Got All The Right People In Their Right Seats On Your Bus?
- Date: 2009-03-02 - Word Count: 400
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In his book "Good to Great" author Jim Collins uses a bus and its riders as an analogy for employees who add value to their employer with a magic blend of skills, experience and temperament.
That last piece, temperament, is tough. Ever meet a prospective employee who included their core beliefs, personal attitudes and behavioral style on their resume or in their interview remarks? Are you thinking those things won't matter if they've got exactly the skills and experience you're looking for?
I've often heard human relations pros say, after experiencing a quick employee termination "we tend to hire for their hard skills and fire them for their soft skills". It means that the person read really well on paper, gave a great interview and then just 'didn't fit in'. Another common issue in employee problems arises when an employee is given a reward by promoting her/him beyond their level of ability - often by placing them in a role supervising people instead of product or process - and letting them drown in their lack of supervisory skills.
The cost for these mistakes can be huge; think of the lost opportunities - how your company could have made better use of the time, funds and morale had the not-quite-right recruit been avoided and the not-supervisory-ready employee been rewarded in a more appropriate way - for the poorly placed employee and for the frustrated employer.
There is a better way. Using statistically accurate and validated assessment tools gives an employer a huge assist, reducing the risk of hiring or promoting the wrong person for the job and thereby maximizing the contribution of their most expensive asset - their people. Validated assessments provide employees with self knowledge that will guide them to easier sources of success. And, in no case is a judgment of 'right' or 'wrong' ever used - just opportunity.
A means to save time and money, an opportunity to identify underused skills, an assist when training new supervisors or managers and critical when recruiting new employees or putting a team in place, validated assessments are indispensable tools to get it done with the productivity and opportunities you want.
In a world of shrinking job applicants and, at least currently, a poor economic climate, having focused, talented and motivated employees is a huge asset. Using assessments will maximize the likelihood that happens and minimize the risk of making poor hiring and assignment decisions.
Want to get on this bus and enjoy the ride?
That last piece, temperament, is tough. Ever meet a prospective employee who included their core beliefs, personal attitudes and behavioral style on their resume or in their interview remarks? Are you thinking those things won't matter if they've got exactly the skills and experience you're looking for?
I've often heard human relations pros say, after experiencing a quick employee termination "we tend to hire for their hard skills and fire them for their soft skills". It means that the person read really well on paper, gave a great interview and then just 'didn't fit in'. Another common issue in employee problems arises when an employee is given a reward by promoting her/him beyond their level of ability - often by placing them in a role supervising people instead of product or process - and letting them drown in their lack of supervisory skills.
The cost for these mistakes can be huge; think of the lost opportunities - how your company could have made better use of the time, funds and morale had the not-quite-right recruit been avoided and the not-supervisory-ready employee been rewarded in a more appropriate way - for the poorly placed employee and for the frustrated employer.
There is a better way. Using statistically accurate and validated assessment tools gives an employer a huge assist, reducing the risk of hiring or promoting the wrong person for the job and thereby maximizing the contribution of their most expensive asset - their people. Validated assessments provide employees with self knowledge that will guide them to easier sources of success. And, in no case is a judgment of 'right' or 'wrong' ever used - just opportunity.
A means to save time and money, an opportunity to identify underused skills, an assist when training new supervisors or managers and critical when recruiting new employees or putting a team in place, validated assessments are indispensable tools to get it done with the productivity and opportunities you want.
In a world of shrinking job applicants and, at least currently, a poor economic climate, having focused, talented and motivated employees is a huge asset. Using assessments will maximize the likelihood that happens and minimize the risk of making poor hiring and assignment decisions.
Want to get on this bus and enjoy the ride?
Related Tags: hiring, employee development, personality assessment, employee assessments, behavioral assessment, effective hiring, personnel assessments, employee improvement
Andrea Feinberg, M.B.A., Certified Professional Behavioral Analyst and Certified Strategic Business Leadership Coach works with company executives to maximize the under used intangible assets they have. Learn more about how this will benefit you here: www.coachinginsight.com/businesscoaching.html Your Article Search Directory : Find in Articles
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