Auditions, Bootcamp and Live Shows – Employee XFactor
by UP
When we’re talking Employee XFactor the qualities are identifiable as we outlined in our article on Employee XFactor.
However, have you ever considered the process of how you identify these qualities?
It seems so alien that in this day and age businesses, when great appointments are so important, that employers still consider the traditional application and interview process robust enough to spot those employees with the XFactor (or indeed, just to identify great employees).
To continue the XFactor theme, it is akin to Simon Cowell choosing the final studio contestants via the medium of dance. It is somehow related to what the contestants anabolicscience.com will be judged on when the real assessment happens, however it is not in any way the best judge of the best singers. Granted you may get lucky and pick a star, but you are much more likely to find a good number of tone deaf, fantastic dancers.
The real point here is that if you are looking for an employee who can perform a key sales role, or a key operational role or a key service role, then why do you think the best way to spot them is by sitting down over an interview desk and asking them a set of prescribed questions?
Identifying the XFactor within employees isn’t an exact science. Much of it is gained from working with people under the many positive and negative strains that all businesses encounter on a daily basis.
It’s the same on the XFactor.
Simon Cowell moved the initial stages of the competition from a backroom at a venue to the main stage, in the main to see how the contestants performed in the environment they’ll need to later in the process (and if they have more than 1 hit). Also, the whole process is very much focused around identifying the talent that is best suited to the final live programmes from auditions to bootcamp.
It also cleverly gives him, as a beneficiary of the show, a great idea of the ‘market’ out there for the latest batch of acts. In other words, who is getting a reaction – good or bad and what ‘stories’ are working for the audience?
Now no recruitment process should be looking directly at who your ‘audience’ both internal and external may ‘like’. However, there are ways of structuring your recruitment process so you can feel more confident you have a great understanding of new recruits personality and more importantly, how they act or react in different situations.
These factors are so hard to decide just from a 30 minute interview. Identifying the factors that give an employee the XFactor is sometimes only fully possible by seeing them in action. So why persist in auditioning your potential stars in the backroom around a table. Get them into the heart of a well designed recruitment process and you’ll reap the benefits.
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