Hiring Good Employees
Hiring is like a game of strategy. If you don’t play this game well, with the right plan in place, you might as well be rolling dice or spinning a roulette wheel. The ball just keeps going round and round. . .
Peter Cappelli, a professor of management at the Wharton School of the University of Pennsylvania, said once that most companies are so bad at finding the right person for a job they have no idea whether their hiring process is even effective.
A study performed at Michigan State revealed that with all positions, from entry level to chairman, the typical employment interview is only a small percentage more accurate than flipping a coin.
Improving Your Hiring Strategy
OK, so most of us don’t want to trust the hiring process of talent in the organization if it is just a hair better than a coin flip, but that is what is exactly happening in many companies. For example, just because a person was a good systems analyst or building projects manager, doesn’t mean he or she understands the hiring process.
Also, just because someone invented Post-It notes or is a whiz with social media, doesn’t mean he or she has the right skills for your job opening. Yet, with today’s growth demands in the face of an increasingly tight market for skilled employees, it is hard to find a balance between getting in the hiring game quickly, regardless of strategy and developing a process that will increase your chances of hiring the right talent for the right jobs.
So how do you answer the hiring needs of an organization in a world that demands both “fast” and “right”?
Getting Your Team Prepared with a Game-Winning Hiring Strategy
Some employers have hiring schemes that are formal, while other organizations hire informally. Regardless of which approach your managers and team leaders take, they need to be trained on the following game winning strategies:
• Define what you’re looking for through the position description, job competencies and questioning strategies
• Plan the interview through sourcing, resume screening, the interview team and identifying the great reasons to work at your organization
• Conduct the interview in an appropriate climate and be able to respond to challenging interviewee questions
• Narrow the selection using a set of decision-making guidelines
• Make the final selection using a valid selection assessment based on competencies needed for success in the job
Giving your selection managers the understanding and the tools they need to hire right the first time is truly the only way to approach hiring. Otherwise, your ability for the ball to land on the winning number or to select the right people is simply hit or miss. If you are lucky you’ll win or select the right person most of the time, but what if you’re not lucky? Isn’t it better to have the right strategy and hire right the first time?
Thanks to Melodae Morris for her contributions to this article.
Build a Climate of Open Communication and Employee Engagement
Leaders are role models, trendsetters, visionaries and voices for change within their organizations. Change is everywhere, and today there is constant babble about what should be done to improve an organization. But the message is unclear. Employees often don’t know why a change is being implemented and how their jobs contribute to the intended result.
Employees want to know, “Why should I care?” They want to know from leaders what the plan is and what the outcome will be.
Most employees rarely learn the reasons for major change initiatives from the top of the organization, and they are not often asked for their input or involvement. Thus, major change becomes disruptive.
Individual DISC behavior styles and preferences have a direct impact on our interpersonal relationships at home and at the workplace. People differ from each other in fundamental ways including their values, behaviors, talents, temperaments, wants and beliefs.
We deliver our DISC training programs in several formats:
Upon successful completion of the training, you may teach and conduct workshops in your organization or use it in other applications outside of your business.
Simple Employee Motivation Tips and Techniques
The Extra Mile
United Services Automobile Association (USAA) provides blank “Thank You” note stationary to their workers for a program called The Extra Mile. Employees are encouraged to say “Thank You” to each other for the help they receive at work. The most surprising thing happened on the first day the notes were printed. They ran out! The company couldn’t keep up with the demand.
Just about everybody loves to eat, right? At Texas A&M the first Friday of each month is celebration time. Everyone brings food to share, and they celebrate birthdays for that month as well as work anniversaries.
Source: Dynamic Ideas to Reward, Energize and Motivate Your Teams
TOOLS, PRODUCTS & RESOURCES
GET FIRED UP!
Greg’s latest book, Fired Up! Leading Your Organization to Achieve Exceptional Results, is now available as an E-book and on Amazon.com.
401 Proven Ways To Retain Your Best Employees
This book is packed with loads of practical advice, tips, case studies, suggestions and examples that not only retain, but also engage and help make your people as productive as possible. Unique from other books on the market today, it provides tried and true practices that will quickly transform your place of business. The book is divided into eight sections, each focusing on a key element of employee retention.
Online Learning 2.0
Chart Your Course International is bringing you from the now generation to the next generation of online learning in order to dramatically enhance the way you deliver training in your organization.
We’re introducing Vital Online 2.0, a technology that will save your organization both time and money. Our user-friendly online campus begins with 12 programs from the Vital Learning Leadership Series™. Your participants can work at their own pace. We also offer a blended approach (classroom and online classes) that maximizes social networking tools. We can also easily create a branded portal campus especially for your organization. And, with our special introductory pricing, your savings are greater than ever.
Vital Learning’s online courses start with the 12 core programs, the Leadership Essentials, and 23 additional courses in leadership, customer service, sales and productivity. We invite you to take a few minutes to experience our free demo today.
For more information:
Important Workforce Dates
Employee Appreciation Day (March 4)
Employee recognition is a powerful motivator. This is a day set aside to remind employees of how much they are appreciated.
April Fools’ Day/Humor at Work (April 1)
Levity on the job can help build rapport, but humor should never be mean-spirited or at the expense of others.
National Employee Benefits Day (April 4)
This year’s observance will focus on benefits communications.
Administrative Professionals Week (April 24-30)
Here is an opportunity for employers to recognize and celebrate the contributions of these key front-line employer representatives.
Take Our Daughters and Sons to Work (April 28)
Employers can introduce children to the workplace of their future and encourage them to start thinking now about how their career-related dreams can be achieved.