| Greetings! |
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Failure costs everybody. One key to being a great municipal leader is to avoid the 'F-word' altogether.
One of the most costly failures is "Failure to hire" the right person.
By some estimates the true cost of hiring the wrong person may be 3 to 5 times their annual earnings and more... and that's just for starters.
When you factor in ...
- The wear and tear on you and your staff.
- The fact that you're back to square one looking for a replacement.
- The damage to the organization's reputation.
- The bad news around town.
... there really is no accurate way to put a price tag on a 'hiring Failure'. One way to avoid a 'hiring Failure is to hire the right person in the first place. But how do you do that?
Some managers go to great lengths to make sure they hire "the right person".
I read about one CAO who takes his top candidates out for dinner. He makes a deal with the waiter who is instructed to purposely screw up the order. Then he watches how the candidate reacts .The CAO says using this approach he can figure out if this is the candidate for him.
Others like Bill Gates ask off the wall questions like: "How much artificial turf is in North America?" or "Why are manhole covers round?" The next thing the candidate says determines if he or she gets the job. Gates doesn't expect, or want, the right answer. He's only interested in the applicant's thinking process.
If all these ideas sound strange here's A Head-Hunters Secret that actually works.
The truth is it's how a person has behaved in the past that is a sure indicator of how they will perform in the future.
To be sure the stakes are high when you're recruiting. Several years ago at Ravenhill Group we figured out that asking the right questions in the right way helped our clients determine which candidate could really perform on the job.
We call that the A.S.K. Assessment Process™ it is an acronym for Attitude, Skills and Knowledge. Using behaviorally- based questions and some other "secret ingredients", we can, and do, guarantee that we will help you select "the best person" for your vacancy.
Avoiding Gut Level Decision
We follow this up with a report to the client. Armed with this unique and powerful information, our clients find Ravenhill ASK™ to be an extremely helpful hiring tool because it reduces the tendency to make gut-level hiring decisions. " ... yours is a great value -added to Ravenhill's full search process", they tell me.
Since finding "the right people" for an open position is something they feel they can do for themselves, some some clients use Ravenhill ASK™ as a stand alone product to help them objectively decide which candidate will be the best fit.
NOW, how can I help you?
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| We have Discovered! |
We found people to fill the role of:
- Director Operations in Western Canada,
- Manager of Public Works in Central Canada ...and
- Deputy Fire Chief Eastern Canada
CONFIDENTIALLY: We are aware of several outstanding CAOs who are reday for a new opportunity...
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| We Are Looking For! |
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We need people to fill the role of:
- CAO in Western Canada,
- Director of IT in Central Canada ...and
- Treasurer in Western Canada
Contact Me |
