PD Strategies Blog

Performance and Development Strategies Blog is the informational place to get timely and purposeful articles on the issues that concern you most.

  • Home
    Home This is where you can find all the blog posts throughout the site.
  • Categories
    Categories Displays a list of categories from this blog.

Hiring and Selection

Posted by on in Hiring and Selection
Has your Westchester County NY business has grown and you realize you must hire your first employee? You might be tempted to reach out to someone you know. Hiring someone because of friendship ignores the purpose for hiring someone in the first place—the fact that you need someone with specific qualifications to do a job. Many businesses find that selecting and hiring of the right employee is a daunting task. Some people just hire anyone who applies or, at best, they may ask a few quick questions before making an offer. Hiring the wrong person can be costly but hiring high performing employees will result in helping your organization meet its goals and will promote your brand to your customers. Before accepting an application or advertising you should have a clear description of duties for the prospective new hire. Know exactly what you need. What are the duties required? What behaviors...

Posted by on in Hiring and Selection
A leading indicator of future performance is not past experience. That is not to say that knowledge of the job and the requisite skills are not important. They certainly are but when you hire someone you are looking for future performance. I work with numerous privately held and family held businesses. And I have observed that those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is using the assumption that as long as the candidate has previous experience in the industry or job that the candidate will be a success in the hiring manager’s job. In my work with organizations I have found that experience in the industry is NOT a predictor of success. In fact, I have seen it...

Posted by on in Hiring and Selection
Hiring quickly can be a costly mistake. Finding the right people takes time but the right people will result in much more success. If you have read Jim Collin’s book “Good to Great” you know about how companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing employees. Collins refers to this as getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. Many companies find that selecting and hiring of the right employee is a daunting task. Some people just hire anyone who applies or, at best, may ask a few quick questions before making an offer. Before accepting an application or advertising you should have a clear description...

Posted by on in Hiring and Selection
It is a mistake to hire a candidate based solely on experience. This is not saying that knowledge of the job and the requisite skills and knowledge are not important. They certainly are. Of course, you want the right person for the right job. However, looking primarily for experience will produce disappointing results. I work largely with privately held and family held businesses. But in that arena I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is using the assumption that as long as the candidate has previous experience in the...

Posted by on in Hiring and Selection
Experience is not the most important factor to consider when hiring for most positions. In fact experience is a trailing indicator when it comes to predicting future success much like profits are a trailing indicator for corporate success. If you stop placing so much emphasis on experience in your hiring decisions you will start seeing less staff turnover and a more profitable company. Consider the fact that most failures and job terminations occur because of attitudes and behaviors. Since that is the case wouldn’t it be more important to look at values, attitudes, and behaviors in assessing a job candidate? If you look only at experience you might have too narrow a focus. I have noticed that those running businesses believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates...

Posted by on in Hiring and Selection
Today everyone is talking about adapting to the Millennials. This ignores the fact the we have three different generations in the workplace. Understanding all three generations is the only way leverage the talents of your workforce. The understanding of the differences of the three generations will also help you understand your customer base and what motivates them. As I work with my Westchester County NY organizations I constantly hear voices of frustration. A frustrated manager says “The kids today don’t want to work. I can’t get any good help.” Or it might be a manager of a team of professionals complaining about the unwillingness of the younger members to work endless hours. Or it can be frustration from a baby boomer who feels he or she can’t compete with the new workers and the new technology. And here is yet another quote. “Our youth now love luxury. They have bad manners,...

Posted by on in Hiring and Selection
The Internet has become a major tool being used by company recruiters. However, companies using social media in hiring need to be fully aware of some the legal problems than can arise when using this media improperly. In the process of looking for potential employees that may meet your qualifications you may see things in the profile of an applicant which is totally unrelated to your company job requirements. You may not understand why that would be a problem. After all didn’t they post this information for everyone to see? In addition, you may have heard about a company that requests an applicant’s password to Facebook. Let me advise all business owners large and small against this practice. Sure it is important to check references and background. However, the use of social media opens new challenges in the employment area. A person’s Facebook account could have all types of information including...

Posted by on in Hiring and Selection
Your Westchester County NY business has grown and you realize you must hire your first employee. You are rightly concerned about bringing in a stranger and trusting that stranger to the business you have nurtured. You set out to hire the most qualified person but you feel more comfortable hiring a friend. Hiring someone because of friendship ignores the purpose for hiring someone in the first place—the fact that you need someone with specific qualifications to do a job. Jim Collin’s in his book “Good to Great” explains his research on how good companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing employees. Collins refers to this as getting the right people on the bus, the wrong people off the...

Posted by on in Hiring and Selection
Using assessment tests can help you identify the job candidates that are a best fit and would have greater probability of performing well in your company.   I am sure that you would agree that the proper screening and selection of candidates is critical to the success of your company. This success is due to the high performance of the right people in the right jobs. You gather all of the critical information in your interview.  The proper use of assessment tests can validate information that you have gathered from interviewing and reference checking. Many businesses make rushed hiring decisions. Unfortunately many poor choices are made based solely on gut feeling. Many candidates can make a very positive presentation and may throw off the judgment of an inexperienced interviewer. Hiring the wrong person can be very expensive. When you consider the cost of recruiting, interviewing, employee salary and benefits, lost productivity, and...

Posted by on in Hiring and Selection
Employers and hiring managers make a big mistake when they use experience as the primary criteria for hiring a candidate.  This is different than saying that knowledge of the job and the requisite skills and knowledge are not important. They certainly are. Of course, you want the right person for the right job. However, looking primarily for experience will produce disappointing results. I work largely with privately held and family held businesses. But in that arena I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is using the assumption that as...

Home  |  About Us Business Perfomance  |  Leadership and Coaching  |  Blog  |  Contact us

Copyright© 2016  Performance Development Strategies, LLC. 
P: 914-953-4458   E: grant@pdstrategies.com

Powered By RAC Creative Services