Hiring & Selection
WARNING:
People Are Not Your #1 Asset
Only The Right People Are An Asset
(The Wrong People Are Still a Major Liability)
As the oft-quoted saying by Jim Collins in Good To Great goes, “Great companies start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats…”
Did you get that very important distinction? Even in a tight labor market, only the RIGHT people are an asset. The wrong people are still a serious liability.
Consider This…
- The cost of hiring a person who is a “misfit” to the job can be as high as ten times their annual salary.
- Only 25% of candidates hired turn out to be top performers.
- Over 50% of the workforce may be in jobs that are not suited for their capabilities and over 60% describe themselves as “not-engaged” or “actively disengaged.”
While there are many challenges facing organizations these days, hardly any cause as much pain and frustration as the finding and retaining of good people.
The time, money and emotion invested in the human side of any business far out weighs what is spent on the operational, technological or production side of the business.
Finding the Talent You Need
So what is an organization to do when they recognize that getting the right people on board is their number one strategic advantage?
The first step is to spell out exactly what you are looking for. Each position has an exact way it needs to be done. If the job could talk, what would it ask for?
Go beyond experience and education to the exact ways the position needs the person in the role to think, act, communicate, make decisions, be motivated, etc.
Often we hire for skill but we fire for attitude. So why not hire for the criteria that is more likely to predict success in the job? That is what the DISC Wizard’s Hiring System does – it flips traditional hiring upside down.
How It Works – The Process
Identify the Job to Benchmark
It is important to understand why the job exists, how success in the job is measured, the history of the position and how it fits the company’s strategy.
Identify Subject Matter Experts
Subject Matter Experts (SMEs) are people within the organization that have a direct connection to the job and we use their expertise to create the job benchmark.
Define the Key Accountabilities
SME’s define the position’s key accountabilities, or critical goals and key business successes the job is accountable for. The SME’s then rank the key accountabilities by importance and time requirements.
Complete the Job Assessment Individually
Based on the key accountabilities, each SME responds to the job assessment, providing their input on performance requirements of the job. We then combine the input of all SMEs to create a job benchmark that lists the job requirements in each category.
Compare Talent to the Job Benchmark
A talent assessment measuring the traits required by the job will identify the potential “fit” of an individual, allowing you to easily determine the best candidates and identify additional areas to explore in the next interview.
Discuss the Results & Implementation Strategy
Within the framework of a company’s overall selection process, more effective hiring decisions can begin immediately.
Choose the Hiring Solution that best suits your organization’s level of need
Decision Support
Understand your candidate at a deeper level by assessing their motivation, behavior and competencies before hiring. General interview questions are provided to examine any areas of concern found in the assessment.
Hiring Partner
Remove the uncertainty and hire with confidence when choosing a candidate. Our behavioral analysts work with you to define the traits required for success, uncover potential red flags and provide customized interview questions.
Hiring Solution
Elevate your hiring practices to ensure your new hire is set up for success. We actively participate in final candidate interviews and reference checks to resolve areas of concern helping you select and onboard the right candidate.
*These are additional services we recommend when hiring for management or leadership positions.
Coaching sessions will be based on the areas of development discovered in the hiring process.
