Game of Thrones as a role model for recruiter?
Even at personal events, which are often a bit stiff and boring, there is often one topic: the cult TV series “Game of Thrones”, whose highly anticipated last season is now being broadcast.
But Game of Thrones is more than a fantasy fairytale. The lavishly narrated story is so successful not least because of its extremely complex characters. And it offers plenty of stuff, successes and defeats, from which recruiters and recruiters can learn a lot for their daily work.
1. Offer a chance - no need (Daenary's Targaryen)
Daenerys keeps demonstrating her leadership skills by getting the best out of people. By voting for her army of ex-slaves, the "Immaculate," to join her voluntarily and not forcing her into slavery again, she gains a loyal following that believes in and trusts her with conviction.
A recruitment consultant who can substitute a need for a choice can outperform other recruiters. Those who offer a constructive, consultative and personalized solution, instead of pushing candidates and customers to decisions, will succeed the most.
2. Judging with objectivity and without prejudice (Cersei Lennister)
Flashback to season 1, when King Robert Baratheon was mortally wounded while hunting and appointed Ned Stark as protector of the empire, who would rule until Robert's "son" Joffrey reached the age of majority. Cersei, on the other hand, accused Ned of treason to bring Joffrey to the throne. The young prince was unsuitable to govern in every way, but thanks to Cersei's lack of objectivity and bias towards Ned, he became king - much to the suffering of his subjects.
Objectively, Ned would have been a better choice for the position. Even though you should pay attention to your gut feeling as a recruitment consultant, it is important to evaluate the candidates in an unbiased and objective way and to judge the ability to do a good job.
3. Focus on Employer Branding (Robert Baratheon)
The Night Watch, an 8000-year-old army that holds the wall to the north and protects the empire, once consisted of volunteers from aristocratic homes and people of extraordinary ability. The night watch had a respectable reputation, which is why many good people volunteered. However, Robert Baratheon neglected the wall and the night watch, which is why this lost its reputation. Now the night watch consists almost entirely of criminals who have escaped their punishment and some noblemen who are hiding in exile.
If you are not focused as a recruiter on building an employer brand, the quality of applicants inevitably decreases and then it does not matter how big or known the customer is. It is important to know the industry well. People want to engage with recruiters who can help them with information and expertise they do not have.
4. Find candidates with passion (Podric)
At the beginning of the series, Podric was an awkward, obviously incompetent squire. But with his devotion, loyalty, and passion, he became a trusted companion, serving a great service to two masters and even saving one of them on the battlefield.
A candidate who looks perfect on paper, but no passion for it Company shows is not the right choice. Instead, look for someone who knows when the company was founded, where the head office is, what the service or product is, and even better, how it uses and loves it. Such candidates are dedicated and enthusiastic, something you can not learn in training.
5. Give young, inexperienced candidates a chance (Lyanna Mormont)
Lyanna Mormont is probably the most powerful 10 yearling in Westeros. As Lady of Bear Island, she knows how to govern and is respected and respected by her people despite her young age. Lyanna is not afraid to break new ground, like recognizing Jon Snow as King of the North and promising him her loyalty in the fight against the White Wanderers. Surrounded by experienced soldiers and politicians, she never ignores the advice of her wise advisors.
Lady Lyanna Mormont is a great example of how generations can learn from each other. "Generation Z employees can bring new perspectives to a business and should not be underestimated despite their lesser experience. As a recruiter, you should give the new generation of professionals the power to unleash their full potential. "
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