Reason Why Company Hiring Bad Employee

Solution # 1 – Can you do this to avoid Bad Hires?

If you’ve been following my posts on why companies hire bad employees, you will be most interested in today’s submission. We know from over 28 years of working with hiring managers, recruiters, and entrepreneurs who try to do it themselves that most people responsible for hiring simply do not know how to properly profile candidate’s traits, motivations, behavioral orientations and cognitive functioning and relate it to job performance so as to avoid the bad hire. Worse, many fool themselves into thinking some generic interview questions found online will solve their problem of hiring bad employees. I’m sorry to be the bearer of bad news – it won’t! This is just a reality. You can argue if you like but stay with me to the end. I want to pose a couple questions to you and be honest with your answers. Doing otherwise will only stop you from taking productive action to fix the problem of hiring bad employees.

Now, as most of you following me know, I am a fanatical advocate of deploying targeted assessments to strategically access specific information about candidates in a timely and cost-effective manner. I’ve been fortunate to have built my whole career around this and I know from the research and my own front-line experiences, that objective information can be accessed with more detail and precision, and on things that are essential about candidates, in a quicker and more cost-effective manner than simply trying to wing it interviewing a candidate.

As an example, after spending an extended period interviewing a candidate could you answer the following questions with any level of detail and accuracy, AND relate your findings to job performance and ability to contribute? Read on and learn if you can.

What is the candidate’s Interpersonal Style? This is an easy one, isn’t it? What do they lead with naturally? What happens under duress? Do they function to their capability occasionally or regularly? Are they able to think on their feet and adapt as situation change? How does that impact their interpersonal style or does it? What about their temperament? How does that play out… normally and under stress? Okay, that was the warm-up question series, let’s really dig into this.

Would you be comfortable making judgements about the candidate’s Thinking Style? Would you be accurate in identifying the way they think through problems or how they process data about work issues that come up daily? Could you accurately comment on whether the candidate was analytical, logical, systematic, or non-linear in their thinking approach? What is their default thinking style regardless of the situation presented? Would you know how their thinking style would impact your business or the role you were considering them for? Let’s say you felt pretty confident about these two conditions, would you be able to articulate their coping style? How they normally deal with situations and people and how their style changes under stress and pressure? If you are still with me, great. These were the easy questions.

Now, let’s look at some of the more difficult and complex issues related to avoiding bad hires. For instance, how does the candidate function as part of a team? Could you articulate if they were: a co-ordinator, or shaper/driver, or evaluator and critic? Would you know if they were an implementer? Or team-builder or resource provider or inspector or innovator? What about their leadership style? Could you identify them as: directive? delegative? participative? consultative? or a negotiator? Could you really be able to discern between any of these leadership styles? Would you be able to understand how they might impact your business? Your team? Your culture?… let’s move on.

Now what about when the candidate must defer to others. Regardless of the role or level there are going to be times even leaders become followers. Would you be able to identify the candidates subordinate style? Would you be able to identify if they were open and receptive? Self-reliant? Collaborative? or reciprocating?

Finally, for our purposes today, what about their ability to sell? And I don’t mean selling a widget. I am talking about how they exist in space, how they present and process and engage others. We all “sell”, all the time. Would you be able to determine if the candidate was a confident communicator or rapport builder? Are they a culture fitter or builder? Are they an enthusiast? A persuader? A supporter or driver? All these facets make up their ability to sell – not directly or explicitly, but in their every day interactions internally and externally and their style will either help or hinder performance in your organization.

So how did you do? Were you able to provide answers to this series of prompts? If you are like most of my clients, the honest answer will be no. And that is okay. It really isn’t fair for you to be expected to be able to do all this when interviewing candidates. It’s not your expertise. It’s not really your skill base. It’s not what you do day-in, day-out. However, if you want to avoid bad hires, this is just some of what you need to understand and gain access to.

All About Online Assessments

Is there a remedy to shorten time-to-fill a position without the negative effect on the quality of recruitment? The answer is yes. Today almost everything is online, and it’s not unexpected that online assessments have grown to be strategically very important to organizations in their search for optimum expertise in talent acquisitions.

