Grasslands Recruitment Specialists
"Talent Management Tips"
May, 2010
Greetings!

When you are considering promoting someone within your organization, do you look at their resume or do you consider their past performance, potential, and teamwork to determine if they can do the job?  I can almost hear your response! :)

Why do we not consider past performance when we are looking for new hires?  Traditional job descriptions that list skills, experience, and academics are misleading and are often the primary reason that companies can't find enough top people. 

Change the focus to 'doing' rather than 'having'.  Can they DO the job?  What have they done with what they have?  What are their competencies? Don't exclude high-potential people from consideration because they don't have the listed 'skills'. 

We've noticed that those with the exact skill set required rarely want to do the same work so they won't apply!

Limiting your sourcing to people who have all the skills and qualifications is really a hunt for average performers.  Hiring great people is about defining the desired results for a position - and then finding the people with the ability and desire to deliver these results.  Consider a thorough Performance Profile Analysis instead of a list of 'have's' - lessen the chance of eliminating a top person without the exact skill set!

Build great teams with performance-based hiring! Just a thought....

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This Quarter's Contributing Author:
Adam Robinson


Adam RobinsonAbout the Author

Locus of Control - the Way to Size Up a Potential Hire

I think I've finally found a "foolproof" way to size up a potential employee.  Matter of fact, I think this is a sure-fire way to size up just about anyone.  Several leading business thinkers have written on this topic, including the great Jim Collins - so I'm in no way claiming ownership of this process - but I'm telling you that this litmus test has never failed me.  I'm literally 100% successful when using this approach.

It's called the Locus of Control test. .. (Full Article)


Preventing the Last-Minute Candidate Backout

You've just completed an exhaustive interview process with your candidate - a telephone screen, two personal interviews, and reference checks.  You talked to the candidate on Friday, and they verbally accepted the position.  "That all sounds great," they said after hearing your verbal offer, "I look forward to reviewing your offer over the weekend."  You're thrilled, because you've finally filled the most important open position in your company.
 
Then comes Monday... (Full Article)

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Identifying Performance Issues Before Hire

What does a successful hire look like?  You've read the resume and know their qualifications and experience but..... how can you determine potential performance issues based on competencies identified in the job description? 

How do you determine, in an interview, if someone has traits like:
  • Change Leadership
  • Building Relationships / Partnerships
  • Concern for Order, Quality, & Compliance
  • Team Leadership
  • Impact and Influence
  • Initiative
  • Organizational Awareness
  • Not a Risk Taker
  • Strategic Orientation, etc.
Performance issues are generally not driven by one personality dimension in isolation.  Generally a combination of traits in various forms will impact performance.  The key to establishing predictability of success in performance issues is to identify the general abilities, interests, and competencies required in the performance area and then creating a benchmark (performance profile) against which candidates can be compared.  A performance profile will only be a good tool if it correctly outlines what needs to be done to demonstrate success.  To ensure we know this, we need to use an objective, reliable, and valid tool to document the competencies or behaviours that influence success in a position.

To view a list of competencies that can be identified with Prevue Assessments(TM) click here.

Clarify your expectations and discover an important element in providing job satisfaction and on-the-job success!

Call Dona at 888.778.0570 today for more information and to schedule your Performance Profile(s).  For an overview of Prevue Assessment (TM) visit our testing website!
I trust this information is of value.  Your feedback is appreciated!

 
Sincerely,
Blair signature


Grasslands Recruitment SpecialistsBlair Clark
Grasslands Recruitment Specialists

Acquire Talent. Obtain Results.
A Division of Grasslands Group of Companies Inc.
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Many companies have long contended that stress in the home causes productivity loss in the market place.. and it does. But research now reveals that stress on the job causes stress at home. In other words, they feed off each other.    Zig Ziglar