Recruitment Lessons To Learn From The Olympics?

I read an interesting article this morning which was discussing how businesses could take a leaf out of the Olympics qualification processes when recruiting for their own organisations and, although it was perhaps a little romanticised, there were certainly a few points I believe were worth considering.

The main points which were of interest to me were essentially based around performance-based selection rather than credentials.  For example, when “Team GB” is recruiting for 100m sprinters, there are set events before the actual trials, which means that top performers in these events are invited to formally race in key events for selection in the team.  In terms of relating this to the corporate environment, CV’s are often not a true indication of a person’s ability, so if there was a “pre-interview test” for all applicants (rather than just those who look good on paper) and the best performers from this test are carried forward to the interview process, then the chances of unearthing a “hidden gem” are massively enhanced.

The final selection of athletes for the Olympic Games, is entirely based through qualification from trial events.   Athletes who perform the best in the “pre-trial” events are taken forward to the final trials and, again, it is the best performers on the day who are invited to join the team.  There are no selections based on reputation, and no “wild cards” in the Olympics.  It is entirely down to the athletes achievement during the selection events.  A corporate lesson to be learned here would be to invite prospective candidates to complete a work-related test during the selection process.  As long as the test is directly related to the actual duties contained in a job, this will ensure that those who achieved the highest marks are generally going to be those who are the most likely to be the best performers in the role at this time.   This can help as it means that candidates who perhaps have been living on their reputation, or those whose achievements have all been in the past and unlikely to perform to the same level now, are removed from the process and leaves the strongest possible team for an organisation.

Finally, the transparency that is involved with Olympic selection could be a valuable lesson to prospective employers too. When it comes to the selection of a team, there are clear parameters which are known by all. You must beat a specific time and be faster than your compatriots to be selected.

If an organisation was to make the selection process and parameters completely transparent, then prospective applicants are aware of the employer’s expectations, what they need to achieve to get a job, and how to best prepare to succeed. Some companies seem to keep the recruitment process fairly guarded, and this can only be a negative effect on attracting the best candidates.

Clearly the above is perhaps a little idealistic, however I absolutely believe there is some crossover and lessons to be learned.

Here’s hoping Team GB have a lucrative Olympic Games, and we at Core Talent Recruitment wish you all the best!