizations to achieve success.

What is Value Hiring?

Value hiring is a hiring approach that focuses on identifying and recruiting candidates who align with the values and culture of an organization. This means that, in addition to having the necessary skills and qualifications for a role, candidates are also a good fit for the company’s mission, vision, and overall way of working. The goal is to create a team that is not only competent, but also committed to the company’s goals and values.

How to evaluate candidates for value hiring?

There are several ways to evaluate candidates for value hiring, including:

• Behavioral Interviews: Ask candidates about specific situations in their past where they demonstrated the values that are important to your organization. This can help you gain insight into how they think and behave in real-world scenarios.
• Cultural Fit Interviews: Ask candidates about how they would fit into the culture of the organization and how they would align with the company’s values.
• Reference Checks: Speak with previous managers or colleagues to get a sense of how the candidate behaves in the workplace and if they align with the values of the organization.
• Assessments and Surveys: Use pre-employment assessments and surveys to measure a candidate’s values, personality, and cultural fit.
• Observation: Observe the candidate during the interview process to see how they interact with others and if they align with the company’s values.
• Role-playing: Give candidates scenarios related to the company’s values and observe how they would handle it.

It’s also important to note that value hiring is not only about the candidate’s fit with company’s culture, but also how they align with company’s values and mission, and how they can contribute to it.

Some potential benefits of value hiring include:

• Improved employee engagement and retention: When employees feel that they share the same values as the company, they are more likely to be engaged and motivated in their work.
• Increased productivity: Employees who are a good fit for the company culture may be more productive and efficient in their work.
• Better alignment with company goals: When employees share the same values as the company, they are more likely to be aligned with the organization’s goals and objectives.

Some potential drawbacks to value hiring:

• Limited diversity: If a company places too much emphasis on values alignment, it may end up hiring a homogenous group of people who are similar in background, experience, and perspective.
• Limited talent pool: By focusing on values alignment, a company may limit the pool of potential candidates and miss out on talented individuals who may not align perfectly with the company’s values but would still be valuable employees.
• Difficulty in assessing values alignment: Determining whether a candidate aligns with a company’s values can be subjective and may lead to bias in the hiring process.

Whether a company should do value hiring depends on the organization’s specific needs and goals. Here are some factors to consider when making this decision:

• Company culture: If maintaining a strong company culture is a priority for the organization, value hiring can help ensure that new employees align with the company’s values and will contribute to maintaining that culture.
• Employee engagement and retention: If a company is struggling with employee engagement and retention, value hiring may be a way to improve these areas by hiring employees who align with the company’s values and culture.
• Business goals: If a company’s goals and objectives align with its values, value hiring can help ensure that employees are aligned with these goals and are more likely to work towards achieving them.

However, it’s also important to consider the potential drawbacks of value hiring, such as limited diversity and difficulty in assessing values alignment, and weigh them against the potential benefits. Ultimately, whether a company chooses to do value hiring or not, it’s important to have a clear understanding of what the company’s values are, how they align with its business goals, and how they will be used in the hiring process.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net

Q. My business is growing – whom should I hire for my leadership role? a Polymath or a Genius?

A. It can depend on the specific needs of the business in the next 5 years, but both polymaths and geniuses can bring unique strengths to a growing business.

A polymath, with a wide range of knowledge and skills across multiple areas, can be a valuable asset to a business as they can bring a diverse perspective to problem-solving and decision-making. They can also be able to adapt to different roles within the organization and handle multiple tasks effectively.

A genius, with an exceptional natural ability in a particular field, can bring a high level of expertise and skill to a specific area of the business, and can help drive innovation and progress in that area. They can also be able to quickly understand complex problems and come up with unique solutions.

In a growing business, a balance of both polymaths and geniuses can be beneficial. Polymaths can bring a diverse perspective and handle multiple tasks effectively, while geniuses can bring a high level of expertise and drive innovation in specific areas. However, a polymath or a genius alone doesn’t guarantee a successful business, other factors such as leadership, strategy, and execution also play important role.

How to identify a polymath person?

Identifying a polymath person can be difficult, as they often have a wide range of knowledge and skills across multiple areas, and may not have formal education or certification in all of them. However, here are a few ways to identify a polymath person:

1. Wide range of interests: A polymath typically has a wide range of interests, and may be passionate about learning and exploring different subjects. They may be curious and eager to learn new things.
2. Knowledge in multiple fields: A polymath will have a deep understanding of multiple fields of study. They may have expertise in areas such as science, technology, engineering, mathematics, art, literature, and more.
3. Connecting different fields: A polymath is often able to make connections between different fields of study, and can see how concepts from one field can be applied to another. They are often able to think creatively and find solutions to problems by drawing on knowledge from multiple areas.
4. Multitasking: A polymath is able to handle multiple tasks and responsibilities effectively, juggling different projects and priorities.
5. Strong communication: Polymaths are often able to communicate complex ideas in a simple and understandable way, they can explain complex subjects in layman’s terms.

