You, like many other leaders, spend most of your day in meetings, pursuing work goals, problem solving. All of these functions are important. So you might find yourself ill-prepared for another key responsibility of an effective organization: selection of new staff, whether adminstrative or managerial. Not only is hiring new staff important, it is tough.
“The toughest decisions in organizations are people decisions—hiring, firing, promotions, etc. These are the decisions that receive the least attention and are the hardest to “unmake”. (Peter Drucker, The Effective Executive)
When you understand what it takes to effectively hire the person that fits the open job, you will understand that it takes more than “gut feeling” or quick decisions.
Hiring the wrong person costs the organization much more than most managers think. Organizations have found that is costs from 35 to 100% of an employee’s salary in direct and indirect costs. (Richard Deems, Interviewing,: More Than a Gut Feeling)
Although understanding the costs of poor decisions is important, a grasp of the benefits of good selection decisions... should provide the best motivation.... (Pat MacMillan, Hiring Excellence)
So the success of your business or organization will be ultimately determined by the individuals you hire.
Dr. Harder’s guidance throughout the selection process was invaluable and allowed us to select the best possible candidate for our position. His interview training provided us with the tools which will assist us in the future to make the right hiring decisions, decisions based on facts rather than only on a hunch.
Karl A. Berg, Jr.
Mulliken Weiner Karsh Berg & Jolivet, P.C.
Colorado Springs, Colorado
The training and coaching will be based on two disciplines: talent management and behavioral interviewing.
What is Talent Management? It is understanding the basic human inclinations required by effective people for the specific position; the way they think, relate and approach life.
What is Behavioral Interviewing? It is using past behavior to predict future behavior in the new position.
Of course using both of these disciplines require that you do your home work in identifying the critical abilities for the new position so they you can focus on finding the candidate that is the best fit for the job. For example, a woman returning to the workforce can demonstrate the key behaviors as a mom, volunteer, etc. First time college graduate can do the same with their college life. But it takes understanding and discipline to effectively hire the right individual.
You will follow a four-stage process in hiring the person who has the skills and talents to be an excellent fit for an open position.
1. Recruitment
2. Screening
3. Selection
4. Hiring
Each stage will use the disciplines of Talent Management and Behavioral Interviewing to increase the ability to fit the needs of the position with the capabilities and skills of the candidates. Additional orientation training is available to help you effectively integrate the new employee during the critical first few weeks.
Call or email Dr. Harder right now to find out how you can set up a selection coaching process for the selection of new staff.
Together you will identify your needs. Based on that conversation, you will develop a coaching strategy that includes selection training as well a coaching through the four stage process.
Identify key individuals who will be the lead managers for each hire.
Set up a coaching process for lead managers to develop a recruitment, screening and selection strategy unique for each hire.
Set up selection interviews and training for interviewers.
Develop orientation process.
Evaluate candidates based on selection
Complete hiring process.
Implement orientation process.