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Weaknesses into Strength – Facing the Challenge of Hiring ERP Consultants

 

I have recently transitioned from directing an ERP consulting practice to helping other companies locate and hire ERP consultants. That decision might seem surprising, given that interviewing job candidates was one of the parts of my job that I least enjoyed.


Depending on my mood, the events of the day, and my level of urgency, sometimes I would enter the interview demoralized and skeptical, and would treat it as an unwanted chore. Other times, I was so eager and desperate to fill a role that I was incapable of objectively assessing the candidate, interpreting every response in a positive light that would reaffirm my desire for them to work out. If I thought that the candidate could meet my immediate need, I rarely gave enough consideration as to whether the person would be a good long-term fit for our team.


I eventually realized that I wasn’t alone in falling into these bad habits. They are in many regards the product of one characteristic of our business: we frequently don’t have much lead time for making new hires. Even if we are continually looking for candidates, we don’t do it with much energy or commitment until we are desperate: we have just sold a large project or lost an existing team member that carried a full workload. This is not entirely unjustified. We do have to protect against becoming overstaffed, and most of us have other major responsibilities competing for our time: selling new deals, maintaining client relationships, overseeing projects, and managing existing staff.


I realized that I could change this dynamic: If I could devote my full attention to meeting candidates and learning about their preferences, skills, experiences, and aspirations, and do so without the pressure of needing to make an immediate hiring decision, I could not only do a much better job, but I’d also enjoy the process. Then, when a client asks me to help them identify candidates for a specific role we already have a big head start. Once I get an understanding of the specific needs and the culture and work style of the organization, I can immediately tap into that base of candidates with whom I have already been developing a relationship and send across a short-list of qualified candidates.


The final tipping point leading me to start this new career was the opportunity to join forces with Blake Mobley, who brings a to the business an invaluable set of skills that I was lacking: he conducts a proprietary behavioral interview that allows us to identify a candidates’ core motivators, soft skills and EQ proficiencies, and ultimately to help clients find employees that will thrive within their organizations over the long-term.

If you are interested in learning more about our new company, please send me a note and also take a look at our website: www.sociusrecruiting.com.



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