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Recruiting Right:3 Irrelevancies Every Recruiter Must Avoid

Editor’s note: We are privileged to have Seun Ajibade, president of Penexus Consulting, a Business Planning and Education Company contribute to the Jobberman Blog. More about him at the end of the article. Enjoy!

I know it is probably the first time you have seen my article on this page however this is a very crucial message from the depth of my heart at this time to recruiters in most organisation.
During one of the sessions I underwent at the Pan-African University a fellow trainee at the time asked me the question “How do you sincerely know genuine applicants and how in the world will you be able to get the best out of them?”
I did some introspection about it and came up with 3 things I considered irrelevancies that have slowed down the efficiencies of most Organisations especially SMEs in todays Job market.
There are certain things I have observed from recruiting for some of my clients and I always harp on
them in all my speaking engagements and training sessions. They constitute what I tag the 3
Irrelevancies that you should ignore in professional hire especially for start ups. Many people have made
a lot of mistakes from following them.

They are assumptions that will make you hire the wrong persons:

1.Experience in a big, successful organisation: A big organisation pedigree is not necessarily a reliable predictor of success especially in a start up. It might be good for fund raising however the question to ask is “In what way(s) did the candidate help to create the success?”

2.Educational background: You want smart people. Not necessarily “Mastered” or “Degreed” people.So as you are looking at the certification keep a tab on the hands on/on the field experience they have garnered! That is more important.

3.Experience in the same industry: Industry experience could be a double-edged sword but when you have an employee whose experience says there is only only one way computer interfaces have looked then you know you’ve bought a problem.

Most importantly, belief in what you are trying to do is as important as competence and experience. It is
often easier to teach an infected candidate how to do a Job than to teach an agnostic(or atheist) how to

Lastly,I will like to ask a very important question from you as a recruiter; In what way is the passion and
natural talents of this candidate relevant to your business and how can you harness them?

You will succeed!

Please share your thoughts in the comment section below.


About Seun Ajibade: Seun  is president of Penexus Consulting, a Business Planning and Education Company. Seun Ajibade consults and speaks professionally with Organisations and other companies like Fate Foundation, Trisat Communications, Rima Foundation,  and more.Seun has over 10 years experience in online community, social media, and business planning.Seun Ajibade is also the founder and Ceo of Linesfromafrica Foundation a foundation that opens doors for young professional African writers to hone their trade and make money through writing.

Nathan Jeffery
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