How to identify a genius person?

Identifying a genius person can be difficult as the term “genius” is often used subjectively and informally. However, there are a few ways to identify a person with exceptional natural ability in a particular field:

1. Exceptional ability in a specific field: A genius will have an exceptional natural ability in a particular field, such as mathematics, music, science, or art. They may have achieved a high level of mastery at an early age, and may be considered a prodigy in their field.
2. Original contributions: A genius will often make original contributions to their field, and may be recognized for their research, inventions, or creative work.
3. Deep understanding: A genius will have a deep understanding of their chosen field, and may be able to quickly understand complex problems and come up with unique solutions.
4. Intense focus and dedication: A genius often has intense focus and dedication to their field and may spend a lot of time working and learning about it.
5. Recognition and Awards: They may be recognized and awarded for their exceptional abilities and contributions in their field.

Roles Polymath people are good at:

1. General management: A polymath, with a wide range of knowledge and skills across multiple areas, can be a valuable asset for general management roles. They can bring a diverse perspective to problem-solving and decision-making, and can handle multiple tasks effectively.
2. Business Development: Polymaths can help in creating opportunities for the business and be able to understand the different aspects of the market and the competition. They can be able to manage different projects and bring a diverse perspective to the business development.
3. Operations: Polymaths can handle multiple tasks and responsibilities effectively, juggling different projects and priorities, this can be important in operations where resources and manpower are often limited.
4. Marketing and Sales: A polymath can bring a diverse perspective and understanding of different fields to the marketing and sales department, they can be able to understand the target market and the competition, and be able to create effective campaigns and strategies.
5. Innovation: A polymath can bring a diverse perspective and be able to make connections between different fields of study, they can be able to think creatively and find solutions to problems by drawing on knowledge from multiple areas, this can be important for a growing business to drive innovation and progress.

Roles Genius people are good at:

1. Research and Development: A genius, with an exceptional natural ability in a particular field, can bring a high level of expertise and skill to a specific area of the business, which can be important for a growing business to stay competitive in a specific industry. They can also make original contributions to the field and help drive innovation and progress.
2. Technology and Engineering: A genius with exceptional ability in technology or engineering field can bring a high level of expertise and skill to the development of new products or services, they can help find new solutions to complex problems, and drive innovation in the company.
3. Product Development: A genius can bring exceptional ability in a specific field such as design, art, or music, they can help create products that stand out in a crowded market, and drive innovation in the company.
4. Data Analysis and Strategy: A genius with exceptional ability in data analysis and strategy can bring a high level of expertise and skill to the company’s decision-making process, they can help understand complex data and create effective strategies for the company.
5. Intellectual Property: A genius can bring exceptional ability in a specific field and make original contributions, which can be important for a growing business to protect its intellectual property, and to build a strong brand.

Your top leadership team must have a mix of both

In a growing company, but it can be beneficial for them to have a mix of skills and expertise.

Team members with a wide range of knowledge and skills across multiple areas, known as a polymath, can be beneficial as they can bring a diverse perspective to problem-solving and decision-making, and can handle multiple tasks effectively. They can also understand different aspects of the business and make connections between them.

On the other hand, a Team member with an exceptional natural ability in a particular field, known as a genius, can bring a high level of expertise and skill to a specific area of the business, and help drive innovation and progress. They can also quickly understand complex problems and come up with unique solutions.

A balance of both polymaths and geniuses can be beneficial for the top leadership team, depending on the specific needs of the company. The leadership team should have a good understanding of the different aspects of the business, be able to make strategic decisions, and have the ability to lead and inspire the team. Additionally, the leadership team should have strong leadership and management skills, as well as the ability to communicate effectively and build relationships with stakeholders.

WE CAN HELP YOU.

Blue Genes Research [BGR] – delivers top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been partnering companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

We specialise in recruiting in the following areas:

Industries: Consumer Products & Services, Industrial & Manufacturing, New Age Tech Businesses, Banking, Financial Services & Insurance and Infrastructure & Real Estate

Functions: Top Management, Finance & Legal, Sales & Marketing, Digital marketing, Manufacturing & SCM, Human Resources

Talk to us to discuss your leadership hiring challenges at: rkj@bgr.chittlesoft.net

Having an effective recruitment strategy can help a business attract and retain apt talent, which can in turn improve productivity and drive overall success.

Recruitment strategies that are aligned with business objectives and are robust, meaning they can withstand changes and challenges, tend to be more effective. Additionally, recruitment strategies that are easily repeatable and can be replicated with consistent results can also help to ensure a steady stream of top talent for the organization.

It’s important to design a strategy that takes into consideration the specific needs and goals of the organization, so that the recruitment efforts are aligned with the overall vision and objectives of the business.

Having a robust strategy means that the recruitment process is resilient to external factors such as economic downturns or changes in the industry, and can adapt to new requirements if needed.

Creating a great recruitment strategy involves several key steps:

1. Understand your business needs: Identify the specific roles and skills that are required to achieve your business objectives. Understand what kind of talent you’re looking for, and what qualifications and experience are necessary.

