Does your new recruit have the X-Factor?

Apparently the viewing figures for X-Factor are falling - in the UK and in the US. I must be one of the few people bucking the trend in the UK because whilst I haven't really watched it in the past I have seen most of the current series so far.

I'm troubled by the process the candidates are asked to go through though. At first auditions it's entirely up to them what song they choose to sing. Those who stand out are those who sing something that is meaningful to them and suits their voice. They focus on their strengths, concentrating on what they're good at and allowing their personality and style to shine through. Those who progress are not bland. But then, during the later stages, having a weekly theme means they are forced to sing songs that they wouldn't ordinarily choose and which results in them losing some of their 'uniqueness'. The biggest recording artists in the world are those who have a style all of their own and are instantly recognisable. I don't think the judging process incentivises the candidates to be unique and unusual - it encourages being bland.

But it would perhaps be unfair to be too critical - because most of us do the same thing when we recruit people into our business. During the recruitment process we ask the applicant to highlight their skills and show how they will be useful. We congratulate ourselves on a rigorous process which finds the person who will really make a difference to our business. Then they start in the role and we expect them to 'fit' into the organisation and to adapt their skills according to what's needed in the role.

The process on X-Factor doesn't set winners up to succeed. History shows that winners of the X Factor often don't experience long term success afterwards. Do we set up new employees to succeed or to disappear after they have joined?

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