Mirror, Mirror on the Wall, Who is the Fairest of them All?

On two separate times in the past week, my inbox contained entries
which centered around the image that the corporation puts forth to the
marketplace. In each one to some degree the organizations involved
forgot what their purpose is — to acquire and maintain customers. To do
that we need to have the “right person, in the right job, at the right
time and in the right place.”

Consider these events. The first
involved a cheerleader on the Baltimore Ravens. She was banned from
being part of the cheerleader team at the Superbowl because she put on a pound and a half in weight. The second I received from fellow blogger, Trish McFarlane. who posted a blog reference on LinkedIn.It involved a post from the Proactive Employer
in which it was reported that based on a message from G-D the HR
Manager of the organization was fired after two weeks because her
same-sex relationship would not look good for the organization.

Every
day I see rants from employers who say that they can’t find the
necessary talent to fill their positions and yet they become concerned
with the answer as to whether they are the fairest in the world. Trust
me I know the arguments or have heard them before. When I worked in the
corporate mobility world, the relocation management company competition
was typically the beauty queen personage who would compete as much on
the image as the solutions to the client’s problems. But image does not
necessarily help you find the right person for the right job in the
right place at the right time. It may even be detrimental to your
organization under ADA.

So the next time you have a position available consider these matters of fact for sourcing the candidate for that opening:

1. It is what they can do for you, not what they look like that is important
– We are in a very competitive, rapidly changing business world. It is
far more important to consider what Knowledge Performance Indicators
they can bring to the table. It is not the time to select a person on
the basis on whether they can compete for Miss America tomorrow.

2. Your needs are here and now in your business
– Your sole concern should be finding a person with the right skills
for that open slot. You can go out and hire that stereotype glamor
individual and still not get the skills necessary to help the
organization through these difficult economic times. He or she may lift
the spirits of some of your employees but that may not mean that you are
now more innovative or competitive.

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Daniel Bloom & Associates, Inc. assists organization’s with the creation of empowered change strategies which are customer centric, organizationally aligned and quality based in your organization.

Website: https://dbaiconsulting.com

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