Hiring the Right Candidate for the Job and Your Company

Written by Kate Smalley


Continued from page 1

Q: What about your partners and their experience? A: Anthony Townley has over thirty years of staffing and executive search experience. He conducts our searches oncerepparttar position requirements have been defined. Barry Foster has extensive assessment knowledge and is a leader and innovator inrepparttar 104707 business and executive coaching profession. Barry and I procurerepparttar 104708 retained search assignments, facilitaterepparttar 104709 development ofrepparttar 104710 position requirements withrepparttar 104711 position development team andrepparttar 104712 selection team, and coachrepparttar 104713 integration process ofrepparttar 104714 new executive.

Q: Describerepparttar 104715 typical client you work with. A: Closely-held companies with a sweet spot of $25-100 million in sales. We have worked with organizations with sales of $4 million to over $300 million. We deal mostly withrepparttar 104716 CEO or President ofrepparttar 104717 organization orrepparttar 104718 COO.

Q: Can you give us an overview of your company and its services? A: ASearch takesrepparttar 104719 risk and doubt out ofrepparttar 104720 next critical hire an organization makes. We take an organizational development approach to make this a reality. We help our clients understand their culture, definerepparttar 104721 position andrepparttar 104722 goals forrepparttar 104723 first 30, 60, 90 and next 180 days with agreed upon evidence of goal accomplishments, required and desired experience and education andrepparttar 104724 objective psychometrics required forrepparttar 104725 new position based onrepparttar 104726 understanding ofrepparttar 104727 culture and position requirements. We also make sure thatrepparttar 104728 selection team understands its role in making this new key person successful. Finally, we coachrepparttar 104729 integration process ofrepparttar 104730 new hire with reviews atrepparttar 104731 45- and 90-day time periods. At that time, if all parties are progressing as expected, we extend our guarantee forrepparttar 104732 balance ofrepparttar 104733 first year fromrepparttar 104734 date of hire.

Q: Any additional information about your services? A : Because we become so knowledgeable about an organization and are able to provide so much value, we often reachrepparttar 104735 level of trusted advisor and are asked to assist in other organizational development type assignments. In this case, we will dorepparttar 104736 assignment or bring in other professionals who we have worked with to performrepparttar 104737 services on behalf of ASearch andrepparttar 104738 client.

Q: Have most of your clients had a negative hiring experience? A: Yes. Almost all of our current search clients have had a poor hire in a similar position or understandrepparttar 104739 value of gettingrepparttar 104740 right fitrepparttar 104741 first time.

Q: Can you give us an idea of how much money is lost due to these failures? A: It’s hard to gaugerepparttar 104742 lost opportunity costs -- which arerepparttar 104743 higher costs -- lost business, turnover of good employees, lost production and bad comments about an organization which means opportunities you will never get or know why. Onrepparttar 104744 tangible side, arerepparttar 104745 transaction costs, advertising, resume culling, extensive interview time, training costs ofrepparttar 104746 wrong person once hired, lost wages and benefits, placement fees, law suits for wrongful discharge, contractual costs, relocation costs and contractual separation costs ifrepparttar 104747 executive is let go for any reason but cause. Minimum figures for turnover of an executive have been four to five timesrepparttar 104748 annual salary.

Q: Why have those employees failed? A: If you interview companies, you will find a lack of cultural fit (chemistry) and behavior that did not allowrepparttar 104749 new hire to perform i.e. no sense of urgency, low energy, not able to make a decision or hold people accountable, etc.

Q: What arerepparttar 104750 challenges you see facing employers who are trying to do it on their own? A: Understandingrepparttar 104751 real requirements ofrepparttar 104752 position and their culture, being able to get belowrepparttar 104753 surface or tip ofrepparttar 104754 iceberg to matchrepparttar 104755 position requirements torepparttar 104756 candidate, determine what is success early on as well as long term, integratingrepparttar 104757 new hire intorepparttar 104758 organization and working outrepparttar 104759 rough spots — especially ifrepparttar 104760 position requires different behavior(s) thanrepparttar 104761 current culture.

Q: At what point do employers give up their own attempts and seek your help? A: I am not sure…the need to know that there is a better way thanrepparttar 104762 traditional search firm... Otherwise they will continue on a hit or miss proposition. I knew of one firm that turned over a key executive position three or more times and still did not get it right.

Q: Can you quantifyrepparttar 104763 retention rate of employees who were sourced on their own, compared to those hired using your firm's services? A: No, butrepparttar 104764 cost of any turnover is great …We know that if you know how to define your culture andrepparttar 104765 position and have objective means of measuringrepparttar 104766 culture and behaviors required for success in this culture doingrepparttar 104767 position requirements, withrepparttar 104768 right experience and education you will have little chance of turning overrepparttar 104769 position. That is why we offer an unprecedented one-year guarantee to everyone who uses our process.

******************** Copyright 2004 Kate Smalley Connecticut Secretary http://www.connecticutsecretary.com kms@connecticutsecretary.com ********************

Kate Smalley, President, Connecticut Secretary. http://www.connecticutsecretary.com


Managing Stress- Hire the Right People

Written by Lorraine Pirihi


Continued from page 1

A - Administrators. These are people who want to get it right. Task oriented, not big on relationships, not very social and don't express their feelings. Very analytical, cautious and risk averse. They work at a slower more methodical pace and are less assertive and less expressive.

Each style has it's own behavioural patterns. Some styles don't get along, others are more suited to each other.

Interestinglyrepparttar population is evenly spread, in other words 25% are one of four styles and more significantly 75% are of a style different to yours.

As an employer it is important that you know your style and that of your employees. Each style thinks differently, reacts differently, communicates differently, works at a different pace, handles emotions differently, manages stress differently and solves problems differently. Not necessarily worse, not better just differently. As an employer your style is most likely going to be different than your employees so you need to know who your staff are and how to communicate with them."

The Final Word Managing stress at work can be kept at a healthy level if you understand what behaviourial type you are and those around you.

Using a simple tool such as MyProfile for yourself and your people will be of great benefit. Stress is caused by many factors and often it's becauserepparttar 104706 wrong people have been put into jobs that they are totally unsuitable for.

Managing stress in any business can be greatly reduced if onlyrepparttar 104707 people would do what they were supposed to. Isn't that right? Unfortunately many people who dorepparttar 104708 hiring do not haverepparttar 104709 skills or experience to chooserepparttar 104710 most suitable candidates. By utilising this tool, it could meanrepparttar 104711 difference between managing stress or accelerating it.

It's really important to consider all these factors when hiring people. So why not make your life easier, save time and money and utilise MyProfile. You'll discover in less than 10 minutesrepparttar 104712 behaviourial style of a candidate or employee. MyProfile tells you ifrepparttar 104713 person is suited torepparttar 104714 job, if their working style match that required to dorepparttar 104715 job. What would normally take months of relationship building and in many instances, a lot of heartache, can be predicted using this tool. For a miniscule investment of $33 can you not afford it?

Further details are available on www.myprofile.com.au or contact Nathan directly nathan@myprofile.com.au

Lorraine Pirihi is Australia's Personal Productivity Specialist and Leading Life Coach. Her business The Office Organiser specialises in showing small business owners and managers, how to get organised at work so they can have a life! Lorraine is also a dynamic speaker and has produced many products including "How to Survive and Thrive at Work!"


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