In the context of increasing your gross margins and increasing your available time – consider these extraordinary stats:

Humans are extraordinarily well programmed in avoiding taking new action, leaving whole industries being left behind, and stuck in their dated paradigms:

Whilst this analysis is not exhaustive, let’s take the recruitment industry!

The recruitment industry paradigm is their CV centred process and weak emotional intelligence. To explain…

This paradigm fuels and leaves recruitment strategies misaligned and conclusions unsuccessful. Their emotional intelligence blind spot causes a lack of acknowledgement and intransigence. This makes candidates and customers alike so angry.

Look at some of the data… Why is the industry unsuccessful?
(data: Leadership IQ):

– 46% of newly hired employees fail within 18 months,
– only 19% achieve unequivocal success.
– only 11% fail because of their technical skills.

Why might recruitment be broken?

– poor interpersonal skills are overlooked.
– the initial search criteria is a CV based one when in reality interpersonal skills and adaptability determine success.

See below notice how the recruiters’ behaviours mirror the behaviours that caused the candidates they placed to fail:

– 26% can’t accept feedback
– 23% are unable to understand and manage emotions
– 17% lack motivation
– 15% have the wrong temperament

What thought processes indicated that there is a misaligned paradigm vs. their industry challenge?

So what does the recruitment industry say? These are some of the comments that highlight why the industry thinking is stuck. These are quotes from a “recruitment industry thought leader”. Their peers’ comments were more aggressive and less sophisticated!

Non-assertive aggression, flawed labelling and adding “meaning” – “As for the rest of the fetishized nonsense he wrote, that’s the kind of rhetoric that might be used to identify the types of people who’d be successful building their own businesses – not working for someone else”  Quote, A Recruitment thought leader.

Denial or deletion: “That post is one of the dumbest comments on hiring I’ve ever seen. “CVs are poor predictors of success in life”  “..greatness does not show up on a piece of paper” Wow, really?!?” Quote, A Recruitment thought leader.

Denial and fitting facts within one’s own mantras: “And finally, saying that “the recruitment industry has done more damage to industry than any other” is belying the fact that “industry” selects its own hiring methods and chooses which recruitment agencies to give their job vacancies to. If/when an agency recruiter behaves unprofessionally it’s because the hiring company either lets them or doesn’t care. Quote, A Recruitment thought leader.

So, what DOES determine a candidate or any employee’s success? Success is determined by the self-realised NEW actions taken when faced with challenges, (in the context of their peers and strategy). Learning or capability development comes from experiencing the new outcomes having taken these self-realised different actions.

So, what’s the problem? CVs don’t capture this dynamic?

So, how do you recognise this type of dynamic and what paradigms or mantras need challenging?

Notice how the underlying recruitment process challenge is deleted or distorted and becomes hidden?

So, the recruitment industry continues being dominated by CVs.

Education largely imparts knowledge, without a focus on taking self-realised new action. Studies show even MBAs don’t even change short-term let alone medium-term behaviours either.

This cycle needs breaking, but uncertainty causes people to revert to the familiar, such as using CVs. Whilst flawed this is comfortable because it meets our human need for certainty!

Is social media a convenient way to stop listening? The denial will drive the anger & the industry misalignment, which through more visibility on “social media” causes more polarisation. So, this stresses recruiters, which entrenches their respective positions. This makes it more attractive to gather self-reinforcing “social media groupies”.

Humans are extraordinarily well programmed to avoid taking new action and attracting groupies?

Until tech and Ai arrived it seems our inability to change has probably saved us from ourselves? Do you notice how it’s often far easier to dismiss the challenge or add meaning or create a label to undermine the credibility of the person delivering it?

Paradigms are hidden and accepted. They permeate into many industries. So, industries get stuck doing the same things even when the challenge changed decades ago.

Retail, tech, investors, recruitment, auto, aero, bankers etc all face the same sort of intransigence and paradigms that hold them back.

Tech is the anomaly because it has no legacy whatsoever yet is being fuelled by the flawed “mantra of inevitability”. This is a perfect smokescreen within the rapidly accelerating tech industry. This mantra is also the perfect cop-out to avoid resolving the 85% employee disengagement conundrum which year on year is getting worse!

Is this the toughest trap for you to resolve? From our case studies and 1-day programs, we have found that even psychologists and or HRDs are unaware of how to unravel these traps.

How can you even begin to acknowledge these destructive mantras and paradigms and how can we overcome them?

If you worked for a recruitment company how tough would it be to speak up and challenge these mantras? 

Do you welcome diversity? Dare to be original. We find that in many cases the best people in organisations are abandoned and alienated.

Political correctness is a label that normalises and feeds into the creation of these mantras: counterintuitively reducing wellbeing and making engagement far worse as well as squandering a freely available source of diversity of views and innovation.

The Tech recruitment firms contribution showed they are positively innovating to test the people dynamics using interactive tools. But they overlook the importance of evaluating how the human-human relationship and communication drives individual success, protects business value and performance.

Recruiters own psychology and or emotional intelligence is mirrored in the candidates they recruit, (as you would expect), so good for repeat business!


The program provides a simplified set of emotional intelligence tools and counterintuitive paradigms. So, delegates can become aware of their own behaviours, proactively act, reset their business models and maintain great relationships.

Healthy relationships and open communication keep people and organisations healthy.

However, flawed business models bend people out of shape so become very stressful for people with integrity. Plan b could be to marginalise those awkward people with integrity, although you create a business without the courage and drive to make things happen!

Over the next few weeks, we are running 2-hour preventative seminars to enable you to protect your business value.

Here you can experience how to proactively improve your team’s mental resilience, free up time, align business models, reduce stress and reset relationships.

If you would like to take impactful preventative actions that will achieve immediate results, drop me a note with your top 3 objectives and a convenient time.

Let’s get this sorted.

Have a great week.

My very best wishes

Founder and CEO

PS. To organise or discuss a 1-day Future Team Thinking Program to resolve these challenges feel free to drop me an email or book a 15-minute appointment with me. We will always get back to you super quick to confirm.