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Kestly Development

Developing Employees

May 17th, 2012 by Mike Kestly

What is one of the biggest investments a business can make? Hiring new employees, so managers need to make sure they hire employees who will be successful in a particular position. A popular article from Forbes presents “The Six Enemies of Greatness (and Happiness).” These six obstacles are also enemies of successful hiring, which lead to common hiring mistakes. Don’t let these factors get in the way of finding the best-fit employee for your organization!

1. Availability. “We often settle for what’s available, and what’s available isn’t always great.” This is a big hiring mistake. When there is a vacant position in your company, the team is compensating for the extra workload and productivity decreases, so obviously you want to fill the position as quick as possible. But that can be a dangerous mind-set when trying to find the best-fit employee. Managers might want to hire one of the first few candidates they see just because they’re “available.” Well, don’t. Make sure you take the time to meet with a variety of candidates. Look beyond their availability and look at their skills, behaviors and values. Will they truly be a great fit for the organization?

2. Ignorance. Knowledge is the heart of finding the best-fit employee and ignorance can get in the way. With prescreening assessments, employee background checks and social media, there is no excuse not get to know your candidates at a deeper level. And be prepared when you finally meet and interview potential employees. The ProfileXT®, a full-person assessment used for prescreening, training, managing and succession planning, takes the candidate’s results and provides helpful interview questions for hiring managers. The more data you have, the better hiring decision you’ll make.

3. Committees. When decisions can’t be made unless a whole committee settles on an agreement, decisions are often diluted. The best people to make hiring decisions are those who will be working directly with the new hire and who know the position and skills needed.

4. Comfort. Being too comfortable can also get in the way of success. “Why pursue greatness when you’ve got 324 channels and a recliner?” A mistake organizations often make is not actively looking for top talent because they’re comfortable. But being too comfortable gets in the way of innovation. In the article, readers were polled on which factor they thought was the biggest obstacle and, surprisingly, comfort had the most votes.

5. Momentum. “If you’ve been doing what you’re doing for years and it’s not-so-great, you are in a rut.” Don’t let your hiring process get in a rut! For example, if employee turnover is consistently high, take action and make a change. Find ways to innovate your hiring process: revise job descriptions, update your interview process and adopt comprehensive prescreening assessments.

6. Passivity. When it comes to hiring, there is no room for being indifferent! “There’s a difference between being agreeable and agreeing to everything.” When selecting candidates, don’t be too quick to agree with everyone. It’s important to trust your gut. Even if a candidate has a great resume and job experience, if they don’t connect with the team or managers, there will eventually be a problem.

Ultimately, the best approach to hiring is an “even-handed” hands-on approach. Be proactive and make sure the process gets you the best information to make a well-informed decision!


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