Let’s face it, making the right hire for your business has never been more paramount. The stakes of the wrong hire can disrupt performance, profits, culture and succession planning.

I don’t mean to boast, but I do run a very successful recruitment and labour hire business with a long history of really incredible and successful placements, SiteForce Recruitment. Yes, it’s going well, but my real success is the people I work with – clients, candidates and my own employees who are in jobs that are fulfilling and helping them to achieve their dreams for themselves and their families. That’s what fills me up, that’s what puts a smile on my face when I head off to sleep at night.

I’ve been told my superpower is as a “Matchmaker”: successfully putting the right person into the right position. And, not always what looked at first impress as a standard fit. I’ve developed a highly refined instinct and skill to pinpoint individuals who don’t just fit in, but flourish.

I’ve often been asked how I do that, so I’m going to share a secret. It’s about using my instinct + intellect for hiring success. I call it ‘instinctivizing’ my hiring decisions.

Instinct

So what do I mean when I say ‘instinct’, and how do I use it?

In it’s simplest form, I would say it is a refined level of experience, and a commitment to study and understand what has happened with each interaction and experience that I have had with people. A review of my life and the people who have I dealt with to understand, not only myself at a deep level, but others as well. A lifelong journey of learning about personality, motivations, defences, culture and potential (to say the least!).

I’ve had a lot of experiences. A lot of training. A lot of opportunities. A lot of challenges. And, a lot of success. This means I get it. I understand. And I understand at a deep level.

This combination of rigorous training, perspective, observation and deep empathy has made me adept at assessing an individual’s personality traits, emotional states, and underlying motivations through careful analysis of verbal and non-verbal cues. This instinct helps me decipher subtle nuances in a person’s speech, body language, and facial expressions to gain insight into their thoughts and emotions. This instinct gives me the ability to foster personal growth and self-awareness in others. A talent that enables me to offer insights and guidance that results in successful matches between people (or an employee and employer). Instinct!

Multi-generational instinct

OK, I’m not 21 any more (although I do feel it most days), and my age and history have given me an enormous advantage. Besides my own growth and development, I have a wealth of experience in the industry that gives me a deep understanding of industry trends, a historical context, and exposure to how the industry has evolved including it’s people.

The presence of multi-generations in the workplace at one time is a defining characteristic of the construction industry today. With Baby Boomers, Generation X, Millennials, and Gen Z all working together, it is a rich tapestry of experiences, perspectives, skill sets and values. Instinct is a significant asset when it comes to recruiting in and interacting with multi-generations in the workplace.

It gives me a clear understanding of each generation and what their values and motivations are, and is invaluable when mentoring and guiding people to their next step, or with employers, giving some insight into potential that they would normally not see.

It takes instinct to harness the potential of this multi-generational workforce, and make successful connections that promote mutual understanding where each generation can contribute their best and learn from one another.

What goes wrong in the industry

This is where a lot of recruiters go wrong in my view. They rely on systems, procedures and data to make the match. And they often follow a structured interview process that is rather rigid or set with a standard set of forms or procedures.

Even if they possess a high level of understanding about these, and a high level of skill to conduct interviews, if they don’t have a refined ‘instinct’, they won’t follow a path to restructure questions when they get a feeling that something is either not right, or there is some great potential to unfold. No wonder they get it wrong a lot of the time. It makes me flabbergasted how they can conduct successful interviews, and placements, without instinct?

Of course recruiters need to stay updated on industry trends and market demands to make judgments about a client’s needs and a candidate’s potential. But balancing data-driven insights and the company’s standard information or procedures - with instinct - is key to ultimately leading to the discovery of exceptional talent that aligns perfectly with an organisation's goals and culture.

Want to learn how to 'instinctivize' your hiring?

So, do you want to learn more? I’ve just released my new podcast series, Talent Instinct. In these podcasts, you will find an electrifying space where I dive into how construction business owners can revamp their hunt for top tier talent by also ‘instinctivizing’ their efforts.

It’s time to spice up relying on systems and processes, and discover prime insights on how to smartly apply their most important aspect, their ‘instinct’, as well as intellect.

Talent Instinct isn’t about playing it safe, it’s about conquering with calculated instinct. So if you want to stay ahead of the curve, and soak up all of the insider’s info, not only in our regular articles on SiteForce Recruitment, but my new blog Talent Instinct on Facebook, Instagram, Linkedin, and subscribe to my podcast at:-

https://talentinstinctpodcast.libsyn.com/site



Our Superpower

Our leading 'superpower' is attracting and retaining quality team members who share our values of honesty, integrity, diligence, and service, allowing us to deploy quality team members on client sites quickly.

Our team member's superpower is being motivated, prepared and ready to enthusiastically contribute to the projects at hand, more than just a pair of hands.

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Read other informative articles for both employers and workers at: https://www.siteforcerecruitment.com.au/blogs

Chantal Penny is the Director with Superpowers of SiteForce Recruitment. A thought leader in the industry, Chantal, based on her expertise and industry perspective, offers unique guidance, inspiration, and influence in the industry.

At SiteForce Recruitment, we specialise in labour-hire and permanent recruitment in the construction industry. We are committed to valuing people, safety and well-being, collaboration, trust and, of course – results!

CONNECT with us via our contact page or bookings links on our website if you are looking to recruit for, get your dream job, or join our amazing labour force team.

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