Posts tagged ‘Job Matching’

I know this is an off beat title for a business service, yet, to me it hits the right nerve for getting people to think about the hiring process.

Dating services are unique and a little mysterious for anyone who has not used one (like me). The principles they use is to MATCH people to improve the probabilities of a long term relationship. Actually, that sounds like a very good purpose when you look around at all the unhappy relationships and bad marriages.

In the world of business, the dating game is expanded to both finding excellent talent for your organization and finding prospects and customers who match your ideal customer profile for excellent business relationships.

Today, I want to focus upon the Job Matching function for hiring and selection of superior talent. Continue reading ‘Job Matching is NOT a Dating Service – Maybe it Should Be’ »

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Posted by Voss Graham on October 31, 2011 at 4:14 pm under Hiring, Selection and Retention.
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Whether you call it an “on Boarding system,” an orientation program or a Fast Start system, it may mean the difference in having a high performer or not. It is one of the key systems for creating a high performance culture.

So what is this on boarding system all about?

In simple terms it is a process that gets a new employee in a job started with clear focus on the outcomes of the job. It helps to get someone new in a position to get started quickly and get productive as soon as possible.

There are several key items for an on boarding system to work.

  1. Key Accountabilities for the Job
  2. A Prioritized Listing on Key Traits for the Job to be Successful
  3. A Manager Who Understands the Need for a Fast Start in a New Position
  4. A Mentor or Coach Assigned to the New Person

Key Accountabilities for the Job include the key outcomes that are expected from this job function. This is not to be confused with a Job Description. Most, not all, Job Descriptions are nothing more than an activity list for a job with no mention of actual outcomes and results expected.

A Prioritized Listing of Key Traits identified for the Job to be successful show the person just what is needed to be a success. These traits should be closely matched to the new hire (if you want to top grade your company and staff) with few exceptions. The closer the true match, the higher the level of natural performance from the individual in the position or job. It is a true win-win for both the company and the employee. Also, any mismatches between the job traits and the individual’s traits reflects a clear path for an individualized personal development process.

A Manager that understands the need for a fast start when a potential high performer is on board. The major mistake by most managers in this situation is to be unprepared for the start up or to take a lazy attitude about ramping up the responsibilities of the new hire. I have seen terrible situations regarding new hires whereby the manager had no place assigned for a new employee. Placed the person in the company lunchroom and forgot about him! Two weeks later the manager was amazed when informed that the new potential superstar had quit.  – You can’t make this stuff up! It’s true. New hires, especially potential high performers need to launch quickly and take on critical projects as soon as possible. Remember, high performers are looking for new challenges rather than hiding from them.

Finally, a mentor or coach should be assigned to the new hire to assist them with the inner workings of the organization, who the real players are, what politics are in play, and what are the procedures that need or should be followed to get things done quickly and effectively. An organized mentor process will increase the effectiveness of a new hire by a factor of five, due to less trial and error and more focus on getting results.

If you don’t have an effective “on-boarding” system, contact us immediate to discuss how to get one for your team or organization. They are proven to get the results you require and create a high performance culture. It’s simple to install and works in every area of the organization. Call us at 901-757-4434 and let’s discuss your situation.

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Posted by Voss Graham on June 17, 2009 at 5:29 am under Performance management.
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How We Either Survive or Succeed with Adaptive Behavior

Like President Obama, most of us have various roles in our lives in which we do have a public image. At the current moment, you may be in any combination of roles, such as a spouse, parent, executive, volunteer, student or mentor. In each role your adaptive behavioral style will likely change to fit the situation and its demands. Still, you will consistently maintain the same natural behavioral style, or the real you.

Adapting to Survive or Succeed?

While your natural behavioral style is your true identity, it is not always the behavior we create for others to see. In fact, our adaptive behavior is more observable because we will often make changes to either survive or succeed. Whether the change is dramatic or slight, knowing why the change is occurring is important. Most often, those changing to survive will tend to follow rules and regulations. On the other hand, those changing to succeed will tend to adapt to the behaviors called for by the environment.

Your Public Image at Work

Think of situations where you have to be more conscious of adapting your behavioral style on the job. Maybe it is when you speak publically, are faced with quick decisions or have to comply with strict rules. Do you feel stressed, exhausted and uncomfortable?

It is important to understand how your natural and adaptive behavioral styles are affecting your work. A simple assessment and review of your personal results is a great step toward harnessing your natural behavioral styles for improved communication, productivity, teamwork and overall enjoyment on the job. Then, you can uncover even more about your personal strengths by assessing personal motivators, skills and emotional intelligence.

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Posted by J Block on April 29, 2009 at 5:22 am under Using Assessments.
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