{"id":99,"date":"2017-09-14T14:13:02","date_gmt":"2017-09-14T14:13:02","guid":{"rendered":"https:\/\/dixon-appointments.ap.applyflow.com\/employers-recruit-news-recruiting-for-innovation\/"},"modified":"2024-12-12T19:02:27","modified_gmt":"2024-12-12T19:02:27","slug":"recruiting-for-innovation","status":"publish","type":"page","link":"https:\/\/www.dixonappointments.com.au\/employers\/recruit-news\/recruiting-for-innovation\/","title":{"rendered":"Recruiting for innovation"},"content":{"rendered":"

\n\tRecruiting for innovation<\/h1>\n

\n\tby Adele Taylor<\/em>
\n\t <\/h3>\n

\n\t\"\"In today’s economy, innovation is one of the most important factors for an organisation’s success.  In fact, it is one thing CEOs are very focused on right now.<\/p>\n

\n\tHaving innovation during times of economic difficulty, especially when competitors may struggle to stay relevant, can mean the difference between significant growth and gain in market share, or cutbacks.<\/div>\n
\n\t <\/div>\n
\n\tSo, if you want your organisation to be more innovative, you need to invest in the right people.<\/div>\n

\n\tFinding innovators takes more work<\/h2>\n
\n\tIdentifying and attracting innovators does take extra work.  But the reward, when you do find them, is that they will end up being some of your most valuable employees.<\/div>\n
\n\tInnovators tend to have high energy, a unique way of approaching problems and the uncanny ability to produce an abundance of ideas.<\/div>\n
\n\tInnovators question authority and assumptions.  They do things differently.  They think differently.  They are able to connect ideas in strange and unexpected ways that are unexpected and very valuable to the company.<\/div>\n

\n\tAnd there can be drawbacks<\/h2>\n
\n\tAlthough innovators are most often associated with positive characteristics, they can be idealistic, nonconforming, and confrontational, which may predispose them to butting heads with their manager.<\/div>\n
\n\tGood managers are not necessarily naturally innovative and innovators aren’t typically good managers, which is why they need each other!<\/div>\n
\n\tAlso, working with innovators often slows things down when questions are asked that generate a lot of discussion.  Research shows that a team of people that are diverse in some way take longer to arrive at a conclusion than a team that is ‘homogenous’.  But the end result is much better because of all the different ideas and ways of seeing things that are discussed.<\/div>\n

\n\tFocus on the factors for success<\/h2>\n
\n\tSome people believe that what made a company successful up to this point will continue to make it successful in the future.  However, sticking with the status quo may have been fine previously, but in today’s business environment, it is no longer a good excuse.<\/div>\n
\n\tTo change quickly in today’s business world, you need to hire innovators — and innovators, by definition, question the status quo.<\/div>\n
\n

\n\t\tDefine an innovator<\/h2>\n

\tWhat constitutes an innovative personality?  Psychologists from Hogan Assessments compared 360 feedback data with personality data.  Peers, direct managers, and clients were more likely to identify an individual who had the following characteristics as innovative:<\/p><\/div>\n