How to Improve Your Hiring Practices…Do I See the Big Picture?
You run your own company. You’ve grown it from the ground-up, and things are going so smoothly you’re ready to expand. That should be simple enough: Do you have a knack for finding the right people to help business thrive?
“One of the reasons people do such a poor job in hiring, is that they just want to get it over with,” Matuson says. “Really take your time, do it right, and ask yourself the question, constantly, ‘is this person good enough? Is this really the right person, or am I just trying to end my misery?”
When interviewing candidates, it’s important to incorporate behavioral characteristics that you believe will be necessary for a new hire both shine in their position and mesh well with your existing office’s culture.
If you’re not sure about these temporal and experiential traits, human resources expert Jamie Resker, president of Employee Performance Solutions, suggests looking for characteristics that already exist in your thriving office.
“It’s not an exact science, but getting a fit for whether this person is going to be a good fit culturally in the office is important,” she said. “For that, you just need to tap into the best qualities your existing employees share.”
So, in addition to a summary of the position, detailed bullet points describing the job‘s main tasks and the minimum education and experience requirements, great listings incorporate behavioral characteristics. For instance, instead of a bullet point reading “10+ years experience required,” consider something along the lines of “Team player with strong leadership skills and 10 or more years of demonstrated ability to manage effectively.”
If you’re getting ready to hire somebody, you want to look at a person’s competence. Are they competent? Can they do the job required? Do they have the skills necessary to accomplish what is laid out in that job description?
Competence is very, very important.
I look at their attitude and how they think… Of their perspective of people and life. Do they enjoy life and people? How is their attitude?
Then I look at their character.
Character is essential because I’ve known people that were competent, but lacked character.
What does that mean?
It means that they can do the job but it does not mean that they will do the job, because character insists that we do it right every time. We are consistent in our behavior, and our words and actions match. I often say this about character, it’s not a qualification of just a leader.
I know people of great character but are followers, not leaders.
However, iff a leader doesn’t have character, it will disqualify him or her in becoming the leader they want and need to be.
Look at character as the essential ingredient that makes you the leader, coach, speaker, that is trustworthy.
“Integrity is the basis of trust, which is not so much an ingredient of leadership as it is a product. It is the one quality that cannot be acquired, but must be earned. It is given by coworkers and followers, and without it, the leader can’t function.”
Broken trust is not always a character issue. Sometimes it comes from a lack of competence or lack of communication. What issues erode trust most quickly and from which of these can a relationship recover more quickly?
What happens when someone’s inner circle contains untrustworthy people? How does that affect his ability to achieve? How does that affect his character? How hard is it to change the kinds of people with whom one associates? What steps can one take to create a new inner circle?
Trust is the foundation of all success!
- Managing the Leading (ictineducation.org)
- How to Write a Job Description: Using a Job Analysis as the Foundation (brighthub.com)
- Leadership Guru Warren Bennis to Speak on CEO Leadership (prnewswire.com)
- Ready, aim, hire! (marsdd.com)
- Everything you need to turn that promising new recruit into a star employee.
About Matt Sileno: Matt Sileno, the President/Founder of The Intuitive Group, Inc. is no stranger to hard work and overcoming adversity. He has taken his small Sales and Marketing Firmto new heights working directly with Fortune 100 companies across the U.S. Follow Matt Sileno on Twitter and Facebook!
About The Intuitive Group, Inc.
The Intuitive Group, Inc. is headed by CEO & Founder Matt Sileno and headquartered in Vienna, Virginia. The company specializes in direct marketingby bringing products and services directly to consumers. The company works with team members from day one to train them for the job and for the rest of their lives. The skills gained help team members excel in the company and in life. The Intuitive Group, Inc. is accredited by the Better Business Bureau (BBB), adhering to BBB Code of Business Practices dedicated to sound advertising, selling and customer service practices that enhance customer trust and confidence in business. For more information about The Intuitive Group, Inc. please visit http://www.theintuitivegroup-dc.com/.
Tags: Better Business Bureau, Business, business ethics, character, Character (arts), Characters, Communication, Competence (human resources), direct sales, Education, Employment, Fantasy, Fortune 500, Games, Human resources, intuitive group, intuitive inc, Job description, Leadership, Management, Massachusetts, On Becoming a Leader, Roleplaying, Sales, sales and marketing, School Improvement, Television, the intuitive group, Vienna Virginia, Warren Bennis
About The Intuitive Group, Inc.The Intuitive Group, Inc. is a privately owned company that performs sales, client acquisitions, and retention for Fortune 100 companies. We perform face-to-face sales and customer service with the small to mid-sized customers of our Fortune 100 clients; a proven method for winning new customers. Direct mail, telemarketing, and media advertising fail while our approach to sales achieves a success rate unheard of in other marketing strategies.
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