Trust the Process

Dynasties and championship-caliber teams are built on the backbone and foundation of hard work and dedication because there are absolutely no shortcuts if people truly want to ascend their own limitations, break the barriers that are hindering them from moving forward, and transcend normalcy towards the pinnacle of success. In the same light, impeccable academic pedigree renowned worldwide cannot be attained in a single day therefore it is imperative for UPLB to attract and recruit the best and the brightest, carefully select the cream of the crop, and appoint worthy personnel in key positions and vantage points to make sure that the University upholds the golden standard of honor and excellence. 

This critical and at the same time delicate task falls squarely on the shoulders of the Recruitment, Selection, and Appointment arm of the University because it must be vigilant and discerning in its resolve to attract multi-generational talents with unique and diverse skill sets that will usher in a future proofed academe ready to soar to even greater and unprecedented heights. 

Therefore, it is important for the University to remain stalwart and unwavering as it sustains its comprehensive vision of creating the best onboarding experience that is inclusive, encompassing, and holistic in approach to ensure that the people they bring into the fold are indeed the best choices for the respective positions that need to be filled. It goes without saying that this vision must be incorruptible and not clouded by preconceived notions and personal preferences that tend to be subjective as evaluators remain disinterested, impartial, fair and just when it comes to shortlisting candidates and ultimately making the right decision. 

And There’s The Rub

And therein lies the rub because the perfect employee is not hired from the get-go but rather guided, coached, mentored, and molded by competent leaders and supervisors each and every day to reach the peak of their potentials as they turn their weakness into strengths, sharpen their skills and talents, shed bad habits as well as break the chains of their own limitations. 

With that said, aside from taking into close consideration the striking differences and intricate nuances between the various generations (Traditionalists, Baby Boomers, Generation X, Millennials and Generation Z) to help identify their strengths, motivators, emotional drivers and expectations, employment assessors should seriously consider looking for the so-called perennial employees. Perennials are described as an ever-adapting group of people from all walks of life, all stripes and types, who transcend stereotypes and make lasting, healthy and sustainable connections with one another and other folks around them. They are a well-represented group of people of all ages who continue to push towards self-improvement, always relevant and competent, and stubbornly refusing to be defined and judged based on their generation. 

Perfectly Balanced, As All Things Should Be

By this definition itself, the strength in diversity offered by perennial employees should be sought after and hard targeted by the evaluators, psychometricians and other assessors of job applications because they offer the best of both worlds so to speak. They have the old school sensibility to stick to traditions that work, embracing the grit and grind, and acknowledging the value of a hard day’s honest work. At the same time, they are adept, comfortable and not averse to using new tools, applications and computer programs because they are eternal students who want to continuously improve and learn instead of resisting the opportunity to add new skills to their arsenal. 

These employees are loyal and dependable but they also embrace, advocate and accept change when needed instead of stubbornly sticking to archaic customs and their own comfort zones that are outdated and ineffective. They are cooperative team players who are also independent enough to work on their own, they do not fix that which is not broken but they also do not shy away from challenges, and they are openly critical when they identify a problem especially when it concerns themselves. They are their own harshest critic and in a certain light, isn’t that the best kind? 

In conclusion, the human resources management authority of  different agencies have the golden opportunity to streamline and customize their processes to apply consumer marketing insights and techniques as well as data analytics to design optimized recruitment, selection and workforce management practices based on a deeper understanding of individual behaviors, principles, values, and attitudes of multi-generational employees based on their unique demographics, motivators and generational predispositions. With this crystal clear vision employed by the recruitment, selection, and appointment section of HRDO, the future of UPLB is indeed in great and capable hands without a shadow of a doubt. 

Christian Jonah P. Mizal