ANN BARET & TEAM DYNAMICS

Are your teams not reaching their potential?

Team Dynamics is on a mission to show you where your team’s value lies, how it can be unlocked and how you can share it with others to improve job satisfaction, productivity and most importantly, the bottom line.

Check out Team Dynamics

The Ann Baret Coaching Way

To find out how Ann can help you in all areas of your life - whether it be career, life, money, business or personally focused - Ann Barets Coaching can help set you free and get you moving in the right direction!

Check out the Ann Baret Coaching way

hiring the right person – 9 point checklist

Hiring the right person is a very challenging and daunting process because of the consequences both in cost and time in case of hiring the wrong employee. However, Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your organisation.

Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward thinking planning, and accomplishing challenging goals.

I have supported many organisations in their recruitment process and have identified 9 tips to hiring. These are key when recruiting an employee. This is not a comprehensive guide to hiring though, so if you require support, contact me

1) Determine the need for a new or replacement position

  • The overall workload and its effect on current employees as well as the accomplishment of your business goals will also drive this decision.
  • Your hiring decision must also balance the needs of the rest of the organisation and employees.
  • Your priority for an employee has to fit into the successful execution of the company’s business plan.
  • It’s also important to keep your other employees informed or preferably involved at each step of the staffing decision process.

2) Define the job before hiring the employee

This may seem obvious, but most companies fail to clearly identify what the key tasks and performance criteria’s are. They focus only on the responsibilities and necessary skills required for the position.

3) Define the behaviour and values ideally suited for the role in the organisation

We most often focus on the skills required to fill the position, and strengths, values and behaviour are often not taken into account. We forget that skills can be taught, but behaviour and values are critical to ensuring the employee will fit in not only in the position but also with the team and rest of the organisation.

4) Review applications

Application reviewal is more than just checking references and academic credentials. During this discussion, you should flush out questions about duties, culture, salary expectations, their work history, and where you will need to devote more training time. By flushing out deal-breakers, you are saving valuable face time, allowing you to narrow in on the perfect candidate.

5) Quantify deliverable’s during the interview

Create a list of deliverables expected to be achieved at the 30-, 60- and 90-day mark for the role before you interview. During the interview, use this to set expectations on what the candidate should be able to accomplish by when. Ask how the candidate would achieve the deliverables and who they would engage to assess competency. You will be able to assess skill, judgement and process to meet your needs.

6) Ask Subjective, Culture-Oriented Questions

Much of the early hiring process is ruled by technology “picking” the right candidate. Data is objective and helps place the most experienced candidates in the interview room. After that, you need to find the right cultural and behavioural fit. Throw out some off-the-wall culture questions and ask candidates about specific scenarios they may encounter. Personality is important.

7) Make The Interview Fun To Let Candidates Be Themselves

Interviews are just as much about gauging a potential ‘hire’s cultural’ fit as it is their ‘technical fit’ and ability. It’s very hard to get someone to open up if you create a “traditional interview” posture: cold and dry. Make the experience fun for the candidate! Engage. Talk. Laugh. You are much more likely to get accurate info about cultural fit and ability when the candidate is comfortable.

8) Look For Candidates With Heart

Too often, we interview for the wrong things — what candidates look like on paper instead of how they will fit into the company culture. HR can do a better job of filling positions by looking for candidates who not only have the chops to do the work but have a true heart for the company’s mission.

9) Keep Asking Questions

I keep asking “why.” Ask candidates about accomplishments they’ve had and dig until you fully understand their role in them. You’ll be able to identify their passion (or lack of passion), whether they were a part of the team, or whether they lead the team. When it’s someone great, you’ll see their learning’s, failures and mastery of the subject. Once you get to this point, you will have someone good.

Identifying the right candidate in the right role will have a meaningful economic impact on your organisation. Ensure you take the time to really understand the potential candidate and their drivers for growth and culture fit with your organisation.

Learn more about how Ann Baret can help your business by filling in the form below:

2018-02-20T12:25:56+00:00