If you’re a frequent Insight reader, you probably know that Stanford professor Carol Dweck popularized the Growth Mindset Theory.
Her research showed how some people find failure debilitating.
They feel stress when it happens and tend to avoid activities that cause it.
Others experience failure as an opportunity to learn.
They recognize it’s part of the training process, and it will equip them for future successes.
The first group has a Fixed Mindset, and the second group has a Growth Mindset.
Recruiters and hiring managers who have a Fixed Mindset are in for a rough ride.
Why? Because the recruiting process is full of obstacles, setbacks, failures, and rejections.
With the wrong mindset, it becomes difficult to pick up the phone, send another email, and avoid procrastinating.
If you’re struggling with follow-through on your recruiting tasks and time blocks, this may be the root of the problem.
Here’s the good news:
Dweck’s research suggests that a Growth Mindset is something an individual can grow and foster.
If you’d like to learn more about Growth Mindset for business applications, here is a good place to start:  HBR:  What Having a Growth Mindset Actually Means.
If you change your mindset, you’ll ultimately change your results.
