This is the second in a series of articles that will help employers better identify the candidates who are superior. What makes a candidate “superior”? Answer – living a life based on principles such as being responsible, committed, authentic, in-service, and in collaborative agreement. Besides being a benefit to employers, a candidate can benefit by assessing their understanding and application of these principles in their life. Let’s see how you, as the employer or candidate, “measure up” to understanding and applying the principle of commitment.
Commitment Creates Reality
When you commit, reality begins to collaborate and events, circumstances, people and material assistance align with your commitment. In other words, the force and power of a commitment sets in motion alignment with resources to support you in fulfilling your commitment. When there is a full-out commitment made, there is focus, determination, a willingness to do what it takes. Other people notice and are attracted to a fully committed person. A commitments’ corresponding strong desire generates forces that support bringing into reality the objective of the commitment.
So, instead of waiting for things and forces to appear before you commit, commit now and watch how forces and support begin to materialize consistent with your commitment. Commitment goes beyond waiting to see how things turn out to determine if you are committed.
Commitment is…
- Commitment is jumping in without yet knowing all the facts, figures, statistics, trends, and circumstances.
- Commitment is a stand you take by giving your word.
- It is a bold act.
- You commit because you say so.
- You commit because you are willing to take a stand for a vision, a result, a cause, or a principle.
- You commit because you know that the result you create will contribute in a big way.
To commit, without knowing everything required to fulfill a commitment, requires trusting in yourself and others and trusting the power of commitment to manifest results through commitment. Look for candidates who are willing to commit to a task or project without having to have all the facts, details, and a full understanding of what it will take to complete. People, who cannot commit, should not expect successful partnerships in business or personal life.
Excuses and “Half-Hearted” Efforts
Without 100% commitment there is hesitancy, the chance to draw back, to explain or justify or rationalize why one did not or cannot do something. A lack of commitment is equivalent to allowing for a back door and usually the back door is used. When people commit, rather than be half-hearted, there is no thought of a back door. Then, people will figure out how to make things work, instead of bailing out with excuses and a well-crafted explanation and story about how it was impossible to keep their word. Do whatever it takes to fulfill your commitment, your word. Your word is you and your reputation. This is what you want in yourself and superior candidates.
Do you or the candidate demonstrate this understanding and application of “being committed” in life? If a candidate is “committed,” they are likely to persevere and do what it takes to complete tasks and projects. Half-hearted efforts won’t get the job done. Excuses won’t serve you or your organization to be successful. If you were starting a business, would you partner with a half-hearted person?
Watch Out for the Half-hearted
During interviews, find out if and when candidates have demonstrated high levels of commitment. Candidates demonstrate commitment when they talk about decisions they made and carried out, in spite of obstacles and challenges. They will talk about how they had to innovate or be creative so as to overcome challenges and still complete tasks and projects, instead of how the circumstances prevented them from being successful. So, listen carefully for candidate commitment. Keeping their word is a reflection of superior candidates. Let someone else hire the half-hearted.
The next blog article will continue with discussing principle-based living. We will continue to explore the other principles that support being a superior candidate. Next, we discuss the principle of authenticity and how it’s a powerful indicator of superior candidates.
