December 1, 2017
Most high flyers are not best equipped to cope when things go wrong. We need to recruit for resilience alongside talent, IQ and Emotional Intelligence if our leaders and employees are to thrive in an increasingly Volatile, Uncertain, Complex and Ambiguous (VUCA) world.
Most companies recruit based on talent and experience without measuring individuals’ levels of resilience. But a study by US-based Westpoint Naval College on the dropout from 1000 top applicants found that its endurance test success rate had no correlation with the most talented recruits. The high flyers, always used to doing well, cracked under more serious pressure as they’d never been truly challenged before and had little or no resilience. It is those who persevere under difficult and arduous circumstances that differentiates the resilient individual, and those who can be counted on during constant change or when times are tough. I first became interested in the concept of resilience 20 years ago, when I was asked to identify why there was such a high drop-out rate from modern apprenticeship schemes. My investigations led me to discuss this with a wide range of people including; employers, trainers, parents and the young apprentices themselves.
Writing in HR Director, our Chief Psychologist Jo Maddocks, explains the importance of recruiting for resilience.