Employee Recruitment Top Ten Ways to Get the Best Result
Employee Recruitment Top Ten Ways to Get the Best Result
Starting off well, is by far the quickest and simplest method of having the right employees in the right places. So here are a ten steps to getting it right...
1. Be Clear on What You Want
Having a vision for what you want from your organisation, business or team is vital in the first instance. Then you can get really clear on who you are looking for, what they will bring to complement existing team members and how they will be a step (or two!) above the people you've already got.
2. View Existing Employees Objectively
Whilst you may have befriended some of your existing people (well, it's nice to be liked, isn't it!), built great rapport and made some progress in developing them, don't be tempted to go easy on candidates from your existing pool. If you want to make giant leaps, you have to do it firmly and very, very honestly. This is no time for getting soft. Internal promotion of the wrong people is the biggest reason for businesses underperforming - and the biggest reason for discord.
3. Be Clear on What's Not Happening
With the vision you have and the people you've already got - check with yourself - what's not working right and who am I looking for to make that happen? What experiences will they have? How will they behave? What key questions do I need to hear answers for? What will they bring that will be different and much, much better than I have already?
4. Dump Your Assumptions
When interacting, and even interviewing, keep objective. You have to be really strict here with yourself (in fact you are probably the biggest problem you have, but that's another piece altogether). Be factual and dump any prejudices you have. In fact you might not even realise you have preferences, but you have. Now is the time to recognise absolutely what the role needs, not you personally. Though you might also defer to 11 (yep, there's an 11!), below.
5. Concentrate on 'I'
Make sure that when you are hearing answers from your potential recruit, that they tell you all about them. Keeping them to 'I' answers is far more revealing than 'we' or 'they' or 'us'. It is in your interest to dig at this and ask them precisely how they were involved themselves. Then you start to find some of the real truth. This enables better judgements and consequent decisions.
6. Be Supportive at Interview
Yet you want to get the best from them. Take time to put them at their ease through a few general questions to get them talking. You are not there to catch them out - you want success for you in recruiting well and for them to show you truly what they've got to offer. This is your job, not theirs. So often interviewers get this the wrong way round.
7. Listen Hard & Question Deeper
At interview, most of your time will be listening closely to what they are saying. If, in an interview situation, you catch yourself saying more than them, you have the balance way wrong - it needs to be you 30% max and them at least 70%. And when you listen, listen out for the things they say and notice where there is a moment you would want to know more. This comes up several times in a response. All you need to do is note these and pick a few in relation to the role offered - and ask a little more! 'You mentioned x, tell me a little more about that...'
8. Pick for Difference
It's easiest to pick people like you. You gel better with people you like and you tend to like people, like yourself! Yet sometimes it is a wonderful asset to have someone who grates a bit! Someone who has a different philosophy. Someone who is not afraid of you or to challenge and question back. Sometimes, challenging for you though it may be, it is a risk worth taking. And a very valuable asset.
9. Keep on the Lookout
By developing great ways of building rapport with people, you create intelligence networks in your own workplace, that frequently serve to provide solutions close to home - often from unexpected sources. Sometimes, if your natural state is to relate well with others, you'll spot people outside your own business who will fit exactly what you need. Make the best of this - it is a huge asset and you will build your 'perfect team' quicker and more efficiently.
10. See Them in Action
Where you can, work out a way of assessing them in action if possible. Use your eyes and ears to absorb how they perform in an experiential situation. Get clear what you need to know and let them do their thing. In a work experience it's hard to fudge, so you get to see more
11. (A freebie!) Go With Your Gut (a bit!)
Despite all the myriad of psychometrics, experiential based assessments, handwriting and facial analysis etc. that you employ, remember that sometimes you have an instinct worth listening to. Don't be frightened to go with it sometimes. It generally pays off more times than not and is a risk, through experience, which is worth taking.
It takes a lot of effort to get the right people. It takes a whole lot more energy (and focus and bitterness sometimes), to manage poor performers; square pegs recruited for round holes. Taking time, when you have the opportunity, to start from scratch is an opportunity not to be wasted.
Martin Haworth is a business and management coach and trainer, working with a range of clients from corporates to individuals worldwide. www.MartinHaworth.com
Employee Recruitment Top Ten Ways to Get the Best Result - To learn more about this author, visit Martin Haworth's Website.
