Is perception a device you can readily use?

We all know that nutritionists emphasise the importance of eating a good breakfast. But how many of us actually do it? Why not combine good nutrition for the body with excellent sustenance for the brain? Go and eat breakfast whilst learning something new.

I love breakfast meetings. The most recent one I attended was focused on Human Resources and the problems of recruitment in the current climate. It got me thinking about perception. How good are you at reading other people? How good is your company at getting your message across loud and clear?

Do you need glasses to see?

“I can see clearly now the rain has gone. I can see all obstacles in my way”. You may not know the song by Johnny Nash from the ‘70s, but Jimmy Cliff produced a version in the ‘90s.

Just how good is your vision? What is your insight like?

Perception is a tool we all require if we want our business to be successful. It’s not only so we can assess how our employees are doing, but also we need to know how our company is perceived by our clients.

When you sit on an interview panel, can you judge whether or not the candidate is the right fit for the company? Or do you base your decision entirely on their current set of skills?

I chatted to a woman in her forties returning to the work force after children. She was highly qualified, had excellent organisational skills, with a bubbly and out going personality. She said she missed out on an administrative role because her Excel skills were not up to speed, although she attended a course two years previously.

It is so important to find someone who suits your organisation, and supports the culture. Computer programmes and software packages can be learnt. Engaging someone with the maturity and perspicacity to cope is a rare find.

Another trap interviewers fall into is to talk too much. The rule should be 20% of the time the interviewer holds the floor; 80% the interviewee is given centre stage. Take the time to listen to the candidate. Try to gain a real insight to this person.

Once you have selected a successful candidate, be careful not to close the door on the unsuccessful ones. If things don’t work out, you may need to refer back to your second, or even third, choice. For this reason, and because it is best practice, make sure you couch the rejection comments in a respectful manner. Thank them for taking the time to come to the interview. Ask them if they require feedback. This is just another way that people can gain a perspective on the company, so it’s worth putting in the effort.

What other signals are you giving out as an employer? How do you brand yourself as a company? And what perceptions do your staff have of you?

If you are an optimistic ‘no worries’ sort of guy, then the vibes you give out are positive. The culture of your company is healthy. Your employees automatically ‘sell’ your branding in a positive way, without even realising it. They are happy, content at work, and cannot help but reflect this in their day to day business communication and interaction with clients.

A large corporation I work with lives by the mantra of the American poet Maya Angelou: “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

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