Creativity

The capacity to propose creative, novel, and useful solutions to problems is essential in most facets of Talent Acquisition. This creativity can promote efficiency as well as inspire colleagues, customers, and other stakeholders. And, when individuals perceive their work as creative—and not as merely a set of routines—they feel their role is meaningful and important, enhancing their motivation and enthusiasm.

Creativity

Level 1:

  • Finds areas for improvement for their own role and uses experience or external ideas to generate solutions.
Level 2
  • Finds problems for the wider team or business unit and creates potential solutions.

  • Pulls together ideas, issues, and observations into a clear and useful presentation.

  • Observes discrepancies, trends and interrelationships in data or situations. Sees similarities between current situations and things that have happened before.

Level 3

  • Develops the ideas of others and combines ideas into multi-layered solutions.
  • Creates compelling stories of change to bring others along the journey with them.
  • Demonstrates the ROI/Impact of ideas on the business and wide market.

Ambiguity

In the field of Talent Acquisition, you must reach suitable decisions, even when the choices are ambiguous, uncertain, and contradictory, while you maintain your composure and confidence. This capacity not only improves your performance but also enhances your resilience in challenging circumstances.

Ambiguity

Level 1:

  • Copes with change and shifts gears when necessary.

  • Suggests a plan of action without having the total picture and can tolerate some risk and uncertainty.

Level 2
  • Anticipates impact of change; plans how to shift gears.

  • Handles risk and uncertainty comfortably.

  • Decides and acts without having the total picture.

Level 3

  • Anticipates impact of change and directs self and others in smoothly shifting gears.

  • Rises to the challenge, accepting risk and uncertainty as normal.

  • Uses ingenuity in dealing with ambiguous situations, and guides others to cope effectively.

Agility

To thrive in Talent Acquisition, you often need to work on many projects and tasks as well as satisfy many stakeholders—from candidates to hiring managers— concurrently. Agility, or the capacity to shift your plans and approaches when necessary, increases your capacity to operate efficiently and fulfill the needs of these stakeholders. And, when people apply an approach they seldom use, such as if they reach a decision more rapidly than usual, their solutions tend to be more creative

Agility

Level 1:

  • Changes when needed.

  • Adapts easily to a new work environment with different rules.

  • Continues working effectively when tasks suddenly change.

  • Alters ideas and feelings based upon this understanding.

  • Demonstrates a willingness to learn latest information.

Level 2
  • Proactively looks for and learns good ideas.

  • Works with a range of situations and people and adapts to change in the direction of the desired strategy.

  • Develops professional relationships with colleagues and customers with diverse personalities and/or backgrounds.

  • Adapts plans and schemes easily when needed.

Level 3

  • Models effective change.
  • Supplies guidance and feedback to others as they learn and adapt.
  • Adopts the rules and attitude belonging to a new position, both within and outside the organisation.
  • Respects differing cultures and adopts the right values without losing a sense of identity.
  • Adjusts own view and aims to achieve a shared goal.
  • Proactively seeks change to avoid stagnation.

Empathy

Empathy, or the capacity to understand the feelings and perspectives of other people, helps you decipher and accommodate the needs of stakeholders, such as hiring managers. If you are empathic, stakeholders are more inclined to trust your work, value your opinion, and seek your assistance in the future.

Empathy

Level 1:

  • Looks to understand and confirm candidates, hiring managers & executives' stakeholders’ perspectives.

  • Finds situations where empathy is lacking and supplies feedback or suggestions.

Level 2
  • Demonstrates empathy in leading a team or in complex or demanding situations.

Level 3

  • Instils and champions empathy in the team and or the organisation
  • Measures and benchmarks empathy as part of the service offering
  • Trains the team on improving empathy.

Curiosity

If you demonstrate curiosity, you tend to explore advances in the field, learn about recent insights, and embrace unfamiliar experiences. Consequently, hiring managers and other stakeholders perceive you as more informed, astute, and innovative. And indeed, if you experience curiosity, you are more likely to perceive stressful circumstances as a challenge and thus will often thrive during testing times

Curiosity

Level 1:

  • Genuinely interested in others and asks non-judgemental questions to increase understanding.

Level 2
  • Uses questions as a strategic tool to coach others to deepen awareness and gain improvements or advancements.

Level 3

  • Takes a keen interest in how the organisation operates within the industry and the subtleties involved in making the business works. Tries to understand all the processes.