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Recruiting the best people into your organisation is the easiest way to get the best performance.
Starting off well, is by far the quickest and simplest method of having the right employees in the right places. So here are a ten steps to getting it right...
1. Be Clear on What You Want
Having a vision for what you want from your organisation, business or team is vital in the first instance. Then you can get really clear on who you are looking for, what they will bring to complement existing team members and how they will be a step (or two!) above the people you've already got.
2. View Existing Employees Objectively
Whilst you may have befriended some of your existing people (well, it's nice to be liked, isn't it!), built great rapport and made some progress in developing them, don't be tempted to go easy on candidates from your existing pool. If you want to make giant leaps, you have to do it firmly and very, very honestly. This is no time for getting soft. Internal promotion of the wrong people is the biggest reason for businesses underperforming - and the biggest reason for discord.
3. Be Clear on What's Not Happening
With the vision you have and the people you've already got - check with yourself - what's not working right and who am I looking for to make that happen? What experiences will they have? How will they behave? What key questions do I need to hear answers for? What will they bring that will be different and much, much better than I have already?
4. Dump Your Assumptions
When interacting, and even interviewing, keep objective. You have to be really strict here with yourself (in fact you are probably the biggest problem you have, but that's another piece altogether). Be factual and dump any prejudices you have. In fact you might not even realise you have preferences, but you have. Now is the time to recognise absolutely what the role needs, not you personally. Though you might also defer to 11 (yep, there's an 11!), below.
5. Concentrate on 'I'
Make sure that when you are hearing answers from your potential recruit, that they tell you all about them. Keeping them to 'I' answers is far more revealing than 'we' or 'they' or 'us'. It is in your interest to dig at this and ask them precisely how they were involved themselves. Then you start to find some of the real truth. This enables better judgements and consequent decisions.
6. Be Supportive at Interview
Yet you want to get the best from them. Take time to put them at their ease through a few general questions to get them talking. You are not there to catch them out - you want success for you in recruiting well and for them to show you truly what they've got to offer. This is your job, not theirs. So often interviewers get this the wrong way round.
7. Listen Hard & Question Deeper
At interview, most of your time will be listening closely to what they are saying. If, in an interview situation, you catch yourself saying more than them, you have the balance way wrong - it needs to be you 30% max and them at least 70%. And when you listen, listen out for the things they say and notice where there is a moment you would want to know more. This comes up several times in a response. All you need to do is note these and pick a few in relation to the role offered - and ask a little more! 'You mentioned x, tell me a little more about that...'
8. Pick for Difference
It's easiest to pick people like you. You gel better with people you like and you tend to like people, like yourself! Yet sometimes it is a wonderful asset to have someone who grates a bit! Someone who has a different philosophy. Someone who is not afraid of you or to challenge and question back. Sometimes, challenging for you though it may be, it is a risk worth taking. And a very valuable asset.
9. Keep on the Lookout
By developing great ways of building rapport with people, you create intelligence networks in your own workplace, that frequently serve to provide solutions close to home - often from unexpected sources. Sometimes, if your natural state is to relate well with others, you'll spot people outside your own business who will fit exactly what you need. Make the best of this - it is a huge asset and you will build your 'perfect team' quicker and more efficiently.
10. See Them in Action
Where you can, work out a way of assessing them in action if possible. Use your eyes and ears to absorb how they perform in an experiential situation. Get clear what you need to know and let them do their thing. In a work experience it's hard to fudge, so you get to see more
11. (A freebie!) Go With Your Gut (a bit!)
Despite all the myriad of psychometrics, experiential based assessments, handwriting and facial analysis etc. that you employ, remember that sometimes you have an instinct worth listening to. Don't be frightened to go with it sometimes. It generally pays off more times than not and is a risk, through experience, which is worth taking.
It takes a lot of effort to get the right people. It takes a whole lot more energy (and focus and bitterness sometimes), to manage poor performers; square pegs recruited for round holes. Taking time, when you have the opportunity, to start from scratch is an opportunity not to be wasted.
Martin Haworth is a business and management coach and trainer, working with a range of clients from corporates to individuals worldwide. www.MartinHaworth.com
Employee Recruitment Top Ten Ways to Get the Best Result - To learn more about this author, visit Martin Haworth's Website.
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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