InnerActive Consulting Group Logo
nextlevel
  • Home
  • Hiring High Performers

Posts Tagged ‘Hiring High Performers’

6 Myths to Effective Hiring

Selecting Unique High performing TalentHelping both large and small companies to select potential high performers for their team is one of our core strengths. Since 1990, I’ve seen and heard a number of comments – both full of wisdom and some lacking in thought.

The most important thing to focus upon in the hiring process is upgrading the talent level within your organization. This is the KEY to creating a high performance culture and improving your work environment. You know it is the quality of your teams and individuals that make the competitive difference in today’s marketplace.

Complacency in any area of the hiring and selection process can limit the effectiveness of the hiring process.

Based upon all my interaction with hiring managers and human resource executives, there are six universal myths I want to expose and discuss today. So, here are the Six Myths to Effective Hiring Processes…

Hiring a High Performance Person?

Recently I was listening to an expert of high performance talk about how to find high performers for your team. It was very interesting listening to how he built his team to service all his customers around the globe.

Seems he has learned how to narrow the search using only one primary question. And, yes, he does ask for all the traditional information along with the candidates resume and stuff. Yet, this one question is his silver bullet question.

Assuming you also are looking for high performers here is the key question…

Do You Have an “On Boarding” System in Place?

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.

How to Hire High Performers

The universal question appears to be “How Do I Find High Performers for My Company?” And it seems to get more focus and debate everyday.

First let’s deal with a myth that Hiring High Performers is impossible. The reason is, there are so few – by some estimates less than 1% of the population. Well, while I don’t want to debate the issue of just how many high performers are there in your market. The real issue is “Can you Top Grade Your Staff?” Can you find the best fit for a position at this moment in time.