Before the pandemic, for those of us taking part in the “in-person” world, we knew how to conduct practical interviews, but did we know how to conduct agile interviews?   We continue to hear of organizations claiming to be “agile organizations” yet continuing to roll out an antiquated hiring plan.  

Now that many of us have joined the virtual world, we need to figure out ways of standing out as an organization that talented agile people with an agile mindset will want to join.  How do we do this?  Well, there are a few things Human Resources teams can do to stand out as they embrace business agility.

Consider making a promotional video about the company.  There are a few ways to do this, but before you land on which way, it’s important to know who you are hiring for; what is your people strategy?  You’ll want to know some things about the person you want working with your organization; employee personas can help with this task.  Employee empathy maps are also key as they consider the current environment and culture.  Standard employee empathy maps often ask that the following categories of information (including their sub-questions) be identified. In essence, an employee empathy map can help you prepare agile ways of maturing employee engagement.

  • What an employee thinks and feels

  • What do employees see (observations)

  • What do employees say (speaking)

  • Who do employees hear (listening)

  • What do employees do (behaviors)

Once you’ve decided on what type of talent you want to solicit, there are many ways to create a winning video that can draw the viewer in but a winning video is also culture dependent.

Video chat services, like Zoom, can be used to stage and record a mock interview, which can be uploaded  for potential employees to view.  

Another way is to use a canned video service where you can select images and scenes that convey a sense of your company’s agile culture; be sure to make the video available on varying professional networking sites.  

If your completed employee empathy map does not produce positive results and cause you to joyfully exclaim how happy you are to work in this organization, your organization may have some culture work to do.  If that is the case, this isn’t bad news; it’s wonderful that you’ve identified it.  Now you can make a plan to fix it.  However, if you do find yourself truly, joyfully extolling the blessing of being employed where you are, you will have a rich offering for future employees.  

These are just two of the things you’ll learn, but in much more detail, in Tandem’s ICAgile class for Human Resources. 

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Tandem’s ICP-AHR certification will teach you: 

  • The Agile Transformation
  • Being an Agile Organization
  • People Development
  • Performance Management
  • Modifying Your Onboarding Experience
  • Business Agility
  • Structural Aspects
  • Value Stream Mapping for all facets of your organization
  • Intrinsic Motivation
  • Compensation and Benefits
  • Candidate Experience versus Candidate Fit 

The above is not an exhaustive list and only some of what you will be taught by coaches who have used these techniques in real-world environments. Tandem’s ICP-AHR course is structured to meet all learning styles, even in a virtual world! 

How will you learn how to hire?

Human Resources team members, organizational development consultants, hiring managers, agile coaches, even leadership, will benefit from Tandem’s ICP-AHR course. Keep an eye on Tandem’s Blog Page for our next article: Traditional versus Mosaic – Help your Employees Compose a More Engaging Career Path.