Welcome back. Everyone settled?
Let’s go back to the start. The point of these books is to extract the learning and apply. So, let’s try that.
- Aim big.
At some points I need to aim big. There’s only so many people and companies in one place so why not contact some big fish? What’s the worst that can happen? There’s a mental bridge that I have to cross. A metaphorical wall that needs scaled in my head in order to see the bigger picture and see the huge possible scale of the operation. I might not be getting on a plane like Knight to meet Japanese clients (yet), but it’s all relative. Some of the answers might not be the one you’re looking for right now, but when you do get a yes… the reward is ten times worth the risk.
2. It’s ok to be anxious.
It’s ok if I’m nervous about a big job. Stop trying to suppress these feelings and just go with it. Tell myself I am quite anxious about filling this role. Recruitment is all about momentum and setbacks. Every single decision made by Knight in his journey creating the sports giant is played over in his mind, tearing him apart. As you read, you feel like you’re in the room with him involved in his conversations with himself and his team. That’s another relevant point. My team are here to help. I have to use them. No-one ever comes across a dilemma and nails the answer first time. If I’m unsure about how to approach a situation, then I have to talk it over with my colleagues. After some healthy discussion and debate there is always a conclusion and decision that makes me feel more confident.
3. Keep Going.
Every day there is good news and bad news. I can’t become too emotionally attached to decisions. I’ve done all I can for that situation, I’ve gone through the process, accept it and keep going. There’s a momentum needed that is crucial to this role. Yes, there are peaks and troughs, like any job, but the key is not to dwell too much in the troughs and ride it through to the next peak. There’s a runner’s attitude that needs to be applied. If you stop at the bottom of an incline you’re never going to finish the race, are you?
4. Believe in your product.
I have to believe in what I’m selling, and that is a recruitment service that is personable, professional and processed. I know this process works because I’ve literally seen it. I’ve managed it. From the initial prospective call all the way through to the good luck message on the first day in their new job. I can sell our service with confidence to candidates and clients alike. This means that if there’s a setback, obstacle, or future looks unsure, I can double down and make the important calls, order another huge batch of metaphorical shoes.
5. Innovate or die.
How can I innovate? How can I break the mould and invent the ‘air shoe’? What does innovation look like in recruitment? We’re dealing with people, people’s lives, people’s careers. The innovation at Global Talent 2020 centres around helping and supporting the people we speak to every day. We do this by being meticulous about our communication, giving honest and specific feedback to our clients and candidates and guiding them through every step of the process. We are not answering machines or five-page applications, we are humans who can constantly adapt and empathise with our clients and candidates.
Through all these things: Believing in our service, aiming big, helping each other through some anxious decisions and innovating in recruitment will ensure we stay on the right track.
Knight, P. 2016. Shoedog, a memoir by the creator of Nike. New York. Simon and Schuster.