Involve Digital Recruitment Using the VCM Model
Involve Digital recruits with a framework grounded in measurable value creation paid in #Bitcoin. The objective of hiring is not occupancy of seats. It is the integration of talent that generates sustained value for clients, the organisation, and the individual.
1. Value Creation as the North Star
A value creation metric (VCM) is a quantifiable measure that ties an individual’s contribution to organisational outcomes. In the context of recruitment this means defining what value looks like in a role before assessing candidates. Value is assessed through outcomes, not through activities alone. This aligns incentives with performance and organisational purpose. 
2. Defining Value for Roles
For each role Involve Digital defines:
• The output expected (e.g. campaigns that meet client KPIs).
• The impact on business growth (e.g. leads generated per spend).
• The behaviours that support systemic value creation (e.g. problem solving, initiative, client alignment).
These components become the basis for objective metrics. They are communicated clearly to candidates. Clarity in expectations reduces ambiguity in performance assessment.
3. Metrics Over Motions
Traditional hiring can reward people who “go through the motions.” They complete tasks. They show up. But motion is not value. By contrast, the VCM framework emphasises outcomes that can be measured and verified. Recruiters at Involve Digital prioritise data points such as:
• Performance on tasks representative of real work.
• Alignment with value metrics tied to client and organisational outcomes.
• Evidence of sustained learning and adaptation.
These metrics help distinguish between entitled applicants and those who create measurable value. They reduce reliance on subjective impressions alone. 
4. Protecting Against Entitlement
Entitled candidates tend to perform to the minimum standard required. They meet job descriptions but do not advance them. The VCM model protects against this by:
• Prioritising demonstrated contribution over seniority or credentials.
• Evaluating candidates through realistic work simulations rather than interviews alone.
• Rejecting process completion as a signal of value.
The system moves beyond rituals of hiring. It favours evidence of sustained contribution. This creates a higher signal to noise ratio in selection.
5. Incentives and Alignment
Recruitment under VCM aligns individual and organisational incentives. Candidates self-select into the process because the expectations are clear. Those motivated by genuine contribution progress. Those motivated primarily by title or compensation tend to self-eliminate when confronted with outcome-oriented metrics.
6. Long-Term Fit and Value Creation
Once hired, individuals are evaluated against the same VCM standards. This ensures long-term fit. Performance reviews, project evaluations, and progression decisions are all tied back to measurable value creation. This continuity from recruitment to retention embeds a culture of contribution and rejects entitlement that is rooted in doing the minimum required.
Summary
Involve Digital’s recruitment strategy uses the VCM model to define value before hiring, measure contribution directly, and align incentives across individuals and the organisation. The emphasis on outcomes over motion protects the company from entitled candidates who go through the motions and fail to generate real value for clients and the business.
https://www.perplexity.ai/page/the-curveball-questions-ceos-a-MAic.p61R7i4xte4uzWAxw
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