"Here's to the crazy ones. The misfits. The rebels. The troublemakers. The round pegs in the square holes. The ones who see things differently. They're not fond of rules, and they have no respect for the status quo. You can quote them, disagree with them, glorify and vilify them. About the only thing you can't do is ignore them because they change things. They push the human race forward. And while some may see them as crazy, we see genius. Because the people who are crazy enough to think they can change the world, are the ones who do."
The quote above, penned by Steve Jobs and his team at Apple for a commercial almost 20 years ago, might be advertising copy — but it's also relevant advice in today's hiring landscape.
While we're accustomed to (and perhaps expect) start-ups to be run by mavericks hell-bent on bringing their crazy vision to market, the "crazy ones" tend to be less visible among the ranks of large corporations — to a fault. It's time for traditional organizations to take a page from the startup handbook, and take a risk when it comes to recruiting.
Why Misfits Matter
Established, old-guard companies need these left-field thinkers and misfits to drive innovation in their companies. In our fast-changing world, an organization will quickly fall behind competitors unless the team is thinking two steps ahead.
Of course, the importance of "innovation" likely comes as no surprise to HR professionals and executives — according to a recent Boston Consulting Group report, 79 percent of respondents ranked innovation as either the highest priority or in the top three priorities for their respective companies over the coming year.
And yet, this "priority" isn't always reflected in action —many companies’ hiring policies and practices are at odds with enabling the very thing they claim to emulate: innovation.
The 'Perfect' Hire Isn't Necessary the 'Right' Hire
Recruitment techniques, aided by technology, are becoming ever more sophisticated. HR professionals are able to take a more scientific approach to matching people's personality, attributes and attitudes to specific job roles, in addition to their technical knowledge or relevant experience. Yet, while the latest technology and analytics tools certainly improve your chances of recruiting the perfect person to fill a prescribed role, hiring the "perfect" recruit also has its consequences.
Pre-employment tests will point you to someone who has relevant knowledge, works well with the existing team, and aligns with the company's current hiring success track record. Granted, these are all good things — but they are also safe things. Will these tests recommend you hire left-field thinkers, career pivoters or other "misfits"? Will they point you toward "what works now" for a candidate, or what is innovative? Is it possible that hiring candidates who match the precise needs of the team or company culture is actually counter-productive?
There's an argument for creating teams with one or two people from outside the group — people who aren't the best programmers or may not have an extensive background in sales. Resilience, agility and innovation don't necessarily thrive in an environment that is ruthlessly efficient — or "perfect." Sometimes, the people who don't quite fit the mold are the ones who make the most significant impact on a company's success.
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Empowering Employees by Learning & Development at Amplifon
Learning and development strategies must continue to evolve in the ever-changing world of work. Training and development provide employees with a softer landing into change, and the introduction of digital learning and development platforms allowed employees a smoother transition into a new style of work. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation.
Howdens shares how they grew learning by over 500% in one year
Charlene Jackson, HR & Payroll Systems Lead, shares how Howdens moved from traditional classroom based training, to grow learning by over 500% in just one year through the introduction of a simple, modern user experience, accessible from any device.
4 tips to managing diversity and gender equality in your company
If you want to generate success in your company and work in a harmonious environment, then you need to consider each and every one of your employees, get to know their interests, and offer them the best treatment and commitment. However, one of the most important principles that should be commonplace in every organisation is the equal treatment of employees (regardless of gender, race or religion). Gender, for example, should not be a factor that influences how we treat our workforce. Having a gender equality policy shows employees that they are valued and that the company is serious about ending discrimination. Having a fair remuneration policy that is not distinguished by the employee’s gender, but by their job position and their development within the company is an important step towards gender quality too. Opt for a gender-diverse workforce Having more gender diversity in a company is very positive and not just for the company’s own benefit. In fact, the UK could boost its GDP by 9% if the female employment rates matched with Sweden’s for instance. The challenge for HR departments is to successfully and strategically find and enrol more women in their business. It could solve a real problem, breaking barriers of gender discrimination in the workplace and promoting equality within the company. Equality between your workers is essential It is important to not only review the salaries of your employees, but also other professional aspects such as career plans and promotions, ensuring that there are equal opportunities for both men and women. Equality will undoubtedly be a motivational element for employees, regardless of their gender, as having clear objectives is a contributing factor in maintaining employees’ interest levels Strike a balance between work life and family life Fostering harmony between work and family life is key to attracting and retaining talent. It can contribute to the company culture, and to a positive attitude and collaboration amongst employees. Another important point is not to make sweeping generalisations about different genders, and instead to consider the specifics on a case by case basis. Employees need to see that their family life is considered and respected. They will appreciate this and it will likely improve company loyalty in the long run. HR must ensure gender equality in their company HR’s role is essential in managing and promoting gender diversity within the business. They must ensure that the motivation and commitment of their employees is strengthened, which, in turn, strengthens the workforce overall and benefits the entire company.