In the last decades, article after article, Internet post after Internet post, academic research study after academic research study have stressed the importance of ‘people or soft’ skills as a major driver of effective performance in organizational roles, especially at once ‘managing | leader’ others becomes part of the role. Unfortunately for recruiters, the persuasiveness of this finding have not made their final candidate selection job any easier.

Performance Challenge Recruiting takes a more focused approach to this. Performance Challenge Recruiters ask ‘what kind of people skills’ must a candidate exhibit to achieve the specific performance targets for this role. If the role involves introducing large amounts of organizational change, the ability to overcome resistance to change is important. If the role involves delivering sales results, the ability to understand a potential personal ‘persuasion’ factors and ‘competitive drive’ are relevant. Each recruiter must make this type of dynamic determination for each recruiting assignment she or he is handling in order to be an ‘effective recruiter’.

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