Genius may have its limitations, but stupidity is not thus handicapped. Elbert Hubbard, 1856 – 1915
Boy, have we had practice in the hiring-wrong world. One would think we would be the best there is based on so much practice. Our tendency is to hire someone we like, but the skill set is just not high enough for the position causing the staff and employee a lot of frustration. So then we move to making sure the skill set is appropriate and then we are beset by cultural differences.
Here is what I have learned:
1) Start backwards -eliminate the mediocre employee. It’s not hiring, but they won’t be a good example for the person you do hire. It’s easy to keep the good employee. It’s fairly simple to deal with an employee not performing well through termination, but the mediocre employee will drive everyone nuts the longer they stay. The thought is that they just need more time and they’ll come around, but it has never happened here.
2) Hire slowly. Spend time investigating competency, communication skills and fit. We have a short test that does two things: tests their thinking skills, and at the same time, shows their handwriting abilities. Make sure they have a good picture of what it’s like to be here – the good, the bad and the ugly.
3) Have the finalists go through an interview with the rest of thecompany or department employees. Culture is a very important ingredient. It doesn’t mean they vote the same way, watch (or don’t watch) the same TV shows or reflect a certain thinking. It does mean they will fit in conversationally and maintain a sense of humility.
4) Check references and do background screening.
We think we have one of the best places to work in the world. The work is challenging, appreciated by clients and co-workers, and the money and benefits are top of the line for this area.
Yet still we struggle to identify the essence of who will fit in our company both on a cultural and competency level. I think we’re getting better, but it’s an art as well as a skill to hire the best person for our open position.
Happy hiring.
Bryan Dear
