The company is looking for Jacks of all trades to cover all the missing competencies.
So it finally comes through – the budget for a new employee. Whether it’s a replacement or a new post makes little difference. But this employee should ideally be able to cover everything. Suddenly the job description seems to be something only Superman could manage. Strategic, conceptual and analytical thinking. The ability to work in a team. Leadership quality. An operative way of tackling things. Knowledge of technology and economics, ideally also of personnel development. Young and dynamic, with 100 years of experience, but only 25 years old.
Of course, every potential candidate knows that this is the future employer’s wish list. That is why one then focuses on the famous 80:20: If you can cover 80 percent of the requirements, that is reason enough to apply. However, if the requirements are exaggerated to the extent that only an alien being would be able to fulfill them, that also casts a damning light on the company, which then does not seem to be serious.
The company would do better to think about the skills that are really important and currently missing within the company. Candidates who have these skills should then be taken a closer look at. The skills that are not represented by these candidates can mostly be covered by other employees. Of course this means that one also has to rethink the organizational structure when finding replacements. But that is no problem, as a new employee in a new role always also means something of a “reset” for the other team members, and that the team structure has to be newly set up. So one might as well take the opportunity and redesign the structure of the organization. For example, by taking into account employees who have developed further or are pursuing other life plans. The more agile the personnel structure, the closer one will be able to get to the illusory profile of Superman when using all employees together.
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