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philofridayI remember an anecdote: I was in the open space when a sales representative had just signed a big deal. All the team were told about it by mail when a young new colleague piped up: ‘You’re so Lucky!’ The salesman’s mood darkened. No, in this deal nothing had been left to chance. More than 6 months work had gone into getting the client’s signature and his achievement was due to patience and determination.

The word chance comes from the Latin cadere – to fall.  By extension, this verb means the way the dice fall – thus randomly, by chance. The semantic origin of the word ‘chance’ gives it a sense of something uncontrollable and immeasurable. So, chance and lucky chances have no place in the achievement of professional objectives. Only work, organisation and vision lead to success. It is only once everything has been taken into consideration and put into place that chance has its part to play.

Be careful though, this doesn’t mean knocking people who are lucky. At the end of the day, someone who achieves an objective through good luck will be praised more than someone who has worked hard and failed to do so. This seems obvious, except it must be remembered that this only works in the short run. During a recruitment, it is indispensible to find out enough about the candidate to know how he or she works; does he or she bet everything on talent and luck or rely on hard work?  In order to choose the good personality, it is necessary to identify precisely your needs. To do this difference parameters must be evaluated:

  • What is the job and which team will the candidate join? A bad recruitment can destroy the motivation of a group and the synergy of a team.
  • Do you need creativity or reliability? If you are looking for a fresh perspective and out of the box thinking, with a view to reinvigorating your company, you don’t aim for the same sort of profile as when you are looking to build a team in a complicated context.
  • How much time do you have? Do you need someone who will be immediately operational or will the candidate have the time to settle into his or her new position?

These are just a few of the questions you must ask yourself before even starting to draft the job description or posting the vacancy. A recruiter, too, cannot just count on lucky chances. So, to ensure the greatest efficiency, it is above all necessary to define the needs of your company in detail. Morgan Philips Group offers various services to meet your recruiting needs. From executive search to supplying temps to interim management, our consultants will help you to define your precise needs and then recommend the most relevant practice group.


Charles-Henri Dumon, CEO & Founder of Morgan Philips Group @CHDumonMorgan

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