About 86{2cedebf499f4bf5278f7874827ce93642e59089746fcbd577c0a9cd8be612387} of respondents in an Employees Today survey understood that online recruitment is less expensive than almost every other recruitment method. About 90{2cedebf499f4bf5278f7874827ce93642e59089746fcbd577c0a9cd8be612387} believed that online recruitment is straightforward and easy to utilize. Other surveys suggest that more than 80{2cedebf499f4bf5278f7874827ce93642e59089746fcbd577c0a9cd8be612387} of the future labor force prefer online assessments since they believe the assessments are reasonable, accurate and easy to complete. From a recruitment point of view, the utilization of online job fit evaluations are continuing to grow exponentially during the last couple of years. Cutting-edge enhancements have made assessment of individuals at job fairs, promotions and client office buildings a normal feature.

Benefits of Online Hiring Assessments

Hire the right level of ability:

Together with the intensifying competition for careers, selecting the ‘right’ person becomes increasingly more essential for a recruiter. Online assessments aid employers who seek to hire the best person for employment by verifying for job fit and high potential. Implementing an online talent assessment process not only weeds out sub-standard job seekers before the interview but it helps managers fill positions quicker with the right individuals.

Affordable and time conserving:

The cost of recruitment includes the following elements: write employment description, advertise, employee referral fees, travel costs incurred by employers and candidates, company recruiter costs, screening and assessment costs, interviewing time for hiring managers, administrative support and other incidental expenditures. Execution of Online Hiring Assessments cut a substantial area of the costs incurred for selecting top talent. With access to the internet, online assessments can be conducted anywhere, anytime for multiple individuals. Also, the applicant tracking dashboards that exist today make it easy to keep tabs on assessment outcomes and other important candidate data.

The Key components of a High Quality online assessment

The main consideration for a quality online assessment process is the Reliability (consistency) and Validity (accuracy) of the assessment itself. A quality talent assessment process will usually include an assessment of cognitive abilities, interests/passions, personality and interpersonal skills (e.g. EQ).

– A Cognitive Ability evaluation is included to ensure the candidate has the level of ability needed to perform the job. It is counter-productive to hire people who have too much or too little cognitive ability for a specific position. Too much ability results in boredom, or not feeling challenged enough in the position. Too little ability results in feeling overwhelmed and stressed in the position. The person feels stretched or over-challenged in the role. Both lead to turnover.

– Personality tests are designed to understand the traits and behaviors of job seekers, especially in a work framework, or job context. Increasingly more organizations have used Personality Profiling as an objective way of assessing employment suitability, training needs and developmental needs. With an increase in the embracing of assessment technology to facilitate good hiring decisions, online talent assessments will continue flourish since they to fill a critical need for employers.

Signs About Rock Stars Employee

Engagement numbers have not changed much in the years that the Gallup Organization has been keeping track. In the United States, employee engagement numbers hover around 30{2cedebf499f4bf5278f7874827ce93642e59089746fcbd577c0a9cd8be612387}. In the rest of the world, the picture is even bleaker – only about 13{2cedebf499f4bf5278f7874827ce93642e59089746fcbd577c0a9cd8be612387} of workers are engaged.

What exactly are the traits of a rock star employee? Here are seven attributes that you’ll find in most members of that elusive group.

Responsible: Top performers take ownership of whatever project they are working on and set high standards for their performance. They are only satisfied when your customers are singing your company’s praises. When they make a mistake, they admit it, and they learn the lessons so that it doesn’t happen again. When they have a success, they make sure the others that helped and supported them along the way are also recognized for their contributions. In order words, they share the credit and take the blame.

Optimistic: No matter what is going on, they are programmed to look for the good in people, projects, and situations. They are energetic, enthusiastic and confident about their work and how the members of their team work together. They look at obstacles as challenges to overcome as they are excited to grow and open to change. They have a positive outlook and can be counted on to lighten up the room when they’re around.

