Small recruiting agencies may have an advantage in offering more nimble, personalized, and attentive service. In today’s competitive talent market, candidates have many choices. They would say they prefer to have a recruiting company that cares about placing them in an organization where they would be a good fit. Sometimes larger recruiting companies use technology that impersonalizes the recruiting process for candidates.  As a recent articles in Ascension Innovation stated, “Human resource management has become highly bureaucratic and administrative…today’s automated rules-based recruiting platforms increase the likelihood of potential (sleeper) superstars being overlooked completely.”

Employer and candidate experience is the primary focus of many smaller recruiting agencies.  As Ascension Innovation points out there are many ways for recruiting companies to optimize their employer and candidate experience.

Organizations have many ways to improve their user experience.

These are seven ways identify positive user experience in an organization.

1)Have a passion for excellence

“Be a yardstick of quality.  Some people aren’t used to environments where excellence is expected.”-Steve Jobs This is different than being a perfectionist. Perfection is the condition, state, or quality of being free of flaws or defects. Although a worthy goal, it is rarely attained.  Effective enterprises need a team however, that has a contagious passion to be the best.

2)Organizations and candidates have unique talents

“I have no special talent. I am only passionately curious.”-Albert Einstein

Every person should bring their own special talents to the team. Some may be better organizers, others may be more creative, some are better at execution, and some are better leaders. A successful recipe is one with the right ingredients and the right qualities.  Progressive companies take care to ensure a blend of personalities and talents are on their most important strategic teams!

3) Organizations and candidates demonstrate that they are opportunities… in a good way.

“High achievement always takes place in the framework of high expectations.”-Charles Kettering.

A great team is enthusiastic about creating and exploiting opportunities.  This is what demonstrates their true value to the enterprise.  They are not just there to do a job.  They are there to further the organizations goals and objectives.

4) Organizations and candidates that are not afraid to fail are more nimble and user friendly

“Results?  If I find 10,000 ways something won’t work, I haven’t failed.  I am not discouraged because every wrong attempt discarded is a step forward.”—Thomas Edison

Most people want to be successful, but most people also fear failure and are generally risk averse.  Those who are not risk averse are a rare breed.  This does not mean, however that they are being reckless for reckless sale.  I do mean that after assessing risks and having the confidence in the team and the mission, they are willing to take a necessary new step.

5) Organizations that are goal-driven rather than task-oriented tend to be nimbler.

“We aim above the mark to hit the mark.”-Ralph Waldo Emerson

Goal-driven people continue to persevere in spite and despite of speed bumps, head winds, detours or challenges.  They are persistent, dedicated and committed to achieving objectives.  They are self-starters and require guidance but less supervision.  Highly effective and nimble enterprises require team members that are self-motivated and self-starters.  They understand the mission at hand and take initiative.

6)  Nimble organizations are fiercely determined.

Determination is an innate quality that is critical to organizational and candidate success.  Determined people are not easily dissuaded from the take at hand, nor do they easily or quickly relent in the face of resistance of setbacks.  Instead, they relentlessly seek new ways to achieve the ultimate goal.

7) Nimble organizations are naturally collaborative.

“Teamwork is the ability to work together toward a common vision- the ability to direct individual accomplishments toward organizational objectives.  It is the fuel that allows common people to attain uncommon results.” – Andrew Carnegie

Nimble organizations and candidates have the natural ability to work with others and are highly effective. 

These traits are for nimbleness and for focus on users. Theses nimbleness traits are ones that Hire Outcomes HR strives to demonstrate and to find it our clients and candidates.  We seek to be a nimble, personalized, and collaborative service organization to achieve effective outcomes.

Unlike large organizations where you can often get a different person each time you call, at Hire Outcomes HR, when you call us, you get us–personalized service from people who care about smaller health care organizations and candidates who are looking for a positive supportive environment.

Source: 7 Secrets of Building Nimble Teams – Ascension Strategies: Driving revenue growth through better customer engagement (ascensionstrategy.com)