A principle is an immutable truth that is the foundation to any endeavour.

Often we talk about it in terms of character, and they get confused with values.

For example are honesty, decency and integrity values or principles?

If someone were honest, decent and had integrity you might say they were a person of principle.

I think the difference is that a principle is objectively what is, while a value is subjectively to be aspired to.

So funnily enough when your company values are those three, it's those same as principles that you hire for.

But principles aren't just about character.

There are loads of famous principles that you can apply to improve your lot.

Pareto principle, where you focus on the 20% of activity that is valuable, to improve your output.

Ockham's razor, where the simplest explanation is generally the truth.

Or those that we hope don't happen such as Murphy and Peter.

If recruitment has foundational truths that can be applied in any setting, why isn't recruiting for principles the norm?

Instead, in a less transactional approach, we see recruitment for culture, or values alignment.

I often talk about recruiting for context as being more defineable and substantial, but it's not the be all and end all.

It's simply one principle.

Here are my others. Can we break them down further?

1. Assume nothing

These are off the top of my head.

I have deliberately not included candidate experience and diversity - because they aren't principles.

Instead they are the necessary consequence and byproduct of these principles.

The aim is that you should be able to apply these to any recruitment process, whether common or scarce skill, business as usual, or key hire.

And, when entrenched, they should make our work easier, and not create more work.

What have I missed?

How can these be simplified without losing meaning?

What would you add?

Regards,

Greg