Unleashing the Power of Quantum Physics in HR with Energy Recruiting

Hello again, dear Hearthunter! 💖

Let's talk about energy recruitment today, shall we? It's what I do; it's what any recruiter can do - anyone who is willing to open their hearts and minds.

What is Energy Recruiting?

Energy recruiting is a concept that combines so-called "traditional" approaches to recruiting with energy elements or principles of quantum physics.

I, for example, focus on the fact that all people are energetic beings with the unlimited power to create and that we are "human beings" and not just "human doings", which means that companies should support individual development at all levels - both professional/career and spiritual and personal.

The concept is based on the paradigm of universal connectivity (we are all connected in a collective energy field), which means that every company is indirectly or directly already connected with the candidates they are looking for. When we look at recruitment from this perspective, the entire selection process and communication take on a completely different meaning.

What does this concept bring into practice?

Based on concrete experiences and observations, such concepts shorten selection processes, which also means significant money savings. In the long term, practices affect increased productivity and employee engagement in teams because they feel more psychologically safe to act in their most authentic form, which is the desire and purpose of every individual in or outside of the workplace.

Can companies influence the energy they emit to attract the best candidates?

Yes, definitely. We can all feel a lot - which is most often not visible to the eyes. Since offering free career consultations and running a private Facebook group (with more than 1.700 members) for connecting so-called "heart-centred employers" and potential candidates (that are looking career opportunities which are aligned with their heart values), I have gained valuable information about what is happening in some Slovenian companies and how people really feel (I'm sure we can find similar trends in EVERY country around the world).

If team leaders or company owners knew what kind of energy 'imprint' (especially negative) they are leaving in the collective field and how many people feel it, they would be seriously concerned. Everything an individual emits - thoughts, emotions, behaviour patterns - is reflected back.

If a company emits positive energy, it will attract people with a "similar vibration", and together, they can achieve goals much faster. People are motivated to work when they feel safe and trusted, not when they are afraid. That is a fact.

What is the first step when a company starts using energy recruiting?

First, it is necessary to present different perspectives on the challenges they face in the company. They most often recognize only one or, at most, two perspectives. But there are many more. I usually help them to expand this awareness. Once we align in understanding the situation and possible solutions, the most fun part follows - exchanging "user manuals" or expectations and defining clear goals.

It is also necessary to emphasize that everyone is responsible for their thoughts, emotions, and actions. At the energy level, especially in recruiting/leadership, this can have a decisive influence on the course of the process.

Next steps:

• Assessment of the company's current state in terms of communication, collaboration, leadership, and organizational culture is crucial for determining where and how energy recruiting can bring the most benefits.

• Development and adaptation of an energy recruiting strategy that fits the unique needs and goals of the company.

• Training leaders and employees on the basics of energy recruiting, how to apply it in daily practice, and what to expect from the process.

• In practice: preparing a manifesto, authentic job advertisements, defining the persona/desired candidate, identifying "job whisperers" in the company (people who work in certain positions, enjoy it, and want to share their passion), identifying and reviewing organizational values, conducting an "energy fit" pre-screening call, preparing questions for the job interview, etc. Interestingly, anyone who understands at least the basics of the above-mentioned concepts can do energy recruiting.

How does a candidate know if they are energetically connected with a company?

A very good indicator is that the candidate is not positioned in a "subordanite" position at the interview (regardless of the job position and the outcome of the conversation) and that they can identify with the company's values, which should also be the values of the management.

When is this energy connection felt?

Based on my experience, it is already during the first "energy fit" call where the "transfer" of energy from the job advertisement continues. The purpose of the call is to empower the candidates with information about the company and get to know them outside of professional frameworks - who they are as human beings rather than just as experts. Such conversations are a complete victory and excellent preparation for the job interview, where the actual job position and professional tasks are discussed.

What would the recruitment process look like based on energy recruiting?

In my ideal vision, HR professionals with a higher level of self-awareness lead recruitment processes and understand that candidates cannot be judged solely based on their past work experiences. Of course, experience and professional knowledge are important, but even more important are inner motivation, purpose, and personal and professional goals of individuals.

In my vision, job ads genuinely reflect the company's culture and values and are not "energy-empty" open calls to modern slavery or a golden cage. In this way, both parties, candidates and companies, would have the opportunity to save much time and consequently money. Selection processes would be short but effective because there is little room for manipulation at a deeper level of relationships.

Before starting cooperation, there would be an awareness of clear expectations on both sides:

• what the employee gets and what added value (to the company) is expected from individual

• what the company gets and what an employee expects from the company - in terms of life quality.

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So, that's it...today you got another glimpse into my perspective on recruitment.

Would you like to know more? 🙂

DM me, and I'll be happy to talk.

Ok, let's finish this as usual.

I hope you have (again) learned something new about me, yourself and the people around you. Don't worry if what I wrote does not resonate with you.

That only means your truth is different. I still love you anyway!

Until next time…in heart💖 space, where else!😉

Keep on shining!💥☀️

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I'm Anja Žibert, HR Disruptor With Higher Purpose, HeartMath® Activating The Heart Of Teams™ Certified Trainer. But you can also call me Multi-dimensional Hearthunter - because I'm always "on the lookout" for heart energies, especially in the business world.

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P.S. All information above is part of an interview originally conducted in the Slovenian language (after I was a speaker at their HR event) by Intera and Mihaela Preskar. 💖

If you have any speaking gigs...I'm up for that too...I love sharing my energy with crowds (virtual or live). You can see below that's my jam as well.😉