2. Develop a sourcing plan: Identify the most effective channels for sourcing candidates, such as job boards, social media, employee referrals, and professional networks. Utilize recruiting software and ATS to automate the process.

3. Create an attractive employer brand: Develop an employer brand that highlights your company’s values, culture, and benefits in order to attract top talent. A positive reputation can help bring in more qualified and motivated candidates.

4. Optimize your recruitment process: Design and implement a streamlined and efficient recruitment process that includes clear job descriptions, accurate salary information, and consistent interview questions. Utilize technology and data to make the process more efficient.

5. Measure and improve: Regularly measure the success of your recruitment strategy, and make changes as needed to improve overall performance. Gather data from ATS and recruitment process to understand the demographics, sources, and other insights from the candidates.

6. Be consistent and reliable: One aspect of creating a great recruitment strategy is to be consistent in the process and selection criteria. Ensure that all hiring managers and recruiters are aware of the process and selection criteria and use them in their hiring process

7. Communicate effectively: Communicate clearly with candidates and hiring managers at all stages of the recruitment process. Keep them informed of their status and next steps in a timely and professional manner.

8. Collaborate with other teams: collaborate with other teams such as HR and Marketing to get support and gather insight on how to improve the recruitment process.

Keep in mind, a great recruitment strategy is an ongoing process, not a one-time event. Regularly reviewing and updating your strategy will help ensure that you’re always in a position to attract and retain the best talent.

_______________________________________________________________________________________________________________________________

Talk to us if:

• You want to draft a effective Recruitment strategy for your organization

• You want your current recruitment strategy to be improved

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net

People make or break a business. Having a great Recruitment Strategy can be your biggest competitive advantage.

Reading below will help you build great teams faster:

• Why form a recruitment strategy?
• Why should a CEO get involved in forming a recruitment strategy?
• Top 10 recruitment strategy tips for a CEO

Why form a recruitment strategy?

Forming a good recruitment strategy is important for a number of reasons:

1. Attracting top talent: A good recruitment strategy can help attract top talent to your company, which can lead to increased productivity and improved business performance.
2. Improving employee retention: A good recruitment strategy can help ensure that you are hiring the right candidates, which can lead to improved employee retention rates.
3. Reducing costs: A good recruitment strategy can help reduce costs associated with hiring, such as advertising, screening, and training expenses.
4. Increasing efficiency: A good recruitment strategy can help streamline the recruitment process, allowing you to efficiently and effectively fill open positions.
5. Enhancing your company’s reputation: A good recruitment strategy can help enhance your company’s reputation as a great place to work, which can attract even more top talent in the future.

Why should a CEO get involved in forming a recruitment strategy?

It is important for the CEO to be involved in forming the recruitment strategy because the CEO is responsible for setting the overall direction and goals of the company. By being involved in the recruitment process, the CEO can ensure that the company is attracting and hiring candidates who align with the company’s mission and values and can contribute to the company’s success.

Additionally, the CEO’s involvement in the recruitment process can demonstrate to potential candidates that the company values its employees and is committed to finding the right fit for open positions. This can help attract top talent to the company and improve employee retention rates.

Overall, the CEO’s involvement in the recruitment process can help ensure that the company has the right people in place to achieve its business goals and succeed in the long term.

Top 10 recruitment strategy tips for a CEO

1. Define your company’s culture and values: Clearly defining your company’s culture and values will help attract candidates who align with your company’s mission and goals.
2. Utilize a diverse recruitment process: A diverse recruitment process helps ensure that you are attracting a diverse pool of candidates. This can include using a variety of recruitment channels, such as job boards, social media, and employee referrals.
3. Create a strong employer brand: A strong employer brand can help attract top talent to your company. This includes highlighting your company’s values, culture, and employee benefits on your website and social media channels.
4. Use targeted job descriptions: Writing targeted job descriptions that clearly outline the responsibilities and qualifications for the position will help attract the right candidates.
5. Offer competitive compensation and benefits: Offering competitive compensation and benefits can help attract top talent to your company.
6. Utilize employee referrals: Employee referrals can be a powerful recruitment tool, as employees are likely to refer candidates who they believe will be a good fit for your company.
7. Use social media: Utilizing social media can help you reach a wider pool of candidates and showcase your company culture and values.
8. Utilize recruiting software: Recruiting software can help streamline the recruitment process, allowing you to easily track and manage candidates.
9. Offer internships and job shadowing opportunities: Offering internships and job shadowing opportunities can help attract top talent to your company, as it allows candidates to get a taste of what it’s like to work for your company.
10. Build relationships with local universities and colleges: Building relationships with local universities and colleges can help you tap into a pool of talented students and recent graduates who may be interested in working for your company.

Above article is based on my 16+ years experience in Executive search and Recruitment research especially in leadership hiring. Also helping many CEO’s / business owners in formulating their recruitment strategies.

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