Those of you that have worked with PeopleTek in the past have heard us say on numerous occasion: “Hire Hard or “Manage Hard – Which would you rather do”?
Hiring can be a challenge. Don’t limit your hiring approach to satisfying your technical needs only. We need to ensure the applicant has the skills we require, but equally important we must verify they will be a good fit for our organization.
Did you know attrition costs for “misfit” hires equates to 55% – 200% of an employee’s annual salary with additional impacts to the team and organization?
Sometimes we as leaders “settle” for a new hire thinking that we’re better off filling the open position immediately instead of investing the time and effort to find the applicant that is the best fit. The results can be painful!
Now is the time to fine-tune your hiring strategy. Many companies are ramping up as the economy improves and due to sales growth surpassing expectations. (Google is preparing for its biggest year in employee growth in the history of the company).
There are many tools available that identify individual preferred styles.
Remember, these are not “tests” and don’t determine good/bad traits but rather are instruments that help identify strengths and preferences.
The most common include Myers-Briggs and DiSC, but another great instrument is “Team Dimensions” which assesses approaches to innovation and teamwork. This Inscape tool believes ideal teams are comprised of individuals performing the following five roles:
CREATOR Generates concepts and ideas
ADVANCER Develops ways to promote new ideas and direction in the early
REFINER Analyses and challenges concepts and identifies potential
EXECUTOR Follows up and ensures processes are in place
FACILITATOR Moves process along by overseeing the hand off of tasks
By understanding these different roles and by leveraging invaluable individual contributions, the result is a high-performance team. Is your team comprised of individuals possessing these roles? Are you part of an organization that is committed to hiring talent that enhances your organization?
Remember, if you don’t “hire hard” you’ll be utilizing time and talent to “manage hard.” Let us know if we can help.