Yesterday we heard form Lynn Robinson on how to analyze your past successes and failures in recruiting and use them to inform your intuition going forward. Today, we will go over the conclusion to her talk about intuition.
by Lynn A. Robinson
There are all kinds of ways that intuition can make itself available. Once you’ve become aware of how it works for you, you’re ready to begin using your intuition in low-risk situations. You’ll find that (as with anything requiring skill) the more you practice, the better you’ll get.
When you feel you can pretty much trust the information you’re receiving, begin to use your intuition in the hiring process. Ask questions such as:
- Will this person be right for the job?
- Will he or she be a good fit for the organization and its culture?
- Will the company be best served by hiring this person over the other candidates?
- Will this job and this company be a good fit for this person?
It shouldn’t be long before you’ll be receiving congratulations for having made some great hires, not to mention sincere thanks from the people you brought on board.
So, now that you know you have a trusty advisor at your beck and call, you can stop dreading the hiring process and start looking forward to making positive changes in people’s lives and in your company’s operations. Of course, you’ll also be making positive changes in your own life as well—and all because you were smart enough to hire your intuition.
Lynn A. Robinson is an author and speaker on the topic of intuition. Through her work as an intuitive advisor, she’s helped thousands of people discover and achieve their goals and create success. Her latest book is Put Your Intuition to Work: How to Supercharge Your Inner Wisdom to Think Fast and Make Great Decisions (Career Press, July 2016.) To learn more about her books, speaking, and consulting, visit http://LynnRobinson.com.