Not your typical accountant...
Finding the right person for a specific role could be a lot different from finding someone who is typical of those who are most successful in that kind of role.
Que?
You can build a very accurate composite profile of the behavioural traits and operational perspectives common to those who are very successful in a clearly defined role - for example, accountants. The profile is that of "highly successful accountants". You will be able to find job candidates who closely map onto that profile. If your brief is to find the person most likely to succeed as an accountant, then start with the top three matches for your accountant profile.
But...
How often is that the real brief? You are actually looking for someone who will work well within a specific culture or with the members of a specific team; or who will bring some fresh perspectives; or who has potential to grow into a more senior role; or whatever. Just throwing your most typical accountant (or sales manager or consultant or mechanic) into the role may give you a great accountant - who absolutely fails to perform in this specific appointment.
That's why I try to encourage individuals in workshops who have great track record in a particular set of career roles and yet turn out to be absolutely atypical of their peers. The fact that you are atypical for the role means that you most likely bring to each post some atypical strengths for that role - strengths which your organisation couldn't access by appointing just any old accountant / sales manager / consultant / mechanic.
When you identify those atypical strengths and understand how they play in your role, you have probably identified the USPs that mean you are "not just your typical accountant..."
Que?
You can build a very accurate composite profile of the behavioural traits and operational perspectives common to those who are very successful in a clearly defined role - for example, accountants. The profile is that of "highly successful accountants". You will be able to find job candidates who closely map onto that profile. If your brief is to find the person most likely to succeed as an accountant, then start with the top three matches for your accountant profile.
But...
How often is that the real brief? You are actually looking for someone who will work well within a specific culture or with the members of a specific team; or who will bring some fresh perspectives; or who has potential to grow into a more senior role; or whatever. Just throwing your most typical accountant (or sales manager or consultant or mechanic) into the role may give you a great accountant - who absolutely fails to perform in this specific appointment.
That's why I try to encourage individuals in workshops who have great track record in a particular set of career roles and yet turn out to be absolutely atypical of their peers. The fact that you are atypical for the role means that you most likely bring to each post some atypical strengths for that role - strengths which your organisation couldn't access by appointing just any old accountant / sales manager / consultant / mechanic.
When you identify those atypical strengths and understand how they play in your role, you have probably identified the USPs that mean you are "not just your typical accountant..."
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