Creative: Rockstar employees have the ability to look at all sides of a problem and come up with a host of new and exciting solutions. They are not afraid of failure, as they know that part of being successful is having to fail from time to time. They have the unique ability to utilize out-of-the-box thinking to develop new methods for looking at and solving problems.

Kind: Engaged employees have excellent people skills and have an extensive network of people who know, like and trust them. They nurture their professional relationships and are more focused on giving, rather than receiving. They get to know people as individuals and abide by the “do unto others as THEY would have done unto them” rule.

Studious: Your top talent wants to be better tomorrow than they are today. Top performers invest in themselves and their skills so they can develop and grow both personally and professionally. They love to learn, and they look for any opportunity they can to gain knowledge about a variety of subjects. If they aren’t sure of something, they will do the research necessary to discover the answer.

Team players: Gallup shows that actively engaged employees have a strong network. Engaged employees focus on lifting others as they climb and enjoy sharing the spotlight of their accomplishments because they realize they did not do it alone. Although they may take the lead on projects, they have a clear connection between team activities and the team’s purpose. They allow others to enjoy the work and the journey with them.

Action-oriented: Average employees make to-do lists. Rock stars set their priorities and get the job done. They do not hesitate based on fear or indecision, they look at the situation and take action based on the information they have at the time they receive it. Because “objects in motion tend to stay in motion,” rock stars choose to “fail forward” and keep the momentum going. Their passion for what they do helps them know when to compromise with others and when to stand firm.

Risk-taker: Natural leaders are not afraid to shake up the status quo. They make the decisions necessary and push the limits of their comfort zone. They take bold action toward their goals. They feel that if they are not making mistakes, they are not learning. They love to propose new ideas and new ways of thinking, and their passion inspires others to take their lead.

Take the time to notice when your ROCK STAR employees are accomplishing great things. Ask them for their ideas and learn from them. You can then incorporate their ideas and methods into new hire training and developing the rest of your team. When you utilize the best practices learned from your actively engaged employees, you acknowledge their value to your organization and help the rest of your team move your company ahead.

Guide To Make Professional Brand

Have more than a blog and a social media account.

In case you desire to generate a significant impact as a business online, having a blog and a social media account is definitely not enough. What is crucial is to be aware that there has to be a brand behind that blog and social media account. There have to be something that make people feel is a whole, not just a bunch of posts and comments that are not tied together. Having a logo doesn’t automatically makes your site a brand. To have a real brand you have to comprehend what’s behind all the text you can write, it’s like the essence that is deep of your whole platform, it is that little something that makes it special. Once you have a brand you’ll have fans, in order to achieve that you need to create yourself and image, that image you create needs to get exposure.

When can you conclude you have a brand.

You may ask yourself, if I have my site logo, and it doesn’t is the brand, then what is it? Something is pretty obvious, a brand without a name is not a brand. When you register your company you give it a name right? That name will be your online site’s name at the same time. The big company Google, says, that brands are more successful at SEO nowadays, at the same time from the user’s perspective sites with brands can be seen as even more professional than sites with no brands defined. A good example for this: if you call your site “Sports World”, it will work much better than just calling it “Sports Articles”.

Visual language of your brand.

Something that is also very important in this concept is having “visual language” in your site. After your logo has been created, the next step is selecting the colors and also images that relate to your business brand and are the basis of your brand’s logo. At the moment you have all these elements, you have to combine them into everything else you develop to your site. For example if your logo has the colors black, brown and gray, then your website needs to use these colors, same for your social media accounts, it’s about expanding your visuals to everything that you create from now on for your business.

Your Mission Statement.

So, the work doesn’t end there. Now you need to be able to create what is called as “The Mission Statement”. This is the more important aspect of your brand. Some experts say this mission statement is what to need to be defined first. “The Mission Statement” is just a short paragraph that explains what is your business about. Basically what you do and the reason behind it. This includes the goal you have, the vision and also the commitment you put to make it works. After you define this, you’ll have a better vision of what your business is about and based on that you’ll get the inspiration you need to create the elements of your business, the logo and the name are a couple of them. At this point you made your business name and your logo stand for something, thus now people can stand behind